Angelas Ashes Response Essays - Limerick, Angelas Ashes,

Angela's Ashes Response In Frank McCourt's Angela's Ashes the reasons for which Angela and her future husband left Ireland for New York were simple. Angela was sent to New York by her mother because she said Angela was worthless and there was plenty of room in America for useless people. As for Malachy, Angela's future husband, he escaped to New York from Ireland because he had a price put on his head from fighting with the Old IRA. He became a fugitive and his only way out was to escape to America. Later after the McCourts were married and had children, they eventually had to leave New York. They had to leave because New York was going through a depression along with the rest of America and there was not much work. The McCourts could not afford to stay in New York. Angela and Malachy also suffered the loss of there little girl, Margaret. After the loss of their daughter the McCourts could not bare to stay in New York anymore. The McCourts made a terrible mistake by leaving New York. They made a terrible mistake because shortly after they left, America was coming out of the depression and there were more jobs. The McCourts left the hardships in New York to the even worse conditions of a poorer Ireland. In America people were free and could have more better job opportunities. By choosing to leave New York the McCourts gave up any opportunity they had to having a better life for themselves. The McCourts appeared to have gained nothing by moving back to Ireland. There were hardly any jobs and the ones that were available did not 3 pay that much. The McCourts also did not get any help from the government nor barely any help from their family that lived there. The McCourts left New York and only made their situation worse for themselves. They should have just stayed in New York so that their children could of had at least some chance of a decent life. In Frank McCourt's Angela's Ashes the reasons for which Angela and her future husband left Ireland for New York were simple. Angela was sent to New York by her mother because she said Angela was worthless and there was plenty of room in America for useless people. As for Malachy, Angela's future husband, he escaped to New York from Ireland because he had a price put on his head from fighting with the Old IRA. He became a fugitive and his only way out was to escape to America. Later after the McCourts were married and had children, they eventually had to leave New York. They had to leave because New York was going through a depression along with the rest of America and there was not much work. The McCourts could not afford to stay in New York. Angela and Malachy also suffered the loss of there little girl, Margaret. After the loss of their daughter the McCourts could not bare to stay in New York anymore. The McCourts made a terrible mistake by leaving New York. They made a terrible mistake because shortly after they left, America was coming out of the depression and there were more jobs. The McCourts left the hardships in New York to the even worse conditions of a poorer Ireland. In America people were free and could have more better job opportunities. By choosing to leave New York the McCourts gave up any opportunity they had to having a better life for themselves. The McCourts appeared to have gained nothing by moving back to Ireland. There were hardly any jobs and the ones that were available did not 3 pay that much. The McCourts also did not get any help from the government nor barely any help from their family that lived there. The McCourts left New York and only made their situation worse for themselves. They should have just stayed in New York so that their children could of had at least some chance of a decent life. Philosophy Essays

The Nature of Psychology essays

The Nature of Psychology essays Psychology, as we know it today, is the science of behavior and mental processes. It helps us to understand why people think, feel, and act the way they do. Psychology is a science just like Biology and Philosophy, both of which have had a major impact on psychology. Psychology is a word that encompasses many aspects, but probably the best way to understand its exact definition is to understand that it focuses solely on being a science of behavior and mental processes. The word psychology itself has a route in Greek language as meaning knowledge about soul life. The symbol for psychology also happens to be a Greek symbol known as psi. Psi is a letter from the Greek alphabet and is from where we get the word Psychology, and other related terms beginning with Psych-. There are many components that make up psychology, and each component has a corresponding face that goes with it. Body of knowledge is one such component and its face is teaching. Another component is the set of investigative methods which has the face of research. Lastly, array of techniques is a component and therapy is its face. Psychology has certain goals for understanding behavior that it tries to accomplish through various methods. The basic, general goals of psychology is to answer what, why when, and how. What is for a description, to describe the behavior. Why is an explanation, to try and explain why the behavior is the way it is. When is a prediction of behavior that predicts a certain time for a particular issue. How is used when we want to modify behavior in behavior modification. There are many specialized sub fields within psychology, being that it is such a broad science. Clinical psychologists are in one sub-field of psychology that I would personally find to be the most interesting. Their job description is more or less working ...

American Presidency Essay Example | Topics and Well Written Essays - 1250 words

American Presidency - Essay Example An interrelated program of domestic-policy reforms characterized the Reagan policy agenda. We see this in the administrations work to reduce the size and scope of the federal government, which entailed lowering federal taxation and domestic spending as well as the deregulation and returning of the power to the states.i The Omnibus Budget Reconciliation Act of 1981 was the first of changes that Reagan launched in his pursuit of his domestic policy. This legislation brought about far-reaching budget cuts and policy shifts and is considered to be one of Reagan’s major achievements in domestic policymaking. Besides significantly trimming domestic spending and trimming the federal government’s role in domestic program areas, the legislation had two other significant effects: first, it substantially changed welfare programs, and second, it increased the proportion of federal grant funds that are channeled to the states and reduced the share paid to local units of government.i i Reagan’s experience as governor of California, prior to his election as President, influenced his attitude toward domestic policy. As governor, Reagan became convinced that the states could play the major role in running domestic programs such as welfare. He saw in this experience that domestic policy choices are best made at the state level and that this philosophy became the foundation of his New Federalism. Reagan emphasized this in his 1982 State of the Union address: Our citizens feel they have lost control of even the most basic decisions made about the essential services of government, such as schools, welfare, roads, and even garbage collection. They are right. A maze of interlocking jurisdictions and levels of government confronts the average citizen in trying to solve even the simplest of problems. They do not know where to turn to†¦ who to hold accountable.iii For Reagan

Brand positioning and focus Research Paper Example | Topics and Well Written Essays - 1250 words

Brand positioning and focus - Research Paper Example This research is intended to develop the sound understanding of the impact of the branding on the lives of individuals, especially their buying decisions. Moreover, we also aim to identify the best practices of branding in contemporary era. In past era, branding was considered to be what it is considered now. Few years back, brand used to be defined as "the name,associated with one or more items in the product line, that is used to identify the source of character of the item(s)" (Kotler 2000, p. 396) Another definition that was given by Keller (2003) depicts the same thought. He defines brands as "technically speaking, the n, whenever a marketer creates a new name, logo, or symbol for a new product, he or she has created a brand" (p. 3)" However, over the period of time, it was realized that branding has far wider scope than this. Realizing this, people started to explore more avenues into it. "For a long time, the brand has been treated in an off-hand fashion as a part of the product" (Urde 1999, p. 119). With the changing time, the needs and demands of the businesses were changing too. "The challenge today is to create a strong and distinctive image" (Kohli and Thakor 1997, p. 208). This definition shows that the scope of branding has been broadened and besides providing identity to the product, it is also responsible for conveying to customers that brand message associated to that brand through the process of branding. The modern concept of branding is associated to a number of other related concepts. In order to make the brand successful and the high impact brand, one of the most essential part is its positioning. It is well known phrase in the marketing circles that those brands which are top in terms of customer recall are really the leaders. Thus, brand positioning means that a brand should be presented as a response to some customer need, in order to make it successful. For example, if a company sells the cars. The brand manager of that particular car should see that what particular needs that car is going to fulfill for the customers and present the product as simply not the product, rather, the solution to that need of the consumer. Keeping in view the customer needs is simply one factor, others may include competitor's move, emerging trends and so on and so forth. Besides, other factors of success include, targeted marketing, efficient segmenting and focused advertising and public relations . Targeting marketing and focus advertising are essential because, we can't market our product to everyone. There is a cost to it. Every second that runs an ad on any channels, it costs a handsome some of money to the producer and this price is ultimately shifted to the customer. If lesser people Brand purchase that product, higher contribution from each purchaser is required. In today's world where there is cutting edge competition, one

William Carlos Williams Essay Example for Free

William Carlos Williams Essay The poem that I like the best was â€Å"Catch† by Robert Francis. I thought this poem was the me of my childhood and it represents what poetry should be. The imagery in this poem was great; it took me back to when I was a youngster when I and my brother would play catch for hours. We would throw the ball every way possible to make it more challenging and fun to play just like the poem described. The third line in the poem says â€Å"Teasing with attitudes, latitudes, interludes, altitudes† really grabbed me with the use of assonance’s and the hard T and L sounds gave the poem intensity. I also like how the poem represents how poetry should be. For example, line 10 says â€Å"Over his head, make him scramble to pick up the meaning.† Poetry is supposed to be challenging, surprise the reader and makes them think what the deeper meaning is; which creates interest. If poetry was simple and easy to read it would be a short narrative story and be engaging or satisfying. The poem was a great representation of what poetry should be and brought me back to my childhood which is why I chose it to be the best. The poem I liked the least was â€Å"The Red Wheelbarrow† by William Carlos Williams. I liked it the least because I couldn’t find a deeper meaning of the poem. All I got from it was an image of a red wheelbarrow with rain water glistening on it sitting beside white chickens. I’m sure Williams wanted the reader to get deeper meaning out of the poem than just an image. I went through the five questions and tried to decipher the meaning of the poem and still came up with nothing. Why does so much depend on a red wheelbarrow? Does he have a bad back and depends on the wheelbarrow to haul stuff around to make a chicken coop for the chickens to survive? I have no idea. The poem has interesting diction but I thought it was vague which is why it is was my least favorite poem.

Strategic Human Resource Management In Hyundai

Strategic Human Resource Management In Hyundai Strategic human resource management is the process of linkingthe human resource function with the strategic objectives of the organization in order to improve performance. If a global company is to function successfully, strategies at different levels need to inter-relate.   An organizations [human resource management] policies and practices must  ¬Ã‚ t with its strategy  in its competitive environment and with the immediate business conditions that it faces.   The [human resources-business strategy] alignment cannot necessarily be  characterized in the logical and sequential way suggested by some writers; rather, the design of an HR system complex and iterative process 1.2.The Purpose of strategic Human Resource Management activities in Hyundai Over the past decade, HR researchers and practitioners have focused their  attentionon other important questions. First, what determines whether an organization adoptsa strategic approach to HRM, and how is HR strategy formulated? Of interest is whichorganizations are most likely to adopt a strategic approach to HRM. Is there, forexample, a positive association with a given set  of external and internal characteristicsor contingencies and the adoption of SHRM? Another area of interest concerns thepolicies and practices making up different HR strategies. Is it possible to identify acluster or bundle of HR  practices with different strategic competitive models? Finally,much research productivity in recent years has been devoted to examining the rela-tionship between different clusters of HR practices and organizational performance.Does HR strategy really matter? For organizational practitioners who are looking forways to gain a competitive advantage, the implication of HR strateg ic choices forcompany performance is certainly the key factor. 1.3.contributions of strategic Human Resource Management to the achievement of Hyundai Motors Objectives Management PolicyIn 2000, Hyundai Motor and Kia Motors merged to form the Hyundai Automotive Group and implemented a Ã’horizontal management system in September 25 of that year. The horizontal managementsystem gives departmental teams extensive power to carry out corporate policies and implement their own action plans based on those policies. The horizontal management system is guided by three principles: 1) Trust-Based Management 2) Site-Intensive Management 3) Transparent Management. These principles, together with the environmental policy mentioned later in this report, give direction to the management strategies that drive our business. In 2003, we established four objectives to be met in the mid- to long-term strategies: 1) enhance product value, 2) establish a global production system, 3) increase brand power, 4) improve environmental management systems. 2.1.the business factors that underpin human resource planning: According to company officials, Hyundais six assembly plants with a yearly production capacity of 1.65 million vehicles, were operating at only 40 percent of their capacity. In May, 1998, Hyundai reacted to this grim situation by announcing plans to lay off 27 percent of its 46,000 workforce in South Korea and to cut pay bonuses and benefits in a bid to save 230 billion won. Unfortunately for the management of the company, Hyundai had one of the most powerful and militant unions. The decision of the company to lay off workers sparked off agitations not only in Hyundai but in other companies too. The unions were particularly offended at the governments approval of Hyundais decision. In a demonstration in Ulsan, where Hyundai has its biggest automobile plant, 32,000 employees participated in rallies. All across South Korea almost 1,20,000 employees from about 125 companies participated in demonstrations against Hyundai and the governments decision. The government had to deploy nearly 20,000 riot police to control the demonstrators 2.2. assessment of human resorce requirements Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles.   In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.3. Human Resorce Plan in Hyundai Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles. In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.4.Human Resource Plan contribute to meet Hyundai objectives:: Company strategies and Government policies each arise from the decision-makers views of their own bargaining strengths and those of other relevant actors, as well as their assessments of opportunity costs and their willingness to forego any dealings with the other party. Among the many actors that are relevant to policymaking, TNCs constitute a particularly significant group, since they affect employment, generate and distribute income, alter the balance of payments, assist in regional development, create technology and impinge on other policy areas.Governments are crucial in affecting company strategies, since they set the rules of the game. These conditions lead to the bargaining relationship between TNCs and Governments. That relationship can be viewed as a jointmaximizing (or mini-max) problem as in the theory of games with each side seeking to pursue its goals constrained by its resources, its dependence on the other party and its relationships with other actors. 3.1. The Purpose of Human Resource Management Policies In Ashok Leyland. Human resource management policies are vital for organizations that are serious about resolving personnel issues and finding hr solutions. HRM policies are intended to help maximize the effectiveness of your Human Resources function.   à ¢Ã¢â€š ¬Ã‚ ¢ HR should ensure that HRM policy you have consistent, well-written legal policies and procedures. à ¢Ã¢â€š ¬Ã‚ ¢ HRM policy should provide hr advices for the organizations needing help with specific HR-related issues à ¢Ã¢â€š ¬Ã‚ ¢ Individuals and organizations who are serious about human resources should understand the bottom-line importance of job evaluation, job descriptions and effective policies.   Types of HRM Policies: à ¢Ã¢â€š ¬Ã‚ ¢ Attendance Policy Attendance Policy à ¢Ã¢â€š ¬Ã‚ ¢ Recruitment Policy Recruitment Policy   à ¢Ã¢â€š ¬Ã‚ ¢ Leave of Absence Policy Leave of Absence Policy à ¢Ã¢â€š ¬Ã‚ ¢ Performance Planning and Evaluation Performance à ¢Ã¢â€š ¬Ã‚ ¢ Probationary Period à ¢Ã¢â€š ¬Ã‚ ¢ Compensation à ¢Ã¢â€š ¬Ã‚ ¢ Compensatory Leave à ¢Ã¢â€š ¬Ã‚ ¢ Overtime Leave à ¢Ã¢â€š ¬Ã‚ ¢ Annual Leave à ¢Ã¢â€š ¬Ã‚ ¢ Educational Leave, 3.2. The Impact of regulatory requirements on human resource policies in Ashok Leyland: The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and federal mandates.   The cost of ensuring compliance continues to climb with each new regulation however, in many cases, small and medium sized businesses simply cannot keep up. AlphaStaff provides Human Resources Regulatory Compliance services that control costs, systematically address key compliance issues, and provides legal liability protection. AlphaStaffs unique approach develops  a Human Resources regulatory  compliance foundation and tailors  it to meet your business needs. Conclussion: HR Audit   Unsure if you are in regulatory compliance? We will review your hiring practices, record keeping, policies and past practices and make recommendations. HR Posters, Forms   Handbooks   We will supply regulatory compliance posters, provide forms (hard copies and online) and develop customized employee handbooks that  ensure  your compliance. Hiring Assistance   We will assist with job descriptions,  interview training,  handle background and drug screening and post your jobs. Administration   Tired of records retention? Let us do it all personnel files, verifications of employment, unemployment responses, FMLA and your EEOC reports and charge answers. HR Consulting Services   Call us with your employee issues and we will provide creative solutions that best fit your needs but maintain your compliant Human Resources foundation. Training   We can provide online or classroom training on Human Resources business issues ranging from Diversity to Management Training to Dealing with the Difficult Customer. EPLI   You will be protected from discrimination, wrongful termination and harassment suits through our premier Employment Practices Liability Insurance coverage. EAP   Employee Assistance Programs that provide counseling and guidance to your employees available 24/7 through an 800 hotline. REVIEWING HUMAN RESOURCE MANAGEMENT: 4.1.Analyse the impact of organizational structure on the management of human resources: Organizational design and structure.  As we mentioned earlier, modifying the organizations basic structure may be a way of changing the existing norms, and hence the culture. For example, a culture of mistrust between the leaders and the members of an organization may be exacerbated by a line structure that discourages vertical communication. Organizational systems and procedures.  The simplest definition of culture is thats the way we do things around here. Routines or procedures can become so embedded that they become part of the culture, and changing the culture necessitates changing those routines. We can all think of organizations where a weekly or monthly meeting takes on a life of its own, becomes more formalized, lengthy, and elaborate, and becomes the only way information moves within the organization. Changing the culture to improve communication may only be possible by changing the meeting procedures or eliminating the meetings altogether. Design of physical space, facades, and buildings.  The impact of the design of buildings on culture can easily be illustrated by considering the executive perks in an organization. Which organization do you think will have a more open and participative culture, one where top executives have reserved parking spaces, top floor offices, a special elevator and an executive dining room, or one where the executive offices are not separated from the rest of the company and executives park and eat in the same place as their employees? Stories about important events and people.  This is a way that culture is perpetuated in an organization, in that it helps define and solidify the organizations identity. By what events and stories they emphasize, leaders influence that identity. Formal statements of organizational philosophy, creeds, and charts.  This is the way leaders most often try and influence their organizations, and encompasses the vision or mission statement and statements of the organizations (or the leaders) values and philosophy. By themselves, however, formal statements will have little effect on the organizations culture. They must be linked to actions to affect culture. 4.2. Analyse the impact of organizational Culture on the management of human resources: Why is culture so important to an organization? Edgar Schein, an MIT Professor of Management and author of  Organizational Culture and Leadership: A Dynamic View,  suggests that an organizations culture develops to help it cope with its environment. Today, organizational leaders are confronted with many complex issues during their attempts to generate organizational achievement in VUCA environments. A leaders success will depend, to a great extent, upon understanding organizational culture. Schein contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organizations culture. A CEO, SES, political appointee, or flag officer who comes into an organization prepared to shake the place up and institute sweeping changes, often experiences resistance to changes and failure. Difficulties with organizational transformations arise from failures to analyze an organizations existing culture. WHAT IS ORGANIZATIONAL CULTURE? There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behavior, management science, and organizational communication. Some of the definitions are listed below: A set of common understandings around which action is organized, . . . finding expression in language whose nuances are peculiar to the group (Becker and Geer 1960). A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980). A system of knowledge, of standards for perceiving, believing, evaluating and acting . . . that serve to relate human communities to their environmental settings (Allaire and Firsirotu 1984). The deeper level of basic assumptions and beliefs that are: learned responses to the groups problems of survival in its external environment and its problems of internal integration; are shared by members of an organization; that operate unconsciously; and that define in a basic taken -for-granted fashion in an organizations view of itself and its environment (Schein 1988). Any social system arising from a network of shared ideologies consisting of two components: substance-the networks of meaning associated with ideologies, norms, and values; and forms-the practices whereby the meanings are expressed, affirmed, and communicated to members (Trice and Beyer 1984). . 4.3.the effectiveness of human resources management is monitored in organisation: Cultural forms function as the linking mechanism by which networks of understanding develop among employees. (Trice, 1988) The cultural forms shown in the table on pages 293-94 act as a medium for communicating ideologies, values, and norms. Cultural forms enable leaders to transmit messages about desirable culture to influence thinking and ways of behaving. Cultural forms also address the emotional aspects of organizations that are commonly referred to as cohesion or camaraderie. Organizational scholars Janice Beyer and Harrison Trice elaborate on this point: Cultural forms not only aid sensemaking through the meanings they convey; they also aid the sensemaking process through the emotional reassurances they provide that help people persist in their coping efforts. Forms provide a concrete anchoring point, even if the meaning they carry are vague and only imperfectly transmitted.Also many cultural forms involve the expression of emotion and, by this venting of emotions, help people to cope with stress. Federal agencies are replete with cultural forms that serve these purposes. However the challenges facing strategic leaders of these agencies involve creating and orchestrating cultural forms that can foster change and have longevity beyond their tenure.Cultural forms that have longevity by their nature such as rites and ceremonies reaffirm the organizations core ideologies, values and norms. 4.4. Recommendation to improve the effectiveness of human resources management in an organisation Strategic leadership needs to be transformational if it is to serve the organization. Transformational leaders must operate from a foundation of high morality and ethical practices and Culture is deep seated and difficult to change, but leaders can influence or manage an organizations culture. It isnt easy, and it cannot be done rapidly, but leaders can have an effect on culture. Schein outlines some specific steps leaders can employ: What leaders pay attention to, measure and control.  Something as simple as what is emphasized or measured, over time, can have an effect on an organizations culture. One example of this is an emphasis on form over substance. If leaders pay more attention to form, an organizational culture can develop where people start to believe that the substance of a recommendation is less important than the way it is presented. One can recall when more attention was paid to the format of viewgraphs used in a briefing than what was said; what we characterize as eyewash. Where do you think people will focus their effort once it becomes accepted that a slick presentation is what the leaders are looking for? How could you go about changing that aspect of the organizations culture? Consider cultural assumptions and beliefs underlying a zero defects organizational mentality. You must always be perfect; mistakes arent allowed. If this assumption reflects a dysfunctional aspect of an organizations culture, how would you go about changing that perception? Leader reactions to critical incidents and organizational crises.  The way leaders react to crises says a lot about the organizations values, norms and culture. Crises, by their nature, bring out the organizations underlying core values. Often, this is where rhetoric becomes apparent. Reactions to crises are normally highly visible, because everyones attention is focused on the incident or situation. Disconnects between actions and words will usually be apparent, and actions always speak louder than words. Additionally, a crisis not only brings a great deal of attention, it also generates a great deal of emotional involvement on the part of those associated with the organization, particularly if the crisis threatens the organizations survival. This increases the potential for either reinforcing the existing culture, or leading to a change in the culture. Such a crisis can provide an opportunity for a leader to influence the organizations culture in either a positive or a negative w ay. Deliberate role modeling, teaching, and coaching.  Nothing can take the place of leaders walking their talk. The personal example of a strategic leader can send a powerful message to the members of an organization, particularly if it is ethical and consistent. Reinforcing that example with teaching and coaching will help others to internalize the desired values. Criteria for allocation of rewards and status.  The consequences of behavior-what behavior is rewarded and what is punished-can significantly influence culture. If the organization reacts to new ideas by ridiculing the ideas and those who propose them, it wont take long before people believe that new ideas are not welcomed or desired. One belief of perceived organizational culture is reflected in the statement: Dont raise questions or suggest improvements, because nothing will come of it and you will just get in trouble. If you were in an organizations strategic leader, what steps could you take to alter the reward system to change this aspect of the culture? Criteria for recruitment, selection, promotion, retirement and excommunication.  One of the powerful ways of changing an organizations culture is through the type of people brought into, retained, and advanced in the organization. You should be able to establish a desired culture base in an organization by bringing in and advancing individuals with the values you want, and eliminating those with undesired value bases. 1. Dont oversimplify culture or confuse it with climate, values, or corporate philosophy. Culture  underlies  and largely  determines  these other variables. Trying to change values or climate without getting at the underlying culture will be a futile effort. 2. Dont label culture as solely a human resources (read touchy-feely) aspect of an organization, affecting only its human side. The impact of culture goes far beyond the human side of the organization to affect and influence its basic mission and goals. 3. Dont assume that the leader can manipulate culture as he or she can control many other aspects of the organization. Culture, because it is largely determined and controlled by the members of the organization, not the leaders, is different. Culture may end up controlling the leader rather than being controlled by him or her. 4. Dont assume that there is a correct culture, or that a strong culture is better than a weak one. It should be apparent that different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organizations strategic goals and objectives. 5. Dont assume that all the aspects of an organizations culture are important, or will have a major impact on the functioning of the organization. Some elements of an organizations culture may have little impact on its functioning, and the leader must distinguish which elements are important, and focus on those. CONCLUDING THOUGHT An understanding of culture, and how to transform it, is a crucial skill for leaders trying to achieve strategic outcomes. Strategic leaders have the best perspective, because of their position in the organization, to see the dynamics of the culture, what should remain, and what needs transformation. This is the essence of strategic success. Refernces: Books Book Single Author. Adler, N.J. (1991).  International dimensions of organizational behavior. Boston: PWS-Kent Publishing Company. Book Multiple Authors, Second or Subsequent Editions. Aron, A., Aron, E.N. (1999).  Statistics for psychology. (2nd ed.). New Jersey: Prentice-Hall International, Inc. Chapter in Edited Book. Hartmann, L.C. (1998). The impact of trends in labour-force participation in Australia. In M. Patrickson L. Hartmann (Eds.),  Managing an ageing workforce  (3-25). Warriewood, Australia: Woodslane Pty Limited. Chapter in Edited Book, Several Volumes. Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.),  Advances in experimental social psychology(Vol. 2, 267-299). New York: Academic Press. Chapter in Edited Book Two Authors, Second or Subsequent Edition. Forteza, J.A., Prieto, J.M. (1994). Aging and work behaviour. In H.C. Triandis, D. Dunnette, L.M. Hough (Eds.),Handbook of industrial and organizational psychology. (2nd ed., Vol. 4, 447-483). Palo Alto, CA: Consulting Psychologists Press. Edited Book One or more Authors. Hewstone, M., Brown, R. (Eds.). (1986).  Contact and conflict in intergroup encounters. Oxford: Basil Blackwell Ltd. Journals Journal Article. Kawakami, K., Dovidio, J.F. (2001). The reliability of implicit stereotyping.  Personality and Social Psychology Bulletin, 27(2), 212-225. Journal Article No Volume Number. Schizas, C.L. (1999). Capitalizing on a generation gap.  Management Review, (June), 62-63. Others Newspaper article Author Known. Alch, M.L. (2000, July). Get ready for the net generation.  USA Today, 129, 26-27. Newspaper Item Author Unknown. Thin blue line has no future, (2002, October 27th).  The Sunday Times, Perth, Western Australia, 26. On-line Article (access date is shown in square parentheses). Anderson, G.F., Hussey, P.S. (October, 1999).  Health and population aging: A multinational comparison. [On-line]. International Health Policy. Available http://www.cmwf.org/programs/international/aging_chartbook.asp [2003, March 4th]. Conference Proceedings. Belous, R.S., Appelbaum, E. (1988).  Human resource flexibility and older workers: Management and labour views. Paper presented at the Forty-first Annual Meeting of the Industrial Relations Research Association, New York. Telephone Contact. Cordery, J. (2001, November 14th). Negative items (telephone conversation). Dissertation. Daboval, J.M. (1998).  A comparison between baby boomer and generation X employees bases and foci of commitment.  Dissertation Abstracts International, University Microfilms No. AAT 98-23312. Poster Session Presentation. Finkelstein, L.M., Gonnerman, M.E.J., Johnson, B.A. (April, 1999).  The development of measures of age and generation identity. Paper presented at the poster session presented at the 14th annual meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA. Magazine Article. Shoebridge, N., Ferguson, A. (1997, January 20th). Rise of the baby-boom bosses.  Business Review Weekly, 28-34. Annual Report. Western Australia Police Service. (1999).  Western Australia Police Service Annual Report 1999. Perth, Western Australia. Corporation/Institution as Author. World Bank. (1994).  Averting the old age crisis: Policies to protect the old and promote growth. Washington DC: World Bank and Oxford University Press.

Philosophy: The Power of Ideas Essay

 · Is it more common for people to make decisions regarding religion based on reason or by faith? Explain your answer. Considering the development of religious philosophy, it commonly appears that people make decision regarding their religion based on their faith. People create their religious doctrines, idealism, and theology based on the faith towards the existence of God wherein they argue that these principles are given with divine intervention and provision. In the aspect of religion, people decide matters within their institution as their approach for developing and strengthening their relationship towards their God through the medium of faith. Indeed, people pursue their religious interest based on faith rather than their own reasoning as an influential part of their religious philosophy is their faithful submission towards the divine being. As part of their religion, people make decisions as inspired by their faith thus, putting much more interest and significance on their religious teachings rather pursing their own idealism. In general, people put much more emphasis on faith towards the idealism of the divine being rather than the philosophy of the human beings.  · Considering the historical development of religious philosophy, whose philosophies do you think most advanced Western religious thought? Explain your answer. In the course of religious development in the world, most religious philosophies originated from the western culture though only some has full advanced and realized the western thought. Under this aspect, that the philosophy of the Roman Catholic religion manifests much representation of the western thoughts. Their teachings have promoted the monotheistic view towards divine existence and have strengthened the relationship of the human beings with their divine creator. Because of the significant foundations laid by their philosophy, the western thoughts were widely accepted by the other culture giving the western idealism much influence to the world. Because of the contribution of this specific religious philosophy, the world has realized the western thoughts regarding the existence of the divine being and has established their own religious relationship in relation to the western idealism

Quantitative Analysis of Vitamin C in Food Products Essay

There is growing evidence that Vitamin C serves as a potent antioxidant in vitro. There are many functions that Vitamin C has in the body among which is the capacity to improve the immunity system such that a person is more able to fight off colds and flus. Pre-Lab: List five other functions of Vitamin C in the human body. Vitamin C is another name for ascorbic acid. There is a marked similarity between the structure of glucose and Vitamin C. As a matter of fact, plants and most animals are able to synthesize Vitamin C from glucose. Unfortunately, humans are unable to do this and we must include Vitamin C in our diet or we risk a vitamin deficiency disease. We all recognize citrus fruits as a valuable vitamin C source, but few of us realize that many freshly harvested vegetables contain considerably more of this vitamin than do oranges or lime. Unfortunately, storage and processing destroy most of the Vitamin C in vegetables before they reach the consumer. Consumer cooking methods further decrease the amount of vitamin C in vegetables. Vitamin C is water soluble and thus leaches out while cooking or steaming. One useful analytical method for measuring the Vitamin C content of a vegetable or fruit involves an oxidation-reduction titration of ascorbic acid. In the titration, ascorbic acid is oxidized to form dehydroascorbic acid. You might think it unusual to oxidize the acid rather than titrate it with a base. However, biological samples contain many substances that also act as acids (as was mentioned in Experiment 3) and thus interfere in a titration of ascorbic acid with a base. In contrast, many fewer components of biological materials interfere with the oxidation of ascorbic acid by the oxidizing agent 2, 6-dichloroindophenol (DCP). Thus, an oxidation-reduction titration of ascorbic acid with DCP provides a more selective analysis than would an acid-base titration. Please note the equation for the reaction below: C6H8O6 (colorless) + C12H7O2NCl2(red) –> (pH3) C6H6O6 (Colorless) + C12H9O2NCl2 (colorless) This titration is particularly convenient because DCP also serves as its own indicator. As we add DCP solution to a solution containing Vitamin C, the reaction mixture remains colorless until all of the Vitamin C has been converted to dehydroascorbic acid. The next drop of DCP solution added imparts a red color from excess DCP to the mixture, indicating both the equivalence point and the endpoint of the titration. (Expect solution to go from red to colorless —–then at the endpoint red again). Because DCP solutions have a relatively short shelf life, we usually standardize such solutions immediately prior to using them. We can perform the standardization conveniently by titrating aliquots of an ascorbic acid solution prepared from an accurately-weighed sample of reagent-grade ascorbic acid. The standardization titration reaction is the same as the analysis reaction above. In this experiment, you will begin by standardizing a DCP solution. Then you will determine the vitamin C content of liquid and solid food samples by titration with the standardized DCP solution. Prior to performing the titrations, you will treat the food samples with metaphosphoric acid. Treatment with this acid serves to denature and precipitate proteins that would otherwise interfere with the analysis. Acidification of thesample also serves to stabilize the ascorbic acid, which will otherwise decompose and be undetectable. Acidification to pH less than 4 also minimizes reaction of DCP with other compounds which react with DCP only at pH levels greater than 4.

theodore roosevelt essays

theodore roosevelt essays Theodore Roosevelt was born in New York City in 1858, the second of four brothers and sisters. Although blessed with a quick mind he was not blessed with a strong body. He suffered from life-threatening asthma attacks throughout his childhood. Urged on by his father, Theodore began to build up his body by strenuous exercise, and by adulthood he had become a model of physical courage and toughness. This early example of his character was critical of the way he lived the rest of his life. He did not back down in the face of hardships, and he continually displayed remarkable physical and Partly because of a severe asthmatic condition, Theodore was educated by private tutors until 1876, when he entered Harvard College. Abandoning plans to become a naturalist, he developed political and historical interests and finished twenty- first in his class. Four months after his graduation in 1880, he married Alice Hathaway Lee, with whom he had a daughter. Bored by the study of law in the office of an uncle and at Columbia University, Roosevelt willingly gave it up in 1882 to serve the first of three terms in the New York State Assembly. Roosevelt's last term was spoiled by the sudden deaths of his mother and his wife within hours of one another in 1884. After this he moves to North Dakota to find himself and he looses his snobbery. He then moves back to New York and runs for mayor. He then went to London to marry Edith Carow, with whom he had four sons and a daughter. Roosevelt returned to New York City in 1895 to serve two years as president of the police board. Roosevelt resigned in the spring of 1897 to become President William McKinley's assistant secretary of the Anxious to prove himself under fire, Roosevelt resigned as assistant secretary of the Navy in April to organize the "Rough Riders". He took command of the unit in ...

10 Terms for the Common People

10 Terms for the Common People 10 Terms for the Common People 10 Terms for the Common People By Mark Nichol The English language is rich with descriptive (and generally derogatory) terms for the common person, though many are adopted from other languages: 1. Bourgeoisie: This term, derived from the French word roughly translated as â€Å"the people of the city,† refers to the middle class rather than the common folk per se, but the sense of the word is â€Å"conventional.† The petite, or petty, bourgeoisie are those of the lower middle class. Twentieth-century journalist H. L. Mencken ridiculed the ignorant masses when he coined booboisie as a pejorative play on the term. 2. Great unwashed: The common people. An epithet of contempt for the lower classes, based on the supposition that their hygienic habits are inferior to those of the upper classes. The expression is said to have been first heard in speeches around the turn of the eighteenth century, but the first documentation is in a novel by Edward â€Å"It was a dark and stormy night† Bulwer-Lytton. 3. Hoi polloi: The first word of the Greek phrase referring condescendingly to the common people means â€Å"the,† but because the phrase is not a common term in a familiar language, it is still assigned the English article: â€Å"the hoi polloi.† 4. Little people: The common people. The sense is of an inconsequential mass populace. 5. Mob: The masses as a mindless single entity driven by base or anarchic impulses. The term is a truncation of the Latin phrase mobile vulgus (â€Å"vacillating crowd†). The word is therefore an abbreviation of the adjective describing the people’s actions, not the people themselves. (From vulgus we also get vulgar, which, originally, rather than having a pejorative connotation, was a neutral term meaning â€Å"typical of people.†) 6. Peons: Menial workers. The implication is that such people can be denigrated and/or exploited with impunity. The term, taken directly from the Spanish word for a landless laborer, may also refer to indentured servants, those who are in peonage. 7. Plebeians: The common people. This word, derived from the Latin word plebeius, whose definition matches the one just given, implies small-minded attitudes and gauche behavior. Truncated forms include pleb and plebs; the plural form is plebes. (Plebe and its plural form are also slang terms for first-year students at military academies.) 8. Proles: The common people. This word is a truncation of proletariat, referring to laborers as a class. This latter term (a French word derived from the Latin term proletarius, in turn stemming from proles, or â€Å"progeny†) has an ideological connotation deriving from its use in socialist rhetoric to refer to the working people as the backbone of a society. In the slang phrase â€Å"lumpen prole,† however, the abbreviation is used in a pejorative sense with the implication that the working class consists of a mindless mob. 9. Rank and file: This phrase referring to the ordinary people in a company or organization is an extension to the civilian world of the original sense of the horizontal ranks and vertical files of soldiers in formation. 10. Riffraff: This term for disreputable people derives ultimately from rif e raf, a hybrid of English and French that means â€Å"altogether,† later evolved to â€Å"rif and raf,† or â€Å"every one.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:What Does [sic] Mean?50 Idioms About Fruits and Vegetablesâ€Å"Least,† â€Å"Less,† â€Å"More,† and â€Å"Most†

Global Banking Operations and Strategy Essay Example | Topics and Well Written Essays - 1250 words

Global Banking Operations and Strategy - Essay Example The following ratios are calculated to evaluate the capital adequacy of RBS (Refer to Appendix 1 for the calculation of ratios) (Bhayani, 2006) From the above figure it is evident that the CAR of RBS has been fluctuating over the years. The highest CAR has been 15% (in 2008 and 2012). The capital resources of RBS comprise Tier 1 and Tier 2. Thus, it can be inferred that 15% of capital (Tiers) of RBS is needed for protecting its risk weighted assets in 2012 ( Hilbers, Krueger and Moretti, 2000). From the above figure it can analysed that the debt equity ratio of the bank has decreased over the years from 2008 to 2012. It can be noticed that RBS has been aggressive in 2008 regarding financing. However, the decrease in the debt equity ratio reflects the fact that RBS has become more conservative in financing its capital through debt (Grier, 2007). The asset quality is a vital factor for gauging the strength of a bank (Pastory and Mutaju, 2013). The main aim is to ensure the component of non-performing asset as percentage of total asset (Refer to Appendix 2 for the calculation of ratios). The ratio gauges the efficiency of the bank for assessing its credit risk and debt recovery (Wagner and Knaup, 2008). NNPA refers to the loans that are about to become default once the borrower fails to make the interest payment (Godlewski, 2003). From the above figure it is evident that the net performing asset has decreased over the year which means the numbers of customers who are not able to pay the interest have decreased. This reflects the fact that RBS has been performing well over the 5 years (Hoshi, Kashyap. and Scharfstein, 2009). From the above figure it is evident that the bank has concentrated in investing their assets over the years so that they can earn profitable return out of it. However, according to the graph, the total investment has reduced over the years. The decrease in total assets may be predicted as the increase in liabilities for

U03d1 Theory of Constraints Essay Example | Topics and Well Written Essays - 500 words

U03d1 Theory of Constraints - Essay Example The basic theory is that the lesser the barriers to the performance, there is higher chances of realizing the full potential. This theory helps provide a complete focus on five main aspects which include â€Å"identity constraints, exploit constraints, subordinate others, elevate constraints and repeat cycle† (Anderson, 2005). The theory of constraints is based on five steps. This is clear from the diagram below. Theory of Constraints in some ways is similar to lean thinking however along with the focus on the reduction of wastes, and increase in the process flow, the theory also focuses on throughput. However there is little or no focus on the emphasis of making money by selling products and services or also simply cutting costs (Jacob, Bergland, & Cox, 2009). In terms of the example of the correlation between the two selected processes, it is best to choose the internal process and the structural management process with the focus on quality service. Considering the health care organization, the main constraints and restrictions are mainly recognized by the stakeholders of the organization along with the supervision of the administration. Together they work towards the determination of the offered resolutions and also work towards the response and removal of or adding on to the necessities of the organization to have an overall effective and cost efficient process. The health care industry can overall be improved to a great extent using the Theory of Constraints and the overall management as well as the staff credentials can be improved based on the needs of the organization (Goldratt, 1999). The overall organization can be improved to a great extent by increasing the operational flow, improving the communication and also working on the s taff awareness and cohesive delegation of the tasks. Together the overall processes can be improved and the Theory of Constraints’ five step program