The Types of Parallel Universes

Physicists talk about parallel universes, but its not always clear what they mean. Do they mean alternate histories of our own universe, like those often shown in science fiction, or whole other universes with no real connection to ours? Physicists use the phrase parallel universes to discuss diverse concepts, and it can sometimes get a little confusing. For example, some physicists believe strongly in the idea of a multiverse for cosmological purposes, but dont actually believe in the Many Worlds Interpretation (MWI) of quantum physics. It is important to realize that parallel universes are not actually a theory within physics, but rather a conclusion that comes out of various theories within physics. There are a variety of reasons for believing in multiple universes as a physical reality, mostly having to do with the fact that we have absolutely no reason to suppose that our observable universe is all that there is.   There are two basic breakdowns of parallel universes that might be helpful to consider. The first was presented in 2003 by Max Tegmark and the second was presented by Brian Greene in his book The Hidden Reality. Tegmarks Classifications In 2003, MIT physicist Max Tegmark explored the idea of parallel universes in a paper published in a collection titled  Science and Ultimate Reality. In the paper,  Tegmark breaks the different types of parallel universes allowed by physics into four different levels: Level 1: Regions Beyond Cosmic Horizon: The universe is essentially infinitely big and contains matter at roughly the same distribution as we see it throughout the universe. Matter can combine in only so many different configurations. Given an infinite amount of space, it stands to reason there exists another portion of the universe in which an exact duplicate of our world exists.Level 2: Other Post-Inflation Bubbles: Separate universes spring up like bubbles of spacetime undergoing its own form of expansion, under the rules dictated by inflation theory. The laws of physics in these universes could be very different from our own.Level 3: The Many Worlds of Quantum Physics: According to this approach to quantum physics, events unfold in every single possible way, just in different universes. Science fiction alternate history stories utilize this sort of a parallel universe model, so its the most well-known outside of physics.Level 4: Other Mathematical Structures: This type of paralle l universes is sort of a catch-all for other mathematical structures which we can conceive of, but which we dont observe as physical realities in our universe. The Level 4 parallel universes are ones which are governed by different equations from those that govern our universe. Unlike Level 2 universes, its not just different manifestations of the same fundamental rules, but entirely different sets of rules. Greenes Classifications Brian Greenes system of classifications from his 2011 book, The Hidden Reality, is a more granular approach than Tegmarks. Below are Greenes classes of parallel universes, but weve also added the Tegmark Level that they fall under:   Quilted Multiverse (Level 1): Space is infinite, therefore somewhere there are regions of space that will exactly mimic our own region of space. There is another world out there somewhere in which everything is unfolding exactly as it unfolds on Earth.Inflationary Multiverse (Level 1 2): Inflationary theory in cosmology predicts an expansive universe filled with bubble universes, of which our universe is just one.Brane Multiverse (Level 2): String theory leaves open the possibility that our universe is on just one 3-dimensional brane, while other branes ​of any number of dimensions could have whole other universes on them.Cyclic Multiverse (Level 1): One possible result from string theory is that branes could collide with each other, resulting in universe-spawning big bangs that not only created our universe but possibly other ones.Landscape Multiverse (Level 1 4): String theory leaves open a lot of different fundamental properties of the universe which, combined with the in flationary multiverse, means there could be many bubble universes out there which have fundamentally different physical laws than the universe we inhabit.Quantum Multiverse (Level 3): This is essentially the Many Worlds Interpretation (MWI) of quantum mechanics; anything that can happen does... in some universe.Holographic Multiverse (Level 4): According to the holographic principle, there is a physically-equivalent parallel universe that would exist on a distant bounding surface (the edge of the universe), in which everything about our universe is precisely mirrored.Simulated Multiverse (Level 4): Technology will possibly advance to the point where computers could simulate each and every detail of the universe, thus creating a simulated multiverse whose reality is nearly as complex as our own.Ultimate Multiverse (Level 4): In the most extreme version of looking at parallel universes, every single theory which could possibly exist would have to exist in some form somewhere.

Environmental Impacts of Fossil Fuel Use Essay - 606 Words

Environmental Impacts of Fossil Fuel Use One of the main issues involved with fossil fuels are the environmental impacts that occur from their use. These problems; such as acid rain, oil spills, climate change, global warming, etc., are not only occurring with fossil fuel usage, but are also increasing due to the increase in the use of fossil fuels. This essay will vaguely explain the area of environmental impacts from fossil fuel use, and will attempt to change, or further increase your understanding of the very serious environmental impacts that occur from fossil fuel use. One of the biggest environmental impacts which is steadily increasing in severity due to fossil fuel usage is global warming. Global warming is mainly caused due†¦show more content†¦Another environmental impact in which fossil fuel usage contributes to is air pollution; acid rain, smog, etc. Burning fossil fuels increase the amount of many chemicals in the atmosphere, including nitrogen oxides and sulfur oxides, which eventually lead to increased amounts of acid rain. Acid rain can destroy the leaves of plants, poison soil and waterways, and ultimately kill many animals and plants (Outdoor Air Pollution). On a more of a human impact level, air pollution caused by the burning of fossil fuels can eventually lead to things such as lung disease and cancer (Air Pollution). Another effect that takes place is smog formation. Smog is a problem in many city areas and contributes to low visibility and dirty skies. Along with all of these atmosphere and air pollution problems, there are also areas of pollution in which land or water is being polluted due to fossil fuel use. One of the biggest areas in which land or water pollution takes place is transportation of these fossil fuels. Oil spills are an example of devastating impacts in which the waterway in which the spill takes place gets polluted, the waterways into which the spill can travel to, as well as all the shores where the oil polluted water is traveling. On the topic of coal, coal mining can leave by a lot of pyrite, a sulfur compound, which can be washed away into streams and rivers in the form of an acid as water flows through the mine (Clean Energy). These land and water problemsShow MoreRelatedEssay about Energy and the Environment: Fossil Fuels511 Words   |  3 PagesEnvironment: Fossil Fuels Fossil Fuels are one of the most important things on this planet to the human race. 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Can a man ever truly be a feminist Essay Example For Students

Can a man ever truly be a feminist? Essay The slashing of tyres has also been common particularly when coupled with death threats against prominent figures in the media and politics. In response more organised groups within the movement have attempted to increase public awareness surrounding these incidents stating that it is unclear whether it is the work of extremist individuals or what they deem real ‘masculists’. Feminist Literature The majority of feminist literature being written by women is just one example of the ridge between men and feminism. It is also notable that any literature surrounding feminism by men is often critical of it. The early 1960s saw writer such as Betty Frieden who wrote The Feminine Mystique (1963) which is widely regarded as triggering so-called Second Wave Feminism in the United States . In chapter two Frieden asserts that in many womens magazines the editorial responsibilities are often left to men, this lead to sharp spike in articles and stories that displayed women as either despondent housewives or unhappy career women, this in turn created what she called â€Å"the feminine mystique which is the notion that women were satisfied with playing the role of the doting wife and mother. She does however note this contrasts similar publication in the 1930s. At this time womens magazines generally highlighted self-assured and socially autonomous heroines, many of whom had career. An explanation for the change in presentation of women is a possible reaction to the increased threat (or perceived threat) of feminism, thus an attempt to protect the hierarchy that existed in 1960s US. Another notable feminist author is Judith Butler who wrote Gender Trouble: Feminism and the Subversion of Identity (1989) in the late eighties. In the book Butler examines one of the more fundamental suggestions of feminism as a theory, essentially the assumption that there exists an identity and that it must be represented within the context of language and politics. In Butlers estimation, even the word woman (with its inherent roots being from the word man) can have negative connotations that are detrimental to the cause. She believes that identity itself is defined by a slew of categories such as sexuality, class, and ethnicity. Therefore, Butler seeks to abandon the politics of identity as an alternative she aims to promote a new version of feminism in which the idea of identity and gender is scrutinized closely. By the early nineties Feminist literature had evolved beyond its initial tentative strikes at the so called patriarchy. Backlash: The Undeclared War against American Women was written by Susan Faludi who argues that the emergence of media has accelerated the backlash to the feminist movement. She believes that this backlash instigated the womens liberation movement in the late eighties. Throughout the book Faludi presents evidence for an anti-feminist approach in the portrayal of women within Hollywood in the eighties; for instance the method used in television was that the roles for female actors appeared to change drastically as a response to feminism. Within the fashion industry this trend was mirrored, models swapped the business suits of the seventies for exploitative and impractical lingerie in the eighties. This decade also saw the prevalence and popularity of cosmetics, makeup and cosmetic surgery. Feminist literature has also crossed cultural lines with pieces such as And Who Will Make the Chapatis? by Bishakha Datta, an Indian author and filmmaker. The lack of male authors in this area indicates the resistance and scepticism towards male feminists within the feminist community. Integration (HeforShe) HeForShe is a campaign that strives for solidarity between the sexes in the journey for gender equality and it was founded by a group female UN members. Ultimately it works to afford men and boys the same voice as women within the feminist arena when debating equality. The biggest tool at the disposal of this campaign has been social media and the internet. On its website there is a global locator which regularly uploads the number of men and boys who pledged their support for the campaign, with the goal currently at one million by summer 2015. This an extremely positive approaches to gender equality as it seems the biggest hindrance to it has been the hostility between the sexes. On the website plans for social justice, civil society, and UN agencies can be found, making it much easier for people to feel they are making a direct and immediate impact regarding the betterment of society. An Inspector Calls Essay QuestionsHe asserts however, that this cannot happen until men change their attitudes towards other men as well as women, by choosing not to reinforce sexist attitudes towards either sex. This could mean that ‘menists’support women in feminism by allowing themselves to adopt feminist theory and in turn ending the patriarchy, which in turn works as a catalyst to liberate both genders from their restrictive, albeit, traditional roles. The language of feminist theory Any functional theory which aims to achieve social change should offer something for all parts of society. Theories which use elitist and alienating language will often not be easily accessible certain sub-groups of society, particularly those most in need of social justice. Therefore in order to reach those groups, a good ideology must contain several levels of language in order to communicate the message effectively. An example being that radical feminist often take an elitist stance on feminist theory by only making it possible for women to be involved with it, effectively making any male involvement impossible. It is therefore the responsibility of female feminists to allow for men to understand the language of the theory but also that of men to learn women’s text, and commit to understanding the language of the theory, in order to reach the goal of gender equality. Feminist authors but must also allow for a learning of socio-political experience from a feminist perspective. According to Allison Jagger, â€Å"men should also consult with feminist women when writing about feminist theory†. Jaggar also suggests that men must also offer support for more feminist authorship in order to legitimise feminism to both male and female critics. In particular, men must attempt to â€Å"engage with feminist theory and practice†. In my estimation, the only way to achieve complete gender equality is through the full cooperation of both sexes. Women must work to allow men to be part of the conversation, and for men to engage with feminism without, firstly, dominating the dialogue and secondly, resisting the threatening perception many of them have about women. Despite this, I do agree with many, that although men can never truly be feminists, they are able to assist the struggle in eliminating the patriarchy. 4554 words   http://www. michaelmessner. org/wp-content/uploads/2014/05/changing-men. pdf Carrigan, T. , R. W. Connell, and J. Lee. 1985. ‘Toward a new sociology of masculinity. ’ Messner, Michael A. (1998). ‘†The Limits of the Male Sex Role: An Analysis of the Mens Liberation and Mens Rights Movements Discourse’ Harry Brod, To Be a Man, or Not to be a Man — That Is the Feminist Question, Men Doing Feminism p. 197-212 Cockburn, C. 1983. Brothers: â€Å"Male dominance and technological change. † Mirsky, Seth. Three Arguments for the Elimination of Masculinity. Mens Bodies, Mens Gods: Male Identities in a (Post-) Christian Culture, p. 27-39. http://www. academia. edu/1622459/Men_and_Feminism_Some_Challenges_and_a_Partial_Response Feminism Is for Everybody: Passionate Politics (2000) Glick, Peter; Fiske, Susan T. (2001). An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality p. 109 stavvers. wordpress. com/2011/04/26/ambivalent-sexism-research-into-attitudes-towards-women Glick, Peter; Fiske, Susan T. (2001). An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality Christensen, Ferrell (1995). Ted Honderich, The Oxford Companion to Philosophy Melissa Blais and Francis Dupuis-Deri. Masculinism and the Antifeminist Countermovement. p. 21–39. Friedan, Betty (1963). The Happy Housewife Heroine. The Feminine Mystique. Butler, Judith (1999). Gender Trouble: Feminism and the Subversion of Identity. Faludi, Susan (1992). Backlash: the undeclared war against women Gender and Governance in Rural Services: Insights from India, Ghana and Ethiopia Snodgrass, Mary Ellen (2006). Encyclopedia of Feminist Literature McDonald, Soraya Nadia (22 September 2014). Emma Watson: Feminism too often is seen as ‘man-hating’. http://site. nomas. org/roles-of-men-with-feminism-and-feminist-theory/ hooks, bell. 1992. Men in Feminist Struggle The Necessary Movement, in Women Respond to the Men’s Movement Jaggar, Alison. 1988. â€Å"Feminst Politics and Human Nature† Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our University Degree Gender Studies section. ;

Various internal and external stakeholders and the duty of loyalty to them. On the example of the hospital.

Different categories of stakeholders can be identified in the case study. Ideally, organizations must have both internal and external stakeholders (Coombs Holladay, 2012). The five thousand employees in the hospital are the first important internal stakeholders. The president of the hospital must recognize their importance.Advertising We will write a custom case study sample on Various internal and external stakeholders and the duty of loyalty to them. On the example of the hospital. specifically for you for only $16.05 $11/page Learn More Basically, the management must adequately consider their welfare. As indicated, the hospital also has two thousand admitted patients. All the patients admitted within the medical facility are external stakeholders. This is because they form part of the community of the facility. They depend on the services of the facility. Apart from this, they also reside within the facility. The various unit managers within the faci lity also form part of the internal stakeholders. Notably, the doctors and nurses are also internal stakeholders of the medical facility. The board of trustees has an important role in guiding the internal affairs of the facility. Therefore, they are internal stakeholders. There are other notable external stakeholder groups. These include the Regional Director, Compliance Manager and Executive Committee. These groups act as external oversight on the operations of the medical facility. Other important external stakeholders include the community organizations and corporations. As the president of the facility, the doctor has important obligations to all the stakeholders. This is regardless of whether they are external or internal. The president has to ensure that all the employee welfare issues are effectively met. He also has the obligation to provide a secure and hospitable working environment for these employees. The president must ensure all systems operate to guard the health and wellbeing of the patients. As external stakeholders, the patients and all customers have the right to access quality care. The president must endeavor to ensure effective treatment procedures are adhered to. The patients and customers are important stakeholders because they are the source of revenue for the facility. Therefore, they are legally entitled to quality service (Halbert Ingulli, 2011). This is the role of the president. The president has the responsibility to present progress reports and attend to the demands of the board of trustees. As internal stakeholders, the board must be informed on the general welfare of the facility. It is important to present compliance reports and evaluation results to the regional compliance committee. This is another obligation that must be undertaken by Dr. DoRight. Lastly, the doctor has a crucial responsibility to be answerable to the community organizations and corporations.Advertising Looking for case study on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More These external stakeholders are also important and must be attended to. As indicated, they also have reasons to indulge in business with the hospital. Generally, all stakeholders have significant roles to any organization. It is important for the management to sufficiently address the needs of all these stakeholders. This ensures an effective flow of operations and business processes (Halbert Ingulli, 2011). Leaders have basic duties that must be undertaken to ensure the satisfaction of all the stakeholders. The Potential Conflicts in the Duties of Loyalty Owed To Internal Stakeholder Vs. An external Stakeholder Adequate stakeholder satisfaction is important. This is regardless of the kind of stakeholder. Most organizations presently face challenges in balancing their stakeholder satisfaction. Indeed, trouble must ensue when there is lack of proper stakeholder management strategies. The importa nce of balancing the interests of all stakeholders is eminent. This is because diverse stakeholder groups possess varied priorities (Halbert Ingulli, 2011). There are a number of external and internal stakeholders identified from the case study. Patients and customers may demand improved quality health care services. On the other hand, the employees may have interests in pushing the management to increase their remuneration rates. From this scenario, it can be noticed that different stakeholder interests might lead to a standoff in work processes. Several times, there have been cases of employee strike and rebellion due to internal factors. These might include poor remuneration and working environment. Several employees have complained about poor quality work life within organizations. The different interests emanating from the stakeholders might cause uncertainties for the management. The intrusion of external bodies such as regulatory institutions into an organization’s op erations might be destructive. There are instances where these external stakeholders might intervene to champion for the welfare of the internal stakeholders (Jennings, 2012). For instance, the labor unions normally lobby for adequate employee welfare within organizations. In the case study, the regional compliance organization might also intervene. The basic aim might be to ensure improvement of quality care. This initiative might be beneficial to external stakeholders such as patients and other customers. Due to their demand, the management might decide to increase the employees’ salaries. Consequently, this is bound to have negative financial implications on other external stakeholders. As indicated in the case study, the patients and other customers might be financially affected. There are instances where the demands of a given stakeholder override the demands of others. These are important considerations to be given priority by the management. In order to obtain high div idends, some external stakeholders might expect the organization to gains huge revenues.Advertising We will write a custom case study sample on Various internal and external stakeholders and the duty of loyalty to them. On the example of the hospital. specifically for you for only $16.05 $11/page Learn More On the other hand, there are stakeholders that may insist on quality of service. As internal stakeholders, workers may demand appropriate working environment and pay. This is in order to deliver high quality services. Other external stakeholders such as community organizations and corporations might also present unique demands. For instance, they might require knowing how the organization responds to emergent issues. These might include environmental issues and matters concerning compliance to various standards of operations (Jennings, 2012). Indeed, there might be conflict of interest emanating from the management’s obligations to different s takeholder groups. Comments on the Doctor’s Fulfillment of Ethical Duty All employees are ethically bound to fulfill the basic duties delegated upon them (Kanniyakonil, 2007). Overseeing the basic operations within diverse departments within the hospital include some of the doctor’s duties. In the case study, this is inclusive of legal and patient advocacy issues. Patients as external stakeholders deserve the right to enjoy quality treatment and care. The basic duty of the doctor was to guard the interests of the patients. Therefore, in reporting the issue of illegal procedure, the doctor adequately fulfilled his ethical duty. It is critical to note that failure to report this incidence could amount to negligence. This is because patient advocacy and legal concerns include some of the roles outlined in the doctor’s responsibility schedule. The patients and other external customers have the right to access quality care. This is because they pay for these services . Therefore, an employees’ negligence that may cause loss of life remains culpable. Consequently, the management must also fulfill their important responsibilities. Monitoring and reporting progress to relevant committees must be executed adequately. Clearly, it is observable that Dr. DoRight acted within his ethical duties by forwarding the report. Robust measures must be adopted to minimize patient harm. Additionally, the sustainability of these measures should also be ensured. This helps to enhance patient safety and quality care even in the future. Strengthening the role of the middle level and departmental supervisors is important. These middle level managers must be encouraged to upscale their monitoring systems for patient safety (Kanniyakonil, 2007). All staff must undergo capacity building on patient quality care and teamwork.Advertising Looking for case study on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More The hospital’s managment must also draft a safety procedure and standard policy document. This must be communicated to all staff engaged in patient quality care. Inclusion of all stakeholders in decision making processes is critical. This provides vital resources including monetary or alternative policy options. It is crucial to conduct an opinion survey amongst the medical staff. This is to enable the managment to identify the basic reasons for the ineffective procedures. Generally, it will be necessary for the facility to adopt strategic management processes. Particularly, quality management is important. This is because it provides the relevant monitoring and quality assurance tools required for effective processes. Other management processes such as culture transformation and performance contracting remain applicable (Coombs Holladay, 2012). These processes are crucial. This is because they will enhance the level of responsibility and accountability amongst staff deliver ing quality medical care. Engagement of quality control measures is critical in preventing illegal procedures within the hospital. Other practices including medical injection safety and patient satisfaction surveys are critical. Lastly, there must be adequate systems, facilities and infrastructure necessary for high quality medical service provision. The Deontology Principle and the Ethical Dilemma Faced by Dr. DoRight The deontological principles stress on an individual’s fidelity to basic duties. All individuals charged with specific responsibilities must learn to understand these obligations (Kanniyakonil, 2007). The practice of personal duties must be done to the latter. This is irrespective of a person’s cadre or ole within an organization. The comprehension of all the basic regulations surrounding a person’s obligations is important. Individuals should also recognize that there is moral achievement in complying with the basic duty requirements. Immorality is eminent within individuals who fail to comply with the principles and procedures of their duties. Therefore, it is important for all persons to be aware of their duty requirements. The linkage of the principle of deontology with God is eminent. Basically, there is a perception that God describes individual obligations for all persons. This illustrates the core of this principle. Consequently, those who follow their duties and obligations to the latter are obedient to God. According to this principle, this is the essence of morality (Coombs Holladay, 2012). The case study can be analyzed through deontological principles. Notably, Dr. DoRight performs in regard to the respect of his outlined duties. Therefore, he is morally right. His act of reporting the illegal procedures also indicates that he is obedient to God. The doctor obeys the moral principles as dictated by the requirements of his duty. Although he fails to receive the report, his initial intervention into the crisis is vital. The basic reason for his action is to fulfill the moral obligations attached to his duty. The deontological moral approach emphasize on the need to understand the reason behind certain actions. Principally, appropriate motivations must accompany moral actions within all human environments (Kanniyakonil, 2007). The principles of deontology do not provide room for subjective feelings within individuals. The determination of roles in an objective and subjective manner is critical. Therefore, application of these principles in the case study is appropriate. The doctor loses the aspect of objectivity when he fails to insist on the reception of reports. The utilitarianism principle and the Ethical Dilemma Faced by Dr. DoRight Utilitarianism principle assumes a normative approach to ethics. In this principle, the consequences of an individual’s actions are vital (Sheng, 2004). The principle may be applicable to policies within organizations. The consequences of any decision are deemed to have greater implications to external parties. In this consideration, the impacts of actions on individuals are less regarded. The interests of the larger population must be considered before any action. The principle was developed by two economists, John Stuart and Jeremy Bentham (Sheng, 2004). Generally, the principle underscores the fact that individuals mostly prefer actions that favor their happiness and well being. It may also relate to groups. Individuals tend to initiate actions or make decisions that satisfy many people. As indicated in the case study, Dr. DoRight is reluctant to push for the report from the compliance managers. This is because the number of employees surpasses that of the suffering patients. Notably, his complacent attitude creates an appropriate platform for the benefit of employees. They continue with their illegal procedures that increase the susceptibility of the patients. This is a pure illustration of the utilitarian principle. Referenc es Coombs, W. T., Holladay, S. J. (2012). Managing corporate social responsibility: A communication approach. Malden, MA: Wiley-Blackwell. Halbert, T., Ingulli, E. (2011). Law and ethics in the business environment. Mason OH: South Western Educational Publ. Jennings, M. (2012). Business: Its legal, ethical, and global environment. Mason, OH: South-Western Cengage Learning. Kanniyakonil, S. (2007). The fundamentals of bioethics: Legal perspectives and ethical approaches. Kottayam: Oriental Institute of Religious Studies, India, Dept. of Publications. Sheng, Q. (2004). A defense of utilitarianism. Lanham, MD: University Press of America. This case study on Various internal and external stakeholders and the duty of loyalty to them. On the example of the hospital. was written and submitted by user Christina Wagner to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Economic Characteristics of the Age of Royal Absolutism essays

Economic Characteristics of the Age of Royal Absolutism essays During the era known as the Age of Royal Absolutism, many European countries began to look more outside of the realm of their own country. They turned to imperialism in order to gain wealth and power. England, the Dutch Netherlands, France, and Spain competed in North America, Africa, India, and many other areas for supremacy. At times, desire for overseas possession and commerce became so extreme that struggles and disagreements arose between the separate parties. Englands journey into imperialism began on a rough note. Three attempted settlements at Roanoke Island in North America failed due to starvation and disease. In 1607 the British established the first permanent English colony at Jamestown. Within months of their arrival, more than one half of the colonists had died from these same factors; however, the growing of tobacco began to give the colony prosperity. Virginia became Englands first crown colony in 1624, so the king assigned a governor and council to the area. The tobacco industry, which was still growing, caused a need of slavery. This need for slavery is a very important aspect in this battle for overseas commerce. It led to colonization in a totally different area of the world. Africa was another area that held desirable resources for the British; however, they did not become involved until they saw the success the Dutch had had. Their first settlements came in 1700. The main interest in Africa for England was slave trade. The rapidly growing tobacco industry required the acquisition of more slaves at a cheap price, and Africa was able to provide them with what they were in search of. In order to procure these slaves, English colonists took over forts that had previously been owned by Portugal and transposed them into trade stations. Africa was not the only area that the British hesitatingly decide to enter. England constructed colonies in India but only after learning from othe...

The Lead Cup Myth

The Lead Cup Myth Some time ago, a popular email hoax spread misinformation about the use of lead cups in the Middle Ages and The Bad Old Days.   Lead cups were used to drink ale or whisky. The combination would sometimes knock them out for a couple of days. Someone walking along the road would take them for dead and prepare them for burial. They were laid out on the kitchen table for a couple of days and the family would gather around and eat and drink and wait and see if they would wake up - hence the custom of holding a wake. The Facts Lead poisoning is a slow, cumulative process and not a fast-acting toxin. Furthermore, pure lead was not used to make drinking vessels. By the 1500s pewter had, at most, 30 percent lead in its makeup.1  Horn, ceramic, gold, silver, glass and even wood were all used to make cups, goblets, jugs, flagons, tankards, bowls and other items to hold liquid. In less formal situations, people would forgo individual cups and drink straight from the jug, which was usually ceramic. Those who overindulged in liquorto the point of unconsciousnessgenerally recovered within a day. The consumption of alcohol was a popular pastime, and coroners records are filled with reports of accidentsboth minor and fatalthat occurred to the inebriated. Although it was difficult for people in the 16th century to define death, proof of life could typically be determined by whether or not the person was breathing. It was never necessary to lay out hung-over carousers on the kitchen table and wait to see if they woke upespecially since poorer folk often had neither kitchens nor permanent tables. The custom of holding a wake goes back much further than the 1500s. In Britain,  wakes  appear to have origins in Celtic custom, and was a watch over the recently-deceased that may have been intended to protect his body from evil spirits. The Anglo-Saxons called it a lich-wake from the Old English lic, a corpse. When Christianity came to England, prayer was added to the vigil.2 Over time, the event took on a social character, where family and friends of the deceased would gather to bid them farewell and enjoy food and drink in the process. The Church tried to discourage this,3 but the celebration of life in the face of death is not something humans easily relinquish. Notes: 1. pewter   Encyclopà ¦dia Britannica  Accessed April 4, 2002]. 2. wake  Encyclopà ¦dia Britannica[Accessed April 13, 2002]. 3. Hanawalt, Barbara, The Ties that Bound: Peasant Families in Medieval England (Oxford University Press, 1986), p. 240. The text of this document is copyright  ©2002-2015 Melissa Snell. You may download or print this document for personal or school use, as long as the URL below is included. Permission is not granted to reproduce this document on another website.

Essay Example | Topics and Well Written Essays - 500 words - 197

Essay Example The blacks wanted the power and freedom to determine their own destiny. They believed that the black community was not free until they had the power to determine their own destiny. The party leaders also pushed for full employment of the black people. They believed that it was the duty and responsibility of the federal government to ensure that each man gets employment and is guaranteed a reasonable income. They did not believe in working for the white American businessmen since they believed that doing so would lead to oppression and discrimination. The Black Panther advocates also pushed for restitution for slave labor. They believed that the government has been robbing the blacks by exercising unfair treatment and as a result they were demanding an overdue debt as restitution for slave labor and mass murder of the black community. They also pushed for proper and adequate housing. They believed that the white landlords would not give proper housing and so there was a need for the government to build decent housing for its people. Education was also key in this party. The blacks believed that a man without real knowledge of the society, has little chance of survival. They therefore advocated for education that teaches black history. Blacks also demanded that they should be excluded from military service. They believed that they should not be forced to fight for a racist government that is not protective. Besides, they demanded an instantaneous end of police brutality and murder of the black fraternity. They believed that they could organize and form self-defense troops that would enable them to protect the blacks against violent racist police. Consequently, they also demanded that when brought to trial, blacks should be tried by a jury of their own race as defined by the constitution. Finally, they demanded freedom for all black prisoners held in American prisons and jails. This is because

Literal and Figurative Language Essay Example | Topics and Well Written Essays - 750 words

Literal and Figurative Language - Essay Example When one sees in a mirror, he sees himself. The man ‘staring back from the glass’ is your own self. The usage of simile can be seen in the following line, In the above-mentioned line, the poet compares the man looking in the glass to Jack Horner and chisel, a plum. The poem is metaphorical in its deliverance of ideas as the poet conveys the notion of a man looking for his own self, he cannot cheat himself as it has a disastrous ending but he can befriend himself by knowing him and by being true to himself. If he is unable to ‘look him straight in the eye’, he lacks strength to face himself. It has also some literal aspects such as a man seeing in mirror, sees his own reflection as the poet says, â€Å"A Bird Came Down† by Emily Dickinson also contains literal as well as figurative language. Emily narrates the incident of seeing a bird that ‘came down the walk’, his eating of the angle-worm, his drinking the dew, his rapid eyes, his cautiousness and the poet’s offering of a crumb, each and everything is literal as it appears as a true narration of an event. However, we can also find figurative language in the poem as the poet compares the bird’s flight and his style, His feathers were like oars, which divided the ocean, they appeared of silver color, his flight was like the flight of butterflies and his style of flight was like a swimmer who leaped and bounced, while flying. We can see the usage of simile and metaphor in the above lines. His stirring of ‘his velvet head/Like one in danger’ is again containing a simile. The poem, â€Å"Little Boy Blue† by Eugene Field shows the employment of literal as well as figurative language. The presence of old toys at their places and the dust and rust covering them is indicative of their being old and being neglected, which is literal language. The Little boy blue is the child who owns the toys, one of which is described explicitly, the soldier with the dog. The poet personifies

Organizational Citizenship Behavior Essay Example for Free

Organizational Citizenship Behavior Essay Human Resource Management (HRM) is defined as the organizational function that focuses on recruiting, management, and the directing of the employees that work in the organization. It also deals with compensation, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Even though the HR functions evolved, some things never change. Since most companies will always need the traditional HR functions such as hiring and firing employees, providing pay and benefits packages, training and developing the workforce, and dealing with employer – employee conflicts. Organizational citizenship behavior (OCB) is a concept defined as the set of additional activities that are beneficial to an organization and its employees. These activities are not required in a formal way; that is, they are not stated in a contract nor required by the company. OCB is commonly a behavior of employees towards their company and vice versa. It is clear that the organization’s HRM plays a vital role in implementing OCB through creating a well-established relationship between the organization and the employees. Rousseau and Geller argued that this relationship’s status is critical in the amount of OCB produced by employees where the company must deliver first a few requirements. (cited in Morrison, 1996). Schuller states that each company’s HRM has a set of principles and values that are integrated in its overall philosophy, which includes a respectful treatment of its employees (cited in Morrison, 1996). According to Eisenberger, Huntington, Hutchison, and Sowa, how effective is an organization in applying that philosophy is related towards how much the employees feel appreciated in their work place and therefore related to the amount of OCB displayed (cited in Morrison, 1996). OCB is present in all companies and can be considered a cycle. In fact, the HR department encourages OCB through several actions, which pave the way to creating a healthy organizational culture where the company protects its employees who are devoted to their company. This report will discuss OCB in Middle East Airlines (MEA) by taking a closer look at the employee – company relationship and the company – employee relationship. Literature Review on Organization Citizenship Behavior How Companies Encourage OCB In order for employees to work on achieving OCB, the human resource management has to work on some issues to help encourage each individual to participate in developing the company. The management must ensure that several things should be well done: Social Exchange, ldentification with Organizational Objectives, Empowerment, Selection and Socialization, Evaluation and Rewards, Rules and Job Descriptions. In an organization, Blau identified two types of relationships that tie the management and the employees together: the economic relationship and the social relationship (cited in Morrison, 1996). Konovsky and Pugh’ analysis states that it is more likely for employees to perform OCB under good social conditions than economic (cited in Morrison, 1996). Organ claims that this fact is due to several reasons: First, social relationships allow employees to have feelings of mutual trust with the organization and they will build long-term relationships with the management. This will encourage employees to help enhance the image of their company by practicing OCB. Second, the social relationship is one that is ambiguously defined, that is it does not have clear boundaries; therefore employees will more likely include certain citizenship acts in their job tasks (cited in Morrison, 1996). The identification of the employees with the organizational objectives is crucial for achieving OCB. That is because each individual will adopt and familiarize with the values and principles of the company, and hence become a part of its system, which will give a feeling of belonging and an encouragement for being part of the progress of the company. For employees to achieve OCB, Conger and Kanungo believe that they must be first willing to do so, and that is by being encouraged and empowered (cited in Morrison, 1996). Bowen and Lawler claim that many benefits are generated as a result of empowerment. First, it will shorten the time of response of employees to serve their customers. Second, the relationship between the employees and the customers will be more enthusiastic and kind. Third, it will allow the employees to be more innovative and generate ideas for the benefit of the company (cited in Morrison, 1996). Selection is the first phase of the entrance of an employee into a company. During this stage, Shore and Tetrick claim that each individual becomes aware of the job responsibilities in his field. Also, it is through this stage that the company indicates to the employee the responsibilities that the company has towards him as well, such as security, progress and training; hence it identifies a two-way relationship. This will lead to a feeling of respect and interest from the other party, which will lead to employees achieving OCB (cited in Morrison, 1996). Selection is also important in what is referred to by Chatman as person-organization fit: by learning about the organization’s objectives, the employee becomes aware that he or she will be chosen not solely for their job qualification, but for their compatibility with the work environment as well (cited in Morrison, 1996). Socialization as defined by Van Maanen and Schein is when the company prepares the new employees with the set of knowledge, approaches, and behaviors that they should apply in order to fit into their roles (cited in Morrison, 1996). Similar to selection, socialization is about showing the new employee that the relationship with the organization is based on social exchange. This can be clarified through such processes as orientation that holds within it more value than it shows. Chatman claims that socialization also familiarizes the employees with the company’s objectives and values not to mention that it plays a vital part in the empowerment process. (cited in Morrison, 1996). There are two extremes stated by Jones in applying socialization. The first is a highly institutionalized one where the new employees are separated and offered a common learning program. The second end is highly individualized, where employees are left on their own to engage in informal relationships with their fellow employees and to have self-learning experiences. There is however one disadvantage to socialization: when the objectives are clearly defined for employees, they tend to perform solely what they were expected to (cited in Morrison, 1996). Therefore, a company that seeks employee OCB will tend to have a more individualized socialization. OCB by definition includes the set of actions performed by employees that are not asked by management, therefore it is not directly rewarded. Thus, to encourage employees into applying this behavior, O’Reilly and Chatman believe that the company should employ indirect means that will encourage them to do so. That can be done by giving a reward to the organization’s performance as a whole. This will be helpful in two ways: first, it will further familiarize the employees with the company’s objectives and this way they will tend to act more upon achieving those goals through citizenship behavior. Second, by giving an award for the entire company’s performance, the organization will indirectly inform the employees that their job goes beyond what is clearly specified and limited into a certain role or department (cited in Morrison, 1996). According to Bowen, Siehl, and Schneider, when the company imposes a high number of rules and regulation, it is limiting and discouraging the employees’ ability to perform tasks outside their field of work, therefore limiting the OCB that can be achieved in that organization. A high number of rules will clearly define the limits of the economic exchange relationship between the employees and their company which will diminish their will to achieve OCB by determining exactly what the employees are asked to do and not to do and preventing them from engaging in any other action that is indirectly rewarded even if it benefits the company as a whole. Hence, in order for employees to want to perform citizenship behavior, the company must reduce its rules and thus create a social exchange relationship (cited in Morrison, 1996). Like rules and regulations, if a company describes the employees’ job in a very precise and narrow matter, it will reduce according to Bowen and Lawler the citizenship behavior applied by its subordinates. Employees will then have extremely well defined tasks to perform with no regard to any other company-wide actions. That way the exchange relationship between employee and company will more likely to be economic, not to mention that it reduces empowerment by limiting the resources needed by employees such as knowledge and skills to taking action towards OCB (cited in Morrison, 1996). How Employees Exercise OCB: To achieve organizational citizenship behavior, employees must practice different means. First, as Organ defines it, helping behavior is critical and evident in creating inter-employee relationships. Such behavior can be noted in the simplest acts such as when an employee assists his co-worker when the latter is overstrained with his paperwork or any other task being done. Second, according to Organ as well, sportsmanship, another dimension of OCB, is the ability to accept criticism and unfortunate events in the company without complaints, verbal or written. Consider a meeting for a marketing idea where employees are brainstorming. When the group rejects someone’s idea and the latter accepts that without being offended, he/she is considered to have a sense of sportsmanship. Third, organizational loyalty is a major concept when it comes to having a constructive organizational culture. This is evident whereby when employees are loyal to their company, they would feel safer and more content about the workplace and the organization’s culture. Podsakoff, MacKenzie, Paine, Bachrach, 2000) Individual initiative, a fourth aspect of OCB, is represented in taking on additional responsibilities and engaging in task-improving actions without being asked to do so. This also includes encouraging others to do so, which helps the company as a whole improve. (Podsakoff, MacKenzie, Paine, Bachrach, 2000) An example is when an employee suggests to adopt a new method of performing a task, which he/she knows will improve the way things s done. Related to this is self-development, which is yet another dimension of OCB. According to George and Brief, self-development pertains to voluntarily engaging in development courses that are not required from the company in the attempt of improving one’s skills and broadening one’s knowledge. (Cited in Podsakoff, MacKenzie, Paine, Bachrach, 2000) For instance, an employee could learn about upcoming seminars and training sessions and inform his colleagues of their dates. A different aspect of OCB is civic virtue, which can be defined as a commitment to the organization as a whole. This takes place through engaging in governing the organization indirectly, looking out for its best interest, and protecting it from threats. (Podsakoff, MacKenzie, Paine, Bachrach, 2000) A simple example of this is turning off the lights after having used the restroom. Similar to this is organizational compliance, the last dimension of OCB, which is when an employee complies with the company rules and regulations whether or not the latter is being monitored. Podsakoff, MacKenzie, Paine, Bachrach, 2000) Returning to work right after having finished the permitted lunch break is an example of organizational compliance. It is crucial to note that all these behavioral aspects of organizational citizenship behavior are not part of the work contract or job description. Factors that diminish OCB: Several factors antecede and affect organizational citizenship behavior. Such factors can be set into four basic categories: employee characteristics, organizational characteristics, task characteristics, and leadership behaviors. The influence of these categories on OCB can be either positive or negative. It is evident that OCB is present in all companies, whether on a noticeable scale or an imperceptible one. This report will be depicting the negative relations between OCB and its antecedents, whereby, according to studies done in a meta-analysis by Podsakoff, MacKenzie, Paine, and Bachrach, it has been found that organizational and task characteristics have little impact on OCB relative to individual and leadership behaviors which have greater impact on OCB. Employee or individual characteristics affect the presence of OCB and how much the latter contributes to building a constructive organizational culture. Taking two extremes, one can consider an employee who is indifferent of his/her company’s interest. The latter would surely not engage in activities pertaining to civic virtue, thus not exercising good citizenship behavior. The other extreme is an employee who is very concerned about the company’s interest and always seeks to attain goals that hold the company’s benefit. Such employee is more likely to be engaged in the different dimensions of citizenship behavior. To go back to the bigger image, an employee’s characteristics help in determining how well OCB is exercised in an organization. Indeed, it is found that the existence of OCB increases with the increase of employee loyalty and concern to the organization, and decreases with indifference to the greater benefit of the company and the rewards granted for good citizenship behavior. Podsakoff, MacKenzie, Paine, Bachrach, 2000) Leadership behaviors are quite correlated to the presence of citizenship behavior in an organization. According to another meta-analysis reported by Podsakoff, MacKenzie, and Bommer in 1996, leadership behaviors are mostly positively related to OCB, whereby most leaders reward citizenship behavior within performance in general, which increases such behavior in the company as employees are aware of such rewards. The only negative leadership behaviors are contingent and non-contingent punishment behavior as well as leader specification of procedures. This is due to the fact that employees feel confused as to why leaders perform contingent punishment, thereby decreasing their citizenship behavior. Non-contingent punishment is a discouraging factor by itself, which makes it obvious why it negatively affects OCB in an organization.

Worldwide Telecommunication, Inc. Prepares for Cultural Diversity Essay

Worldwide Telecommunication, Inc. Prepares for Cultural Diversity Abstract Worldwide Telecommunication, Incorporated (Inc.) is a growing telecommunications company that has an international workforce which changes continuously. As the company’s international personnel base expands, the needs of the employees will vary and become more diverse. As new employees come aboard, the organization will see that not all workers have the same requirements or requests. Worldwide Telecommunication, Inc. must be able to fulfill the needs of staff at all levels regardless of any potential cultural barriers. Whether the employees’ needs are basic or complex, Worldwide Telecommunication, Inc. is positioning itself for the challenge. Worldwide Telecommunication, Inc. Prepares for Cultural Diversity Worldwide Telecommunication, Inc. is an innovative company which offers communication solutions to customers all over the world. Worldwide Telecommunication, Inc. provides long-distance service and equipment, cellular phones, satellite TV, computers, pagers, calling cards, email, voicemail, wireless services, web services, and more. Due to global availability of the offered products and services, the company has determined the need to employ a universal workforce. Multicultural workforce will allow Worldwide Telecommunication, Inc. to effectively operate and service all customers both locally and internationally. As an equal opportunity-employer, the company employs individuals regardless of their ethnicity, creed, gender, or social class. However, the common element of all employees is that they possess the required skills, knowledge, and experience to carry out the job requirements. As a result, the mixture of multicultural barriers does affect teamwork and communication within our large company. The culturally connected obstacles range from language barriers to individual selective perception. Throughout the course of this paper, we will analyze these barriers and conclude how Worldwide Telecommunication, Inc. will benefit from a diverse workforce. Worldwide Telecommunication, Inc. is an amazing company in which to pursue a lifelong career. The organization is profitable and business focused, yet still understands the special needs of its employees and customers. â€Å"Successful, expanding organizations often face the threat of losing the strong and unique cultures that... ...r employees. Making the commitments to ensure that each employee is understood will guarantee that the company is successful. Cultural diversity can bring a whole new environment to a company. Changing the atmosphere with trading and understanding could lead to the success or failure of Worldwide Telecommunication, Inc. There is so much that each employee can bring to the company it is important to know each individual and his or her contributions outside of their cultural differences. Works Cited Barnett, J. H., & Weathersby, R. (1995, Winter/Spring). Shedding cowboy ways for global thinking. Business Forum, 20(1/2), 9-14. Retrieved April 19, 2005, from EBSCOhost. Gayeski, D. M. (1998, April 11). How to create Learning systems to sustain strong organizational cultures. Retrieved April 18, 2005, from http://www.omnicomassociates.com/culture.html Powers, B. E. (2004). Culture-driven diversity requires a passionate commitment; nine tips to harnessing diversity for business growth. Retrieved April 19, 2005, from http://www.refresher.com Rau-Foster, M. (2000, April). Conflict in the workplace. Retrieved April 18, 2005, from http://www.workplaceissues.com/arcomflict.htm

Asian Americans Essay

Asians are not a homogenous group. They do, however, constitute a significant minority group in the United States. Asian Americans represent many distinct subgroups that speak different languages, worship through different religions, and practice different customs and beliefs. The main groups are East Asians (Chinese, Japanese, Korean), Pacific Islanders, Southeast Asians (Thai, Vietnamese, Cambodian, Laotian), and South Asian (Indian and Pakistani). Threads of similarities may run through the subgroups, but they all have distinct histories, origins, and cultural roots. Among these groups, differences also exist within national groups, families, and individuals themselves. Some Asians were born in the United States, while others come from abroad. Some are affluent and come with highly developed skills while others are barely literate. Regardless of success or acculturation, many Asians are stereotyped as the â€Å"model minority† because often the Asian student is often the one who is at the head of the class and is the valedictorian at graduation. Many people believe that the Confucian ideas that stress family ideals, respect for elders, deferred gratification, and discipline, are the reason for high educational achievement. Studies show that Asian Americans are more likely to believe that success in life is connected to what has been studied in school. American schooling may contradict the fundamental cultural beliefs of Asians because it emphasizes individualism and competition, while the ethnic identify of Asian children is often based on their relationship to the group and allegiance to family. Academic achievement and upward mobility are viewed as an obligation for the maintenance of the family, which is the responsibility of all family members. Additionally, Asian parents teach their children to respect authority, feel responsibility for relatives, and show self-control. School failure is seen as a lack of will, and this failure can be alleviated by increasing parental restrictions. Baruth and Manning (1992) claim that Asian American children need reinforcement from the teacher, and work more efficiently in quiet, wellstructured surroundings. These children appear to be more dependent, conforming, and obedient by placing the family’s welfare before their own desires. Asians may be confused with the apparent teacher/student informality of the American classroom, and function better with structure and organization. (Baruth & Manning, 1992). Asian cultures also value the idea of humility and/or self-effacement. Children may not volunteer to participate in the classroom until specifically asked by the teacher. Drawing attention to oneself by virtue of misbehaving might cause great distress and result in â€Å"losing face† because children are taught to value silence, listen more than speak, speak softly, and be modest in dress and behavior. The following suggestions are offered by Feng (1994) as a formula for teachers to address issues concerning the diversity of Asian American cultures. It should be noted, however, that these suggestions could be implemented for any ethnic group. Get to know the customs, values, and traditions of various cultures, and learn the conditions under which students came to the United States. Try to visit the students’ homes and get to know the families. Learn a few words of the students’ native language to set the tone for communication. Encourage native language use at home. Use English-proficient interpreters with parents. Try to learn the children’s names and pronounce them correctly. Be careful not to encourage discord between home values and school expectations. For example, if the home expectation is conformity, don’t encourage the child to challenge the teacher. Academic expectation should be based on ability rather than stereotypical beliefs. Peer tutoring can be used for children who are not yet proficient in English. Know who make decisions for the child and utilize the natural support system. Develop strong home-school links for communication. Avoid assumptions about children’s prior knowledge and experience (e.g., not every child has experienced a birthday party). Discover what you can about Asian parent networks. The best way to remove a cultural barrier is to appear sincere. Common Characteristics of Many Asian Cultures (Culture grams) Greetings: Bow or nod Individuals do not touch each other Little or no public display of affection Stand far apart (even farther than Americans do) Gestures: Smiling and laughing often indicate embarrassment Little or no affection is shown in public It is impolite to speak loudly Hand and arm gestures are not often used in conversation People’s sneezes are not usually acknowledged. People are beckoned by waving all the fingers with the palm of the hand facing down. Pointing is done with the entire hand. Japanese say no by shaking the hand from side to side with the palm forward, and point to themselves with their pointer finger facing their nose. People must sit erect with both feet on the floor; it is impolite to put an ankle on the knee. Yawning is impolite. Vietnamese men do not offer to shake hands with women. General attitudes: Society is group oriented. Loyalty is to the group, the family, and to one’s superiors as opposed to personal feelings. Humility and self-effacing comments are normal. It is essential to act similar to or in harmony with the crowd. People strive to conform in appearance (even when wearing the latest Western styles, people must try to look like everyone else). Reserve and modesty must be observed at all times. It is important to save face at all times, for self and others. People will often allow others to escape potential embarrassment with dignity. Goals and decisions are made with the good of the group in mind, not for the personal benefit of any individual. Time: Being late is impolite. People are prompt or a little bit early (for social as well as business affairs). Family: The family is extremely important. The family has a strong tradition of respect and loyalty. There is a strong sense of family reputation and family obligation. Elders  are highly respected. Many members of the extended family (particularly in- laws) live together. Cultural Backgrounds Teaching and learning styles reflect cultural backgrounds. Students who have teachers from their same culture have little problem understanding the cues provided by the teacher. Students will already be familiar with the appropriate interactional behaviors expected in the classroom. Some students are from cultures with values that promote field dependence (a more community oriented style), while other cultures are inclined to be field independent, which encourages independence and competition. With proper instruction, field-dependent and field- independent students can learn to be bicognitive; that is, their learning styles can be expanded to function appropriately in any given situation. Teachers need to provide activities that incorporate all types of learning styles. If they are aware of their own cultural learning styles and preferences, teachers will be better prepared to recognize the learning styles of their students. Stereotyping Stereotyping can happen when false and exaggerated characteristics of a group are attributed to the individual, but socio typing involves an accurate generalization about cultural groups as a whole. If teachers misinterpret the learning style data and make decisions based on incorrect assumptions, students can be hurt or limited in their school experience. Mainstream teachers are often at odds with their diverse students because they are unaware of the differing cultural values they bring to the classroom. To promote effective teaching, teachers need to plan curriculum and instruction to incorporate the learning styles of their students. If students are uncomfortable in class, they may become bored, unresponsive, or test poorly. Classroom Interaction Based on cultural norms, participation structures describe the interactions of students in the classroom, when and how to speak, and what to speak about. Teachers may misinterpret inappropriate or awkward classroom interaction, as every culture has individual norms that dictate proper classroom behavior and student-teacher interaction. Directness in speech is valued in the American cultures. â€Å"Don’t beat around the bush,† â€Å"Get to the  point,† and â€Å"The bottom line is†¦,† are indicators of the values placed on direct speech. â€Å"Indirect speech† is an objective of cultural patterns held by Asians, Native Americans, and many Latin American cultural groups. It is important to â€Å"save face† by not embarrassing others or shaming another person. High-context cultures (such as Japanese) do not have to talk much because the members of the society communicate with intrinsic knowledge of how others think, feel, and what they ex pect. Low-context cultures (such as American, Swiss and German) must be very specific and explain everything- what is expected, what the rules are, and how things should be done. These cultural expectations are mirrored by how people think and act. Body Language Miscommunication occurs during verbal interaction as well as through body language. Kinesics (the study of body language) includes facial expressions, posture, gestures, body movements, eye contact, or any ritual, that conveys messages or meaning for a culture. The Japanese bow is an example of kinesics. From the American standpoint, a bow is just a hello or good-bye gesture. However, to the Japanese (and some other Asian cultures), a bow can be quite complex because a deeper meaning can be conveyed by the bow. The lower-status individual must begin the bow, and must bow lower than the higher-status person. When the individuals bowing are equals in society, the bow is simultaneous and of the same depth. It can be erroneous to attempt to read someone’s behavior based on our own frames of reference. Nonlinguistic Communication Every culture has its own way of depicting the following domains of nonlinguistic communication: Paralinguistic: Sounds that accompany language and vocalizations that replace speech. Kinesics: The study of body motion, gestures, unconscious body movement. Oculesics: Eye contact and motion to indicate meaning. Individuals from some cultures show respect and interest by making eye contact (e.g. Americans) while other cultures show respect by not making eye contact (i.e., Haiti, and Puerto Rico). Haptics: Location, frequency, and contexts in which people touch. Proxemics: The unconscious use and organization of personal space. Chronemics: Perception and use of time. Monochronic time: Doing one thing at a time, in a linear fashion (e.g., American). Polychronic time: Doing many things at a time (e.g., Hispanic). All cultures operate on their own systems of communication, and these beliefs will be manifested within the everyday context of the classroom. Knowledge of nonverbal communication specific to other cultures will help teachers to understand the students they teach, and well as students’ parents. Educators must be careful not to make the mistake of judging people’s emotions by using their own cultural indicators. Not everyone shows grief, anger, happiness, and embarrassment, or other emotions in the same manner. Students with teachers from their same culture have little problem understanding the cues provided by the teacher and the appropriate interactional behaviors expected in the classroom. Those children and teachers from differing cultures do not know the rules of each other’s cultural rules and have difficulty inte rpreting correct teacher-student interactions. Although not the panacea to end all classroom problems, effective teaching is more apt to take place if both the teacher and student are aware of the benefits of integrating appropriate instructional materials that correspond with culturally congruent teaching and learning styles. Knowing that cultural patterns drive behavior, teachers who are aware that their students have differing cognitive styles are able to adapt their classrooms to include activities that incorporate all types of learning in their teaching. The teacher will begin to understand why some students experience problems when their natural learning styles are incompatible with the teaching style of the teacher. Various researchers have pointed out that Asian students tend to be highly visual learners. Hispanics are generally auditory learners, and non-Westerners are more inclined to learn through tactile and kinesthetic modes. The following information is given as a general guide for teachers to better understand the needs and styles of individual students. Individual personalities will always preside over the overarching cultural characteristics, yet teaching will be more effective and teachers can make modifications and adaptations to their curriculum and if they are aware of cultural differences. Hispanics Carrasquillo (1991) notes that Hispanic students are diverse due to different backgrounds, but they may share general experiences through family  structure, religious beliefs, and general customs. Spanish-speaking cultures include people from many countries (including the United States) with unique characteristics. The common thread is the fact that they all speak Spanish, albeit with varying degrees of fluency, accents, intonation, verb structures (i.e. tu, usted, and vos) and certainly different connotations for similar words. These societal variations can be likened to the differences among the United States, Great Britain, Australia, New Zealand, Canada, Jamaica, and South Africa. Culture grams (produced by Brigham Young University) offer cultural information as an â€Å"aid to the understanding of, feeling for, and communication with other people.†

Is Deception Justified? Essay

Everyone characterizes deception differently. One may view it as breaking the trust of a loved one and think of it as mere deceit. Others may accept deception as a way to gain/give happiness. Some may even think of it as part of life. More commonly, deception stands being viewed as hand and hand with â€Å"evil†, this includes, not only viewed by people, but also portrayed in movies and novels from all eras of time. Frequently feelings dealing with deceit –lying or jealousy- creates anger in an individual leading into irrationality. However, can a simple trick or lie for the sake of entertainment or flattery allow deception to be justified? Robert Southey once said â€Å"All deception in the course of life is indeed nothing else but a lie reduced to practice, and falsehood passing from words into things.† (Southey 133) If we look through the famous works of today, we notice deception is the major downfall of main characters or villains. In Shakespeare’s Othello the feelings of deceit and jealousy are prevalent throughout the play by Lago, which ultimately leads up to his actions against other characters of the play. However, many disagree with Robert Southey. A philosophy called utilitarianism refers to what is good for a human being. Therefore, according the philosophy of utilitarianism, if deceiving someone saves a life, or causes happiness to another, or others, then deception is justified. The only problem with this philosophy is, how can one measure one’s happiness against another’s misery? Assuming this deception backfires or the deceiver is not happy or is feeling guilty with the decei t. Lying and deception are extremely common when interacting with another person. Nearly everyday, either associating, or being in contact with another, one can expect to either witness or convey deception. â€Å"Deception can be defined as an intentional verbal message that does not honestly reflect an individual’s actual opinion† (Zuckerman, DeFrank, Hall, Larrance, & Rosenthal, 1979). Elias Conetti once stated, â€Å"Adults find pleasure in deceiving a child. They consider it necessary, but they also enjoy it. The children very quickly figure it out and then practice deception themselves† (Conetti, Elias, 1980) Deception may be not justified, but some believe deceit to be acceptable, for example mothers may lie to there kids to eat there vegetables or do there homework. However, the other forms of deception can cause harm to a person emotionally and thus shouldn’t be justified or accepted. Even if, the conveyor thinks he is morally just. Robert Rusking stated â€Å"The essence of lying is in deception, not in words† which means that lying is deception itself whether its trying to make your friend feel better on a bad day, or containing the intentions of being cruel. Deception is nothing other than deception, and shouldn’t be justified no matter what ethics. In a philosophy called Kantianism, developed by a German philosopher Immanuel Kant, the belief is that â€Å"People should be treated as an end and never as a mere means to an end†(Kant, Immanuel 1785 (Kant)). In other words, it is unethical to use people for your own personal gain because people are valuable in themselves. Assuming from the beliefs of Kantianism, deception is only justified if you justify your own deception in other words if you think you have the right to be told the truth, then you are also bound to tell the truth. In conclusion, to me I believe in the utilitarianism philosophy, because if deception saves a life, then the deception is a necessity. Everyday we are deceived, whether by phony politicians or lousy advertisements on TV. Some deception is cruel, irrelevant, and unnecessary, but some can really make someone or people happy. I believe that anything that helps humanity should be justified, but deception just for cruel or bizarre intention shouldn’t be. Therefore, I decided deception can be justified, but only for good intentions. Work Cited Page Mazur, Tim C. â€Å"Lying and Ethics.† Lying and Ethics. N.p., 2010. Web. 03 Sept. 2012. . â€Å"Utilitarianism.† Dictionary.com. Dictionary.com, n.d. Web. 03 Sept. 2012. . â€Å"Grounding for the Metaphysics of Morals.† SparkNotes. SparkNotes, n.d. Web. 03 Sept. 2012. . Canetti, Elias. â€Å"Quotation by Elias Canetti.† Dictionary.com. Dictionary.com, n.d. Web. 03 Sept. 2012. â€Å"Essays.cc – Utilitarianism V. Kantianism.† Essays.cc – Utilitarianism V. Kantianism. N.p., n.d. Web. 03 Sept. 2012. . Aufderheide, Patricia, Peter Jaszi, and Mridu Chandra. â€Å"Honest Truths: Documentary Filmmakers on Ethical Challenges in Their Work [2009].† Center for Social Media. N.p., n.d. Web. 03 Sept. 2012. . Decaire, Michael W. â€Å"The Detection of Deception Via Non-Verbal Deception Cues – Law Library 1999-2001.† The Detection of Deception Via Non-Verbal Deception Cues – Law Library 1999-2001. N.p., 30 Nov. 2000. Web. 03 Sept. 2012. .

The Gothic tradition The Yellow Wallpaper Essay Example

The Gothic tradition The Yellow Wallpaper Essay Example The Gothic tradition The Yellow Wallpaper Essay The Gothic tradition The Yellow Wallpaper Essay one being females considered more prone to mental ilnesses and the paradagime of post natal depression. To explicitly highlight and convey her ideologies and views Gillman wrote The Yellow Walpaper which particularly explores attitudes in the nineteenth century towards womens physical and mental health. Elements of this can also be recognised and depicted in Charlotte Brontes novel Jane Eyre. At the very start of the story, Gillman identifies the place where her character is being held ancestral halls. Her husband being a physician indicates his wealth state thus juxtaposing with the estate being let so cheaply. Continuing, the story does not provide any evidence that the woman is suffering from any mental disease, however she does admit to get unreasonably angry with her husband from time to time. Her husband John who can be viewed as the voice of reason, sharply opposes his wife, the voice of emotion, who enigmatically remains unnamed throughout the story. Such a sharp antithesis occurs also between Bertha Mason and Jane Eyre in Brontes Jane Eyre. Bertha embodies an excess of sexual emotions and desire, on the contrary Jane signifies the conventional and conservative symbol of Britishness. However though many critiques do consider Bertha, not only a symbol of female insanity, but an alter ego of Jane, just as Gillman portrays her character that she is imagining a woman trying to escape from the yellow wallpaper and it is like a woman creeping about behind the pattern. Another significant element which concerns both the novel Jane Eyre and the story by Gillman is the presence of the segregation of the female characters both suffering form mental disorders. Bertha being locked away on the attic while Gillmans character being put in a room at the top of the house. Both the attic and a nursery at the top of a house conveys the idea that things which are unneeded are put their and it also adds a significant amount of enigma to the overall idea. Both those places are also emblems of things that need to be hidden away, in this case insanity must be concealed away from society. As the story progress the reader begins to detect signs of the illness taking over the character. As acknowledged by Gilbert and Gubar, her husband John, uses a conventional method of treatment at the time, which Gillman herself was subjected to by the famous nerve specialist S. Weit Mitchell. As she continues to utilize her time by watching the wallpaper she becomes delusional and begins to associate the colour of the wallpaper with decay and smells, the paper begins to have a vicious influence. Even though at the beginning the narrator feels a little resentment towards the environment as a whole, her mind quickly takes a new direction I am really getting fond of the in spite of the wallpaper. However she exclaims that her fondness might be caused because of the wallpaper. The story slowly takes a shift and the narrators unstable mind becomes more prominent. As the summer approaches its end, the narrator finally asks for permission to leave. Of course such permission is denied gently by John Why Darling! said he our lease will be up in three weeks and i cant see how to possibly leave before. In response, she consumes her whole night in watching the wallpaper hence her insanity reaching a climax. Her thorough analysis of the wallpaper hints the reader that her mind has progressed to a new stage of severe disorder. The narrator hallucinates that her husband has also been examining the wallpaper, nonetheless she is determined that nobody shall find this imaginary mystery of the wallpaper. Her insanity has taken new levels and her mind has completely deteriorated The front pattern does move- and no wonder! The woman behind shakes it! This illustration of the false woman in the wallpaper in some ways mirrors Jane Eyres vision of a vampirical creature the night before her wedding. Again the female state of mind is involved as this vision is actually Bertha who has been taken over by her desires and strong emotions in almost the same way as the narrator in the The Yellow Wallpaper. Furthermore another analogy with Berhta in Jane Eyre could be considered. Both the narrators mind and Berthas mind reach a culmination of instability, which leads them to extraordinary acts of lunacy.

Mitsubishi A6M Zero Fighterâ€World War II

Mitsubishi A6M Zero Fighter- World War II Most people hear the word Mitsubishi and think automobiles. But the company was actually established as a shipping firm in 1870 in Osaka Japan, and it quickly diversified. One of its businesses, Mitsubishi Aircraft Company, founded in 1928, would go on to build lethal fighter planes for the  Imperial Japanese Navy during World War II. One of those planes was the A6M Zero Fighter. Design Development The design of the A6M Zero began in May 1937, shortly after the introduction of the Mitsubishi A5M fighter. The Imperial Japanese Army had commissioned Mitsubishi and Nakajima both to build the planes, and the two companies  began preliminary design work on a new carrier-based fighter while waiting to receive the final requirements for the aircraft from the army. These were issued in October and were based upon the A5Ms performance in the ongoing  Sino-Japanese  conflicts. The final specifications called for the aircraft to possess two 7.7 mm machine guns, as well as two 20 mm cannon. In addition, each airplane was to have a radio direction finder for navigation and a full radio set. For performance, the Imperial Japanese Navy required that the new design be capable of 310 mph at 13,000 ft. and possess an endurance of two hours at normal power and six to eight hours at cruising speed (with drop tanks). As the aircraft was to be carrier-based, its wingspan was limited to 39 ft. (12m). Stunned by the navys requirements, Nakajima pulled out of the project, believing that such an aircraft could not be designed. At Mitsubishi, the companys chief designer, Jiro Horikoshi, began toying with potential designs. After initial testing, Horikoshi determined that the Imperial Japanese Navys  requirements could be met, but that the aircraft would have to be extremely light. Utilizing a new, top-secret aluminum, T-7178, he created an aircraft that sacrificed protection in favor of weight and speed. As a result, the new design lacked armor to protect the pilot, as well as the self-sealing fuel tanks that were becoming standard on military aircraft. Possessing retractable landing gear and a low-wing monoplane design, the new A6M was one of the most modern fighters in the world when it completed testing.   Specifications Entering service in 1940, the A6M became known as the Zero based on its official designation of Type 0 Carrier Fighter. A quick and nimble aircraft, it was a few inches under 30 feet in length, with a wingspan of 39.5 feet, and a height of 10 feet. Other than its armaments, it held only one crew member, the pilot, who was the sole operator of the  2 Ãâ€" 7.7 mm (0.303 in) Type 97 machine gun. It was outfitted with two 66-lb. and one 132-lb. combat-style bombs, and two fixed 550-lb. Kamikaze-style bombs. It had a range of 1,929 miles, a maximum speed of 331 mph, and could fly as high as 33,000 feet. Operational History In early 1940, the first A6M2, Model 11 Zeros arrived in China and quickly proved themselves as the best fighter in the conflict. Fitted with a 950 hp Nakajima Sakae 12 engine, the Zero swept Chinese opposition from the skies. With the new engine, the aircraft exceeded its design specifications and a new version with folding wingtips, the A6M2, Model 21, was pushed into production for carrier use. For much of World War II, the Model 21 was the version of the Zero that was encountered by Allied aviators. A superior dogfighter than the early Allied fighters, the Zero was able to out-maneuver its opposition. To combat this, Allied pilots developed specific tactics for dealing with the aircraft. These included the Thach Weave, which required two Allied pilots working in tandem, and the Boom-and-Zoom, which saw Allied pilots fighting on the dive or climb. In both cases, the Allies benefited from the Zeros complete lack of protection, as a single burst of fire was generally enough to down the aircraft. This contrasted with Allied fighters, such as the P-40 Warhawk and F4F Wildcat, which, though less maneuverable, were extremely rugged and difficult to bring down. Nevertheless, the Zero was responsible for destroying at least 1,550 American aircraft between 1941 and 1945. Never substantially updated or replaced, the Zero remained the Imperial Japanese Navys  primary fighter throughout the war. With the arrival of new Allied fighters, such as the F6F Hellcat and F4U Corsair, the Zero was quickly eclipsed. Faced with superior opposition and a dwindling supply of trained pilots, the Zero saw its kill ratio drop from 1:1 to over 1:10. During the course of the war, over 11,000 A6M Zeros were produced. While Japan was the only nation to employ the aircraft on a large scale, several captured Zeros were used by the newly-proclaimed Republic of Indonesia during the Indonesian National Revolution (1945-1949).

Developing an evaluation plan Research Paper Example | Topics and Well Written Essays - 500 words

Developing an evaluation plan - Research Paper Example The staff is the most important part of any care setting, so it only makes sense that the staff itself should be surveyed. According to Brown (1992), there must be â€Å"identifie[d] broad categories of determinants of nursing turn-over† (pp. 154). The people who are in the administration should obtain turn-over rates before and after initiating change. This would be helpful in order to analyze whether or not changing policies effectively reduced the rate of turn-over among the nursing staff. †¨Ã¢â‚¬ ¨ Another thing that the administration should do is to compare patient discharge surveys before the change and after the initiation of change. This â€Å"customer service satisfaction† survey would definitely help nurses to increase their level of effectiveness and visibility.†¨Ã¢â‚¬ ¨ Staff attitudes towards the patient are definitely issues that must be addressed. If we are to be serious about the quality of the nursing, we need to know what the staff thinks of the organization they are working for, without having fear of retribution. Perhaps an anonymous questionnaire or survey would be a good indicator that would allow those overseeing the staff to more closely evaluate some of their policies. Patient attitudes and perceptions could definitely help the matrix to be devised which would help reduce the turn-over of the nurses in the organization and improve service to the customers, who in this case would be the patients. Patient attitudes and perceptions are part of what will make the rate of turn-over improve or decline. Thus, it is most important to have the patients’ input. The rate of nursing staff turn-over must be addressed. If there is a problem with retention of the staff, there must be something or someone in the organization that is causing these nurses to leave after a short time. Hopefully, with the analysis of the nursing staff, and with the assistance of questionnaires and surveys, it is then and only then that

Supplier Evaluation Processes Essay Example | Topics and Well Written Essays - 2250 words - 1

Supplier Evaluation Processes - Essay Example It is evidently clear from the discussion that in order to improve the management of wider supply chains, academic writers have suggested a number of new and modified managerial practices and tools, which a multitude of practitioners are implementing. Further suggestions by numerous authors point out that previous performance measurements which solely focused on internal factors now need broad and drastic changes otherwise they might limit the possibility of optimizing dyadic relations or rather the supply chain of every organization. Ideally, investigating how performance information travels between the evaluating supplier and the evaluated buyer and how the shaping, as well as reshaping of information in the evaluation process, is imperative. Relying on longitudinal and multiple case researches as the methodology to obtain findings, this essay will bring out the practical implications, originality, and value of evaluation of performance measurement in a supply chain. Several studie s brought forward that studies based on the development of systems aimed at addressing performance measurement outside legal company boundaries are three in classification. They are supply chain evaluation, buyer-supplier relationship evaluation, and supplier evaluation. Technical rationale particularly applied by econometrics tends to dominate in cases where improved systems and measures align with the strategies set by an organization. Additionally, this dominance goes ahead to appear in other areas where the set systems align strategically with optimum performance measurement as well as in areas where it results in improved performance especially in the activities measured.

Psychology - Leadership - employees and company Question Essay

Psychology - Leadership - employees and company Question - Essay Example Most of these factors are determined by the belief systems of the owners, managers, stockholders, or board of directors; on what the organization is offering (products, services, knowledge or other pursuits); on the type of organization (public, private, profit, non-profit); and overall organizational purpose. The implementation of such kind of policy is not difficult, per se; but rather, the support systems and resources, capabilities and skills of the owners and managers to instill these values and make them part of the culture of the organization. As emphasized, the term ‘best interest’ is subjective; since the best interest of one might not be applicable to another – more so for slackers, who might not be performing within the same pace as high achievers. An appropriate behavior that should be manifested by the employees should be contained in the organization’s policies and procedures; as well as code of conduct and discipline. Managers are supervised by senior officers; and some organizations allow employees to perform performance evaluation of managers, to include ethical, moral, legal, and cultural adherence to standards for their improvement and professional development. 2. A client I work with has a saying on the whiteboard in his office, "Things that get measured get done." How does this philosophy fit into our discussion? What do you think about it? (around 50 words) One honestly believes that performance should indeed be measured according to well defined and reasonable standards. The measurement of one’s accomplishments should be the gauge of performance: how well one achieved defined goals. As such, the stated philosophy is actually being implemented in various organizations through regular performance evaluations to determine the efficiency and effectiveness of employees in achieving organizational goals.