Oroonoko and Gullivers Travels Essay - 1166 Words

Oroonoko and Gulliver’s Travels By Melissa Eason Mrs. Sarbani Bose Eng 232-69 February 18, 2011 Oroonoko and Gulliver’s Travels Gulliver’s Travels and Oroonoko shatter the myth that European culture was more civilized than â€Å"newly discovered† savage countries. The most prominent examples in Oroonoko are their treatment of the slaves and how they are punished. In Gulliver’s Travels the evidence revolves around how petty, destructive, illogical, and unreasonable human beings act. Though the authors of these stories differ on many levels from their writing style to the very reason why their story was written they have a common theme. They show glaring evidence that European culture is actually more savage than the countries†¦show more content†¦320]. This is Oroonoko’s response to the captain’s betrayal upon their arrival to Surinam. The captain sold Oroonoko to the first bidder when they arrived and not only that they also sold him to a different owner than his other men. But this is only the tip of how savage the Europeans behaved. After Oroonoko, known by this time by his slave name Caesar, had given rise to a revolution he was put to death. The manner in which he was killed is the saddest and most savage display of cruelty. Oroonoko was publicly dismembered and then his body parts were to be distributed to the plantations in order to scare the other slaves into submission. â€Å"And the executioner came and cut off his members, and threw them into the fire. After that, with an ill-favored knife, they cut his ears and his nose, and burned them; he still smoked on, as if nothing had touched him - - - - - - - - - - he gave up the ghost, without a groan, or a reproach,† [p. 341]. Though some of the gory details are omitted in this quote, it is easy to see the cruelty used in his dismemberment and also the desire to inflict as pain as possible. Something that caught my attention while reading of his death was the choice of words used to describe how Oroonoko’s body was â€Å"hacked† apart. To hack at something is to cut it with crude, harsh, and irregular swings. The words mutilate and mangle are commonly used in the definition of hack. In Gulliver’s Travels the authorShow MoreRelatedWilliam Gulliver s Travels And Oroonoko1687 Words   |  7 PagesNeoclassicism in Gulliver’s Travels and Oroonoko Penned sometime between the mid-1600s and late-1700s, a literary genre defined by artificiality and formality, neoclassical literature reflected the style of literature adopted from the Greeks and the Romans. As such, the literature tends to focus on glib characters who were preoccupied with appearances rather than genuineness. In addition, having good manners and public comportment was essential. The literature during the Neoclassical era is characterized

Essay about Human Child Growth and Development - 693 Words

From preschool into early elementary school, children have begun to develop their gross motor skills. They have developed a â€Å"mature pattern of walking† and are ready to test their physical abilities to the limits. Also fine motor skills have begun to develop, however more slowly. Along with motor skills children are developing their visual, tactile, and kinesthetic senses. A child’s sensory skills are helpful in learning language. A child’s proper growth depends greatly on their nutrition and health. A healthy diet is essential to the developing child. Food should never be used to reward, punish, or bribe a child. Instead children should have three healthy meals with snacks in between. It is also important for children to have good†¦show more content†¦Those who believe there are multiple intelligences rather than just one factor consider there to be 9 â€Å"distinctive intelligences that interact.† Other theories and concerns include intell igence as a process (operations involved with thinking), and intelligence as information processing (how we manipulate information). While many psychologists have taken on the contemporary scientific consensus where no extreme view is currently justified, there are those whom believe different. Hereditarians use methods such as the IQ test to ask how much. Environmentalists on the other hand believe that ones mental abilities are learned. John Piaget theorized preoperational thought where the child has developed the ability to use symbols in order to internally represent the external world. During this time however children don’t comprehend the reversibility of operations. Piaget also believed that children are egocentric, which became a major critique of Piaget’s theory. Piaget also said that children under 7 or 8 can’t grasp the concept of causality (cause and effect), and that counting was â€Å"merely verbal knowledge† where children had not acquired the actual ability to count. Another aspect of a child’s cognitive development is language acquisition. By 3 years of age children are able to master phonology and are understanding use of syntax. By ages 3-5 children are able to understand in which type of social context certain types ofShow MoreRelatedSocial Isolation, Neglect And Child Development964 Words   |  4 PagesSocial Isolation, Neglect and Child Development Social isolation is defined by Nicholson (2009) as a state in which the individual lacks a sense of belonging socially, lacks engagement and social contact with others and is unable to form quality relationships (as cited in Nicholson, 2012). Social isolation and neglect can have detrimental effects on a child’s overall physical, cognitive and emotional development. According to Kendall, Murray and Linden (2007), the initial love and nurturance weRead MoreThe Theories Of Human Mind And Behavior1138 Words   |  5 PagesPsychology refers to the scientific study of all the aspects of human mind and behavior. Psychology is broadly categorized in various branches that deeply analyze different concepts of human behavior. In Human Growth and Development, full perceptions of the process of human development are covered in detail evaluating various stages of human growth. As such, this aspect provides an overview of the stages of human life from birth through the middle stages to th e adult stage. Some various theoriesRead MoreEducation As A Social Function991 Words   |  4 Pageseducation plays a large role in the development of an individual and it is an element that separates humans from other animals. 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Most people do not realize how big of an impact adolescenceRead MoreObservation of Child Growth Essay1435 Words   |  6 PagesIntroduction red - Development blue – Conclusion orange Individualism– Giving priority to one’s own goals over group          goals and defining one’s identity in terms of personal attributes          rather than group identification.       For the first time in my life I am being an individualist. I am giving greater priority to my own personal goals. I honestly don’t know what I was thinking changing careers at the age of 42 but I am determined to get my nursing degree. For the next 2 years it will beRead MoreHuman Development Paper854 Words   |  4 Pages Human Development James West PSY/280 September 26 2012 Robert Keele Human Development Human growth and development starts from the moment a child is conceived and continues until the day we die. There are many different stages of development all depending on the person’s beliefs on how we develop. All theories explain a specific growth and development for a specific time for an individual starting from birth to the time of their death. Not all the theories are agreed on becauseRead MoreLifespan Development1516 Words   |  7 PagesLifespan Development and Personality Luis Cervantes PSY/103 January 11, 2016 Susanne Nishino Lifespan Development and Personality Developmental psychology is the study of how human beings age and transform throughout the eight major stages of life. This paper will focus on the physical, cognitive, social, moral, and personality development of individuals found in stage two, (early childhood 1-6 year olds). Through exploring, and examining the countless influences that affect their growth development

Management in Lean Manufacturing Implementation †MyAssignmenthelp

Question: Discuss about the Management in Lean Manufacturing Implementation. Answer: Introduction In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists. The above quoted lines of Eric Hoffer clearly indicate the importance of the concept in the management of the various sections of the business. The process of change forms an important aspect of any company or business organization. The concept of organizational chance forms an important part of the overall process of strategic management and therefore the diverse companies as well as the business organizations use this process to bring about the overall process of their growth and development (Adeniji, Osibanjo and Abiodun 2013). Strategies can be defined as the tactics or the policies which are formulated as well as implemented by the various companies and the business organizations for the achievement of a particular objective or goal (Kempster, Higgs and Wuerz 2014). These goals can be short term ones or the long term ones depending in the needs as well as the requirements of the business of the companies or the business organizations concerned. Therefore, in the opinion of Max M cKeown articulated in his book The Strategy Book With a clever strategy, each action is self-reinforcing. Each action creates more options that are mutually beneficial. Each victory is not just for today but for tomorrow. The concept strategic management, on the other hand, can be defined as the process by means of which the various companies as well as the business organizations formulate and implement the necessary strategies which are essential for the achievement of the goals or the objectives set by them. An effective strategy can lead to the overall development as well as the growth of the business organization or the company concerned (Kempster, Higgs and Wuerz 2014). However, a misplaced strategy, on the other hand, can lead to a decline in the performance of the company or the business organization concerned (Kempster, Higgs and Wuerz 2014). Therefore, in the opinion of Clayton Christensen articulated in his book The Innovators Dilemma (1997) There is something about the wa y that decisions get made in successful organizations that sows the seeds of eventual failure. Many large companies adopt a strategy of waiting until new markets are large enough to be interesting. But this is not often a successful strategy. It is to be noted that the concept of organizational change is one such policy which the various companies as well as the business organizations often take the help of in order to bring about an overall growth and development of their business (Lozano, Nummert and Ceulemans 2016). This report intends to give an overview of the concept of organizational change and its related aspects. Organizational Change Organizational change is defined as the process by means of which the various companies as well as the business organizations change their existing strategies, processes, culture, technology and other aspects in order to bring about an effective growth of their business (Adeniji, Osibanjo and Abiodun 2013). It is to be noted that the diverse companies and business organizations use the concept of organizational change in order to counteract the pressures from the internal and the external environment in which they operate (Lozano, Nummert and Ceulemans 2016). The internal as well as the external environment in which a company or a business organization operates has an important role in the business of the company or the business organization concerned and an effective management of both the environments is essential for the overall growth and the development of the company or the business organization concerned (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the concept of orga nizational change forms the central fulcrum of the process of strategic management of many companies and business organizations. In the opinion of many people the process of organizational change is all about reviewing and modifying structures specifically management structures and business processes (Hottenrott, Rexhuser and Veugelers 2016). Therefore, the various small business organizations or companies use this particular concept to develop strategies to compete with their larger competitors and the large business organizations, on the other hand, use the concept of organizations in a bid to compete their smaller competitors who often take the help of innovative strategies as well as tactics to stay in the business. Thus, in order to outrival their competitors the various companies as well as business organizations take the help of the concept of organizational change to develop new strategies as well policies which are cost friendly and also easy to implement. It is to be noted that there are various kinds of organizational change which the diverse companies as well as business organizations often take the help of in order to bring about an overall growth and development of their entire business process. However, the most popular kinds of organizational change which the various companies as well as business organizations resort to are listed below- Strategic change Transformational change Organization-wide change Personnel change Remedial change Structural change Development change Others Strategic change It is to be noted that strategic change is one of the most common kinds of changes which is noticed among the various companies as well as the business organizations (Newman 2012). It is often seen that the various companies and the business organizations need to realign their goals and objectives in the course of time in order to gain more profits. This particular change is generally done in order to adjust the needs and the requirements of the company and the business organization concerned as per the demands of the internal as well as the external environment of the business organization or the company concerned (Newman 2012). Therefore, this particular kind of change often requires a change in the marketing policies of the company and the business organization, the products or the services offered by them and others. It is to be noted that this change often involves a realignment of the target customer base of the company or the business organization concerned. This kind of chang e might even involve a change in the level of global activity by the company or the business organization concerned as well as the merger and joint business collaborations undertaken by the company or the business organization (Newman 2012). Therefore, it will not be too far-fetched to say that this kind of change involves a realignment of the entire strategy of the company and the business organization concerned. The various companies and the business organizations in order to achieve the process of overall growth as well as development constantly modify their strategies. The various companies or the business organizations which take the help of the help of the transformational change generally bring about a change in their cultural and social atmosphere (Pollack 2012). It is to be noted that these changes are in accordance with the internal as well as the external environment requirements of the company or the business organization. These changes generally aim to effect a change in the social as well as cultural environment of the company or the business organization concerned and thereby increase the productivity and also the performance of the employees (Pollack 2012). It is to be noted that this particular kind of organizational change is usually implemented in companies or business organizations where employees from diverse cultural as well as social backgrounds work and form an essentia l part of the work environment. According to a research conducted by the MIT, maturing digital businesses are focused on integrating digital technologies, such as social, mobile, analytics and cloud, in the service of transforming how their businesses work (Pollack 2012). Therefore, it would not be too far-fetched to say that the social as well as cultural factors form an important part of this particular change. Organization-wide change It is to be noted that these kinds of organizational change are likely to affect the company or the business organization in the long term. This kind of organizational change is concerned with the overall change of the structure of the organization or the company concerned or their business activities (Godemann et al. 2014). This might even include a change in the goals and the objectives of the company or the business organization concerned or the area in which they used to conduct their business. Therefore, this particular kind of change is likely to have a long term effect on the company or the business organization concerned. However, it is generally seen that this particular kind of organization sometimes affects the performance of the employees and therefore a thorough consideration of all factors is necessary before the implementation of this particular kind of organizational change (Godemann et al. 2014). It is to be noted that this particular kind of organizational change af fects the culture of the organization and therefore is directly related to the performance as well as the productivity of the employees. The various companies and the business organizations undergo this kind of change when they are planning to expand or shrink (Georgalis et al 2015). Therefore, this kind of change is commonly seen to be applied by the company or the business organizations when they are trying to hire a lot of new employees or are firing a lot of existing employees. It is to be noted that with both these processes the culture of the company or the business organization is likely to get affected and can have a significant impact on the morale of the employees as well as their productivity and performance (Georgalis et al 2015). It is commonly seen that when the companies or the business organizations hire a lot of new employees there is a shift of culture in the organization or the company concerned and the new employees need to get adjusted with the older ones and vice versa and also to their job roles. Therefore, this is one of the most important kinds of organizational changes and if not properly tak en care can hamper the performance as well as the morale of the employees. Remedial change is another common change which the various companies as well as business organizations often take the help of in order to improve their performance and also productivity. This particular kind of change is implemented when there is an issue with the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, before the implementation of this kind of change the company or the business organization concerned needs to find out the root cause of that particular issue and then implement the remedial changes which is likely to not only remove the root cause but also improve the performance of the company or the business organization concerned (Lozano, Ceulemans and Seatter 2015). Therefore, it will not be too far-fetched to say that performance is the major focus of this particular kind of change. It is to be structural change is another kind of change which the majority of the companies or the business organizations often take the help of in order to bring about an overall growth as well as development. Structural changes are carried out by the various companies or the business organizations when they need to redesign their entire business structure or alignment (Pollack and Pollack 2015). Therefore, this particular kind of change requires not just the redesigning of the internal structure of the company or the business organization concerned but also involves a change in the entire management of the company or the business organization starting from the vision or the mission statement to the various individuals who hold position of power within the company or the business organization concerned. Importance of Organizational Change in Australia As already mentioned, organizational change forms an important part of the business plan of any company or business organization. It is to be noted that the primary reason why the various companies or the business organizations use the process of the organizational change is to adapt themselves to the internal as well as the external environment in which they operate (Pollack, Costello and Sankaran 2013). The other benefits associated with the process of organizational change are listed below- One of the primary benefits which the process of organizational change renders to the various companies or the business organizations is the incorporation of the latest technologies as well as the innovations into the framework of their organization or the company (Pollack, Costello and Sankaran 2013). It is generally seen that the various companies or the business organizations take the help of the process of organizational change to enhance the process of communication which they use for the process of conveyance of the information which are essential for the purposes of the conduct of business. It is also seen that the various companies or the business organizations by means of this kind of organizational change incorporate the latest technologies as well as innovations to achieve the process of overall growth and development. A typical example of this is the switch over of the company Dominos Pizza Inc from the traditional process of delivery of their products to the drone system of delivery. Customer needs as well as requirements are another important factors which dictate the process of the organizational change which the various companies as well as the business organizations often undergo (Boohene and Williams 2012). Therefore, it is often seen that the process of organizational change helps the various companies as well as the business organizations to incorporate the needs and the requirements of the customers into their business plan A typical example of this is the change in the operational plan of the company McDonalds in the nation of Australia. It is to be noted that initially the company McDonalds used to sell sandwiches and other eatables to the customers of Australia. However, to incorporate the changing needs as well as the requirements of the customers the company now provides various new products and also has undergone collaborations with the other companies like Coca Cola and others in a bid to serve the needs as well as the requirements of the customers in the best possible manner. It is to be noted that economy is another significant driver for the process of the organizational change which the various companies as well as the business organizations often undertake (Bamberger et al 2012). Therefore, with the help of the process of the organizational change the various companies as well as the business organizations realign their goals and objectives keeping in perspective the ever changing economic condition of the present day world. A typical example of this kind of organizational change is the policy adopted by the company IKEA who in order to overcome the economic factors associated with the business deliver the furniture to the customers without assembling them. Another advantage which the process of organizational change renders to the various companies as well as the business organizations is that it provides them with various growth opportunities (Contrafatto and Burns 2013). It is commonly noticed that the various companies and the business organizations often try to achieve the process of their overall growth and development by means of the process of organizational change as the process of change provides them with various kinds of growth opportunities. Another benefit which the process of the organizational change entails with itself is that it enables the various companies as well as the business organizations concerned with the advantage of changing the status quo of their organizations (Contrafatto and Burns 2013). It is often seen that the various employees of a particular company or a business organization often get used to their particular habits or routines. Therefore, changing their job roles or shift often helps the companies as well as the business organizations concerned to break the status quo and bring about the process of the overall growth and development of the company or the business organization concerned. These are in short some of the key benefits of the process of organizational change which the various companies and the business organizations often resort to adapt themselves to the internal and the external environment in which they operate. Success rate of change in Australia and the factors which impact them Although organizational change forms an important part of the entire strategic management of any company as well as business organization the success rate of the process is not very high. According to a survey conducted by McKinsey it was found that only 33% of all the organizational changes implemented by the various companies as well as the business organizations showed signs of success. According to the results of another survey conducted by IBM only 41% of the participating members thought that the process of organizational change added any considerable value to the entire organization and the rest though that the process was not that essential. It is interesting to note that according to yet another survey conducted by Balogun and Bailey (2004) it was found that around 19-46% of the participating members of the survey considered that the process was not an essential part of the entire process of strategic management and though that the process did not add much value to the entir e organization. Therefore, it would not be too far-fetched to say that the process of organizational change although considered essential by the various professionals is not considered an essential part of the entire process of strategic management by the various employees belonging to diverse companies or business organizations(Millar, Hind and Magala 2012). It is generally that there are several factors which influence the success rate of the process of organizational change which the diverse companies as well as the business organizations often take the help of in order to adapt themselves to the internal and the external environment in which they operate (Millar, Hind and Magala 2012). These factors are broadly grouped under the hard and the soft factors. It is to be noted that the process of changing the mindset as well as the attitudes of the employees and the individuals belonging to the company or the business organizations forms one of the core precepts of the entire process of organizational change. However, it is often seen that the various employees as well as the individuals belonging to the company or the business organization do not take this change in a positive manner (Nordin et al 2012). Therefore the success rate of the process is very low. Another factor which affects the success rate of the process of organizational c hange is the factor of the shortage of resources. It is to be noted that any significant change in the organizational structure or its related processes is bound to entail with itself a demand for the additional use of resources. However, it is often seen that the various companies or the business organizations are not able to cope up with the demand for the additional requirement of resources and therefore the entire process of organizational change becomes a failure in that particular context. It is to be noted that the process of organizational change if not properly timed can hamper the prospects of the company or the business organization concerned instead of leading to their overall growth and development (Nordin et al 2012). Ineffective leadership is another is reason for the lack of success of the process of organizational change (Nordin et al 2012). It is to be noted that the process of organizational change requires an effective leader to manage the chaos which is caused d uring the process of the change and also the calm down the nerves of the individuals involved in the process. However, it is generally seen that the various companies and the business organizations does not pay much heed to the process of effective leadership and thus the entire process of organizational change backfires. Another significant factor which affects the process of organizational change is the discrepancy between the expectation which the change is likely to cause and the actual change the process of organizational change actually brings in (Grant 2014). This is often called by the name of change gap and it is interesting to note that during the time period 2006-2008this particular gap almost tripled from 8% to 22% (McKay, Kuntz and Nswall 2013). These in short are some of the factors which affect the success rate of the entire process of organizational change. Leadership and Organizational Change Leadership is the process or the ability of leading a particular individual or a group of employees within a particular company or business organization towards the achievement of a particular goal or objective (Kaiser, McGinnis and Overfield 2012). In the opinion of Cogner (1992), Leaders are individuals who establish direction for a working group of individuals and who gain commitment from this group of members to established direction and who then motivate members to achieve the directions outcomes. Therefore, the process of leadership is often considered to be one of the most important aspects of the entire process of strategic management. The process of effective leadership becomes specifically significant during the process of organizational change. As already mentioned the success rate of the process of organizational change is very low and it is here that the concept of effective leadership becomes especially important. It is to be noted that during the process of the organiz ational change a lot of confusion as well as chaos ensues which requires the presence of an effective leader for its mitigation. Therefore, the primary role of a good leader at this particular point of time is the control of the situation and also to provide his or her support to the various employees belonging to the company or the business organization for the process of calming down their nerves (Bucolo, Wrigley and Matthews 2012). It is to be noted that the various companies and the business organizations also depend on the feedback and the suggestion of the leaders for the formulations and the implementation of the strategies which are required to bring about the change in the structure of the company or the business organization concerned. The role of the leader also becomes significant in the process of the execution of the strategies developed for the overall growth as well as the development of the company or the business organization. These in short are some of the key rol es or the benefits which the process of effective leadership renders at the time of organizational change. The best kind of leadership style which is the most suitable for the process of organizational change is the Organizational Leadership. Organizational leadership is defined as the kind of leadership which is a dual focused management approach that works towards what is best for individuals and what is best for a group as a whole simultaneously (Dubey, Gunasekaran and Ali 2015). In other words it can also be defined as the attitude or ethic which enables an individual or employee to lead the other members of the company or the business organization concerned not only from the top but also from the lower ranks of the organization or the company as well (Muchiri, Cooksey and Walumbwa 2012). Therefore, it will not be too far-fetched to say that the process of organizational leadership becomes the most effective kind of leadership during the time of organizational change. It is to be noted that the best part about this particular kind of leadership is that the leader in this particular ki nd of leadership works towards the achievement of the thing which is not only the best for the company as well as the business organization concerned but also for the individual employees of the company or the business organization concerned (Jones et al. 2012). Another kind of leadership which becomes especially important during the time of organizational change is the visionary kind of leadership (Taylor Cornelius and Colvin 2014). It is to be noted that in this particular kind of leadership the leader is motivated by his vision or the desire for the overall growth as well as the development of the company or the business organization concerned. It is to be noted that one of the significant aspects of the entire process of leadership is the way he or she deals with the employees belonging to the different levels of the company or the business organization concerned. This aspect of the process of leadership becomes especially significant during the phase of the organizational change. It is to be noted that the process of organizational change entails with it a significant amount of confusion as well as chaos. It is obvious that each member of the company or the business organization will take the process of organizational change in the same manner. Therefore, the leader will have to adjust his or her style when he or she is dealing with a manager or other members of the company or the business organization belonging to the higher authority and vice versa. It is interesting to note that at the same time the same leader will have to adopt a different style when he or she is dealing with an employee or individual belonging to th e lower ranks of the company or the business organization concerned. Therefore, it will not be too far-fetched to say that the role of the leader becomes very significant during the time of the organizational change. Recommendations As already mentioned the success rate of the various organizational changes which the various companies as well as the business organizations often resort to is very low. Therefore, the various companies as well as the business organizations need to develop effective strategies and policies in order to improve the success rate of the process of organizational change. Firstly, the various companies as well as the business organizations should take into consideration the cultural and the social background of the employees and the individuals whom the change is going to affect. The various companies as well as the business organizations develop strategies and policies without taking into consideration the people whom it is about to affect. Another factor which the various companies as well as the business organizations need to take into consideration is the timing of the change. It is to be noted that timing is very important for the success of a particular strategy or policy. Therefore , it would not be too far-fetched to say that an ill-timed strategy is likely to hamper the prospects of a company or business organization in a significant manner rather than leading to their overall growth as well as development. Effective leadership is another factor which the various companies as well as the business organizations need to take into consideration for the process of organizational change. These in short are some of the recommendations which the various companies as well as the business organizations in the nation of Australia can follow to bring about an effective organizational change. Conclusion Therefore, from the above discussion it becomes clear that the process of organizational change forms an important aspect of the entire part of the entire process of strategic management. It is often noted that the various companies and business organizations take the help of the process of organizational change to bring about their overall growth as well as development. However, it should be noted that there are various factors which the diverse companies as well as business organizations need to take into consideration before the implementation of the process of organizational change. It is to be noted that there are several kinds of organizational change and the success or the failure of a particular one depends on the context in which they are applied. The role of leadership in the process of organizational is also a significant one. References Adeniji, A.A., Osibanjo, A.O. and Abiodun, A.J., 2013. Organisational Change and Human Resource Management Interventions: an Investigation of the Nigerian Banking Industry.Serbian Journal of Management,8(2), pp.2-16. Bamberger, S.G., Vinding, A.L., Larsen, A., Nielsen, P., Fonager, K., Nielsen, R.N., Ryom, P. and Omland, ., 2012. Impact of organisational change on mental health: a systematic review.Occup Environ Med, pp.oemed-2011. Boohene, R. and Williams, A.A., 2012. Resistance to organisational change: A case study of Oti Yeboah Complex Limited.International Business and Management,4(1), pp.135-145. Bucolo, S., Wrigley, C. and Matthews, J., 2012. Gaps in organizational leadership: linking strategic and operational activities through design?led propositions.Design Management Journal,7(1), pp.18-28. Contrafatto, M. and Burns, J., 2013. Social and environmental accounting, organisational change and management accounting: A processual view.Management Accounting Research,24(4), pp.349-365. Dubey, R., Gunasekaran, A. and Ali, S.S., 2015. Exploring the relationship between leadership, operational practices, institutional pressures and environmental performance: A framework for green supply chain.International Journal of Production Economics,160, pp.120-132. Georgalis, J., Samaratunge, R., Kimberley, N. and Lu, Y., 2015. Change process characteristics and resistance to organisational change: The role of employee perceptions of justice.Australian Journal of Management,40(1), pp.89-113. Godemann, J., Bebbington, J., Herzig, C. and Moon, J., 2014. Higher education and sustainable development: Exploring possibilities for organisational change.Accounting, Auditing Accountability Journal,27(2), pp.218-233. Grant, A.M., 2014. The efficacy of executive coaching in times of organisational change.Journal of Change Management,14(2), pp.258-280. Hottenrott, H., Rexhuser, S. and Veugelers, R., 2016. Organisational change and the productivity effects of green technology adoption.Resource and Energy Economics,43, pp.172-194. Jones, S., Lefoe, G., Harvey, M. and Ryland, K., 2012. Distributed leadership: A collaborative framework for academics, executives and professionals in higher education.Journal of Higher Education Policy and Management,34(1), pp.67-78. Kaiser, R.B., McGinnis, J.L. and Overfield, D.V., 2012. The how and the what of leadership.Consulting Psychology Journal: Practice and Research,64(2), p.119. Kempster, S., Higgs, M. and Wuerz, T., 2014. Pilots for change: exploring organisational change through distributed leadership.Leadership Organization Development Journal,35(2), pp.152-167. Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents.Journal of Cleaner Production,106, pp.205-215. Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between sustainability reporting and organisational change management for sustainability.Journal of cleaner production,125, pp.168-188. Taylor, C., J. Cornelius, C. and Colvin, K., 2014. Visionary leadership and its relationship to organizational effectiveness.Leadership Organization Development Journal,35(6), pp.566-583. McKay, K., Kuntz, J.R. and Nswall, K., 2013. The effect of affective commitment, communication and participation on resistance to change: The role of change readiness.New Zealand Journal of Psychology,42(2). Millar, C., Hind, P. and Magala, S., 2012. Sustainability and the need for change: organisational change and transformational vision.Journal of Organizational Change Management,25(4), pp.489-500. Muchiri, M.K., Cooksey, R.W. and Walumbwa, F.O., 2012. Transformational and social processes of leadership as predictors of organisational outcomes.Leadership Organization Development Journal,33(7), pp.662-683. Newman, J., 2012. An organisational change management framework for sustainability.Greener Management International,57(05), pp.65-75. Nordin, N., Deros, B.M., Wahab, D.A. and Rahman, M.N.A., 2012. A framework for organisational change management in lean manufacturing implementation.International Journal of Services and Operations Management,12(1), pp.101-117. Pollack, J. and Pollack, R., 2015. Using Kotters eight stage process to manage an organisational change program: Presentation and practice.Systemic Practice and Action Research,28(1), pp.51-66. Pollack, J., 2012. Transferring knowledge about knowledge management: Implementation of a complex organisational change programme.International Journal of Project Management,30(8), pp.877-886. Pollack, J., Costello, K. and Sankaran, S., 2013. Applying ActorNetwork Theory as a sensemaking framework for complex organisational change programs.International Journal of Project Management,31(8), pp.1118-1128.

Race Relations Act Essay Example

Race Relations Act Essay There has been a great deal of pressure on the government and on the police after the Stephen Lawrence murder to get things right and bring justice to the murders, in spite of this the Damilola case was not conducted properly. Some people blame the system and the police for not providing enough protection for the main witness and checking out the statements fully before the trial. Some people think that the amount of money spent on this case could have been used for safety and prevention measures, as children should be brought up in a safe environment, not in constant terror. Others believe that the local community let Damilola down by not answering to police enquiries. The police are not to blame for not getting the answers needed, but his neighbours and local area for refusing to help to solve his murder. Legislation in themselves do not stop discrimination just like speed cameras do not stop people speeding. The existence of a law does send out a very clear message that discrimination is not acceptable under any circumstances and there are consequences for those who decide to disregard the laws. All policies are only effective in promoting their aims if staff are committed to implementing them, if they are properly resourced and regularly evaluated, reviewed and updated. Policies can increase awareness, but will not in themselves, change attitudes or practice. Beaver et al. (1999) This quote shows that policy guidelines need to be carried out with good practice; just having the policy is not enough to prevent racism occurring in the future. Good practice is essential for children to enhance their social, physical, emotional, intellectual and linguistic development. We will write a custom essay sample on Race Relations Act specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Race Relations Act specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Race Relations Act specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Even with all these Acts, policies and legislation present in the current law, if racism related cases are taken to court, according to Beaver (2001) Successful prosecutions are comparatively rare. The law in its current state needs to be amended so that the legal system defends the accused more than witnesses and the suffering families. The criminal judicial service needs to be reformed so that prosecutions are more achievable. As the strongest way of promotion the media should encourage anti-discriminatory practice. Race Relations Act 1976 The passing of this Act makes it illegal to discriminate anyone on grounds of race, colour, nationality (including citizenship), ethnic origin or national rights in housing, education, employment, entertainment and provision of services and goods. This Act also set up the Commission for Racial Equality (CRE), which carries out research, sends out information, and carries out investigations into cases of alleged racial discrimination both directly and indirectly. Method This is how I carried out my investigation. 1. I asked my supervisor for permission to do an investigation about racism and anti-discrimination / bias. 2. I photocopied the Equal Opportunities Policy 3. I devised a resources tick chart for all the rooms at the nursery 4. I devised a questionnaire for the staff at the nursery 5. I used textbooks to help me with theory With the resources tick chart I walked around all the rooms of the nursery checking whether each room had all the resources on the list. If they did it got a tick, if not then a cross. I showed the manager a copy of the questionnaire for approval before I gave them out to each member of staff. I asked politely if they could fill them in if they had time over the next few days. I collected the completed questionnaires and compiled the results together with the results from the resources. Presentation of my Results Only one person knew of any relevant legislation out of the 6 people I asked, but still could not name any. This shows that more training is needed to promote the awareness of Racial Equality within the day nursery so that adults know they can be protected against racial allegations and also be a good role model for the children in their care. All 6 people were aware of any posters or statements, but only half of staff knew where the Equal Opportunities Policy was kept. The majority of people knew there was a poster promoting children from different cultures. There could be more staff meetings to discuss and refresh staff on the whereabouts of important policies. 60% of staff thought that the resources were adequate but these opinions were from the staff from rooms of the older children 3-5years, where they appear to use the resources more than the under 2s children. The staff from the baby unit felt dolls with disabilities were missing.

Simple Conjugations for the French Verb, Ouvrir, Meaning to Open

Simple Conjugations for the French Verb, 'Ouvrir,' Meaning 'to Open' The French verb  ouvrir  means to open. It is  an  irregular  -ir  verb. Conjugating irregular French verbs can difficult for most students, but there is some good news: There are distinct patterns in the conjugations of  irregular -ir verbs, which French grammarians have anointed  le troisià ¨me groupe  (the third group).  So while  there are roughly 50 irregular French  -ir  verbs,  these shared patterns mean that you will only have to learn about 16 conjugations. Conjugating Irregular -ir verbs There are three groups of irregular  -ir  verbs. The verb  ouvrir falls into the second group, which  consists of verbs that end in  -llir,  -frir, or -vrir. Almost all are conjugated like  regular French  -er  verbs. In addition to ouvrir, this group includes the following verbs, plus their derivatives: Couvrir  Ã‚  to cover  Cueillir  Ã‚  to pick  Ã‚  Dà ©couvrir   to discoverEntrouvrir  Ã‚  to half-openOffrir  Ã‚  to offer  Recueillir   to collectRecouvrir   to recover, concealRouvrir   to reopen  Souffrir  Ã‚  to suffer Conjugating Ouvrir With regular  -ir  verb conjugations, the stem remains intact; in irregular  -ir  verb conjugations, by contrast, the stem does not remain intact throughout. The conjugations below include the  passà © composà ©, meaning the  perfect tense, and the  passà © simple, the simple past. The  passà © composà ©Ã‚  is the most common French past tense, often used in conjunction with the  imperfect. The  passà © simple, which can also be translated into English as the preterite,  is also used alongside the  imperfect.  You will probably never need to use the  passà © simple, but it is important to recognize it, especially if you read many French  fiction or nonfiction works. Present Future Imperfect Present participle j ouvre ouvrirai ouvrais ouvrant tu ouvres ouvriras ouvrais il ouvre ouvrira ouvrait nous ouvrons ouvrirons ouvrions vous ouvrez ouvrirez ouvriez ils ouvrent ouvriront ouvraient Pass compos Auxiliary verb avoir Past participle ouvert Subjunctive Conditional Pass simple Imperfect subjunctive j ouvre ouvrirais ouvris ouvrisse tu ouvres ouvrirais ouvris ouvrisses il ouvre ouvrirait ouvrit ouvrt nous ouvrions ouvririons ouvrmes ouvrissions vous ouvriez ouvririez ouvrtes ouvrissiez ils ouvrent ouvriraient ouvrirent ouvrissent Imperative (tu) ouvre (nous) ouvrons (vous) ouvrez Verb conjugation pattern  Ouvrir is an irregular verb All French verbs that end in -frir or -vrir are conjugatedthis way. Using Ouvrir There is probably no better use for the word  ouvrir than during the holidays, especially at  Christmastime. Just as in the United States, Christmas is an important holiday in France, and the thought of opening presents brings great excitement. A common way to describe the festive time might be: Comme dans le reste du monde, les Franà §ais se rà ©unissent en famille autour du sapin de Noà «l, et souvent dune petite crà ¨che, et les enfants attendent que le Pà ¨re Noà «l soit passà © pour ouvrir les cadeaux le 25 au matin. This translates as: As in the rest of the world, the French gather around the Christmas tree, and often a little manger, and the children wait for Santa Claus to pass by so they can open presents on the morning of the 25th. Learning to use the verb  ouvrir, then, can help open doors to you as you discuss and take part in many French cultural discussions and celebrations.

Italian Degree of Comparison Adjectives

Italian Degree of Comparison Adjectives There are three types of degree of comparison adjectives in Italian: positivo (positive), comparativo (comparative), and superlativo (superlative). Positive Adjectives (Aggettivi di Grado Positivo)Italian positive adjectives are those that do not provide any comparison: Il clima à ¨ mite.The climate is mild. La poltrona à ¨ comoda.The seat is comfortable. Comparative Adjectives (Aggettivi di Grado Comparativo)An adjective is comparative when it expresses a comparison between people, animals, things, different degrees of quality, or diverse actions. With respect to the type of comparison offered, the comparative can be: of maggioranza- expressed by the adverb pià ¹ (placed before the adjective) and the preposition di or the conjunction che (placed before the second term of comparison): Piero à ¨ pià ¹ studioso di Andrea.Piero is more studious than Andrea. Carlo à ¨ pià ¹ pigro che volenteroso.Charles is more lazy than eager. NOTE: Che is preferred instead of da before an adjective, participle, or infinitive. of uguaglianza, expressed by the correlative adverbs (tanto)†¦quanto, (cosà ¬)†¦come: Giulia à ¨ (tanto) bella quanto sua madre.Julia is as beautiful as her mother. Marco à ¨ (tanto) gentile quanto premuroso.Mark is as gentle as he is thoughtful. Luigi à ¨ (cosà ¬) alto come Giorgio.Luigi is as tall as George. of minoranza - expressed by the adverb meno (placed before the adjective) and the preposition di or the conjunction che (placed before the second term of comparison): Sono meno paziente di te.Im less patient than you. Ti considero meno volenteroso che intelligente.I consider you less eager than intelligent. NOTE: The comparatives of maggioranza and minoranza can sometimes be modified, reinforced, or weakened by the adverbs molto, poco, troppo, assai, tanto, alquanto, parecchio, and un po: Mario à ¨ poco pià ¹ grande del fratello.Mario is not much bigger than his brother. Sono molto meno stanco di te.I am much less tired than you. Superlative Adjectives (Aggettivi di Grado Superlativo)Superlative adjectives indicate an exceptional or extraordinary quality. The superlative degree may be assoluto (absolute) or relativo (relative): assoluto when it offers no comparison with other people or things or qualities. It is formed:  »Ã‚  by adding the ending issimo to the adjective dolce- dolcissimo- dolcissimiamara- amarissima- amarissime NOTE: The adjectives ending in co and go retain or lose their guttural sound according to the relevant rules of plural formation: ricco- ricchissimopratico- pratichissimo NOTE: adjectives ending in io, in which the i is tonic, keep the letter in the superlative form: pio- piissimo NOTE: adjectives ending in io, in which the i is atonic, lose that letter in the superlative form: saggio- saggissimo  »Ã‚  in a few instances by adding the ending errimo to the adjective: acre- acerrimo aspro- asperrimo (asprissimo) celebre- celeberrimo integro- integerrimo misero- miserrimo (miserissimo)  »Ã‚  by adding the ending entissimo to adjectives that end in dico, fico, or vole: benefico- beneficentissimo benevolo- benevolentissimo maledico- maledicentissimo malevolo- malevolentissimo magnifico- magnificentissimo munifico- munificentissimo  »Ã‚  by repetition of the adjective: un cane piccolo piccoloa small dog unandatura lenta lentaa slow pace  »Ã‚  prefacing the adjective with adverbs such as molto, assai, estremamente, straordinariamente, enormemente, or oltremodo: un libro molto interessantea very interesting book una gita assai movimentataa very eventful trip un film estremamente realisticoan extremely realistic film  »Ã‚  placing phrases as quanto mai or oltre ogni dire before or after the adjective: una giornata quanto mai noiosaa very annoying day un uomo abitudinario oltre ogni direa creature of habit beyond words  »Ã‚  by adding prefixes such as arci, extra, iper, sopra, sovra, stra, super, or ultra: unopera arcinotaa very well-known work una matita extrafineextra-fine pencil un giornalista ipercriticoa hypercritical journalist uno sforzo sovrumanoa superhuman effort un uomo strariccoan extremely rich man un motore superpotenzea super-powerful engine una politica ultraconservatricean ultra-conservative politician  »Ã‚  with the use of expressions that reinforce the meaning of the adjective: bello da impazzireso good-looking that it makes one crazy matto da legaremad as a hatter pazzo furiosomadman ricco sfondatofilthy rich stanco mortodead tired ubriaco fradicioblind drunk, smashed, blotto relativo when it indicates an exceptional or extraordinary quality; however, it must be in relation to a defined group or restricted to people or things of the same kind. It is formed:  »Ã‚  by prefacing the comparativo di maggioranza or comparativo di minoranza with a definite article and placing a term such as di, tra, or che before the second term of comparison: il pià ¹ serio tra i colleghithe most serious among colleagues il meno spiritoso della compagniathe least witty of the group NOTE:  »Ã‚  the definite article may precede the noun instead of the relative superlative: Quello à ¨ il treno pià ¹ veloce del mondo.That is the fastest train in the world. Quel treno à ¨ il pià ¹ veloce del mondo.That train is the fastest in the world.  »Ã‚  the second term of comparison can be implied: Carlo à ¨ il pià ¹ fortunato (tra gli amici, i colleghi)Charles is the luckiest (among friends, colleagues) There are some  aggettivi  qualificativi  (qualifying adjectives) that, in addition to the normal form of the comparative and superlative, have a Latin-derived form that is preferred in figurative expressions (see table below): la  cima  pià ¹Ã‚  altathe highest peak il  somma  poetathe great poet il  pià ¹ piccolo  sforzothe smallest effort la  minima  importanzathe least significant There are some adjectives that lack the positive (grado  positive) and other forms: POSITIVO  Ã‚  Ã‚  COMPARATIVO  Ã‚  Ã‚  SUPERLATIVO ASSOLUTO-   Ã‚  Ã‚  -   Ã‚  Ã‚  primo-   Ã‚  Ã‚  anteriore  Ã‚  Ã‚  - -   Ã‚  Ã‚  posteriore  Ã‚  Ã‚  postumo-   Ã‚  Ã‚  ulteriore  Ã‚  Ã‚  ultimo Il  primo  dellanno (il giorno che precede tutti gli altri)The first of the year (the day that precedes all the others) i  fatti  anteriori  allaccaduto (precedenti)the facts prior to the incident le zampe  anteriori  del cavallo (davanti)the forelegs of the horse un documento  posteriore  (successivo)a subsequent document le zampe  posteriori  (di dietro)the hind legs unopera  postuma  (pubblicata dopo la morte)a posthumous work ulteriori  chiarimenti (successivi e aggiuntivi)further clarifications lultimo  treno (che viene dopo tutti gli altri)the last train (which comes after all the others) lultima  casa della strada (la pià ¹ lontana)the last house on the street (the farthest) Adjectives that lack a comparative and superlative form include:  »Ã‚  adjectives that indicate material characteristics or qualities: chimicochemical romboidalerhomboidal ironferreo  »Ã‚  adjectives that indicate time periods: giornalierodaily settimanaleweekly mensilemonthly  »Ã‚  adjectives expressing nationalities, religions, or political beliefs: statunitenseU.S. protestanteProtestant comunistaCommunist  »Ã‚  adjectives already altered: grassoccioplump piccolinolittle one grandicellogrown-ups ALTERNATIVE FORMS OF AGGETTIVI QUALIFICATIVI POSITIVO COMPARATIVO SUPERLATIVO ASSOLUTO alto superiore sommo/supremo basso inferiore infimo buono migliore ottimo cattivo peggiore pessimo grande maggiore massimo piccolo minore minimo interno interiore intimo esterno esteriore estremo vicino (viciniore) prossimo

Historical Development of Nursing Timeline Research Paper

Historical Development of Nursing Timeline - Research Paper Example Hippocrates first theorized the practice of health care in the fifth century B.C. During the Middle Ages Catholic monks practiced early forms of nursing through caring for the sick and ill of Europe. During the 17th century nursing developed and increasingly became associated with the downtrodden members of society, such as prostitutes. Nurses during this period gained a poor reputation and were generally regarded as unreliable. It wasn’t until Florence Nightingale in the 19th century that nursing began to take on the shape of its contemporary form. This essay considers the historical development of nursing from the time of Florence Nightingale, and examines various elements related to the nursing profession. In the early 19th century the perception of nursing shifted dramatically as Florence Nightingale accepted a position as a nurse. While nurses had previously been associated with lower class individuals, Nightingale was a well-educated woman with a solid background. Her contributions to the nursing profession were substantial in shifting it to respectable levels. In 1853 Theodore Fliedner made further advancements. Fliedner established hospitals wherein there were stringent requirements for nursing professionals. This improved the reputation of nurses and led to the establishment of the British Institute of Nursing Sisters. The next significant advancements in nursing occurred at the beginning of the 20th century. In 1901 New Zealand became the first country to regulate nurses nationally. The United States would follow suit in 1903. During World War Two the nursing profession would again experience significant changes. During this period the war effort increasingly demanded that the bedside skills of nurses be expanded to include a new array of skills. As a result of these increased needs, the profession of nursing expanded with increasing amount of nurses being required to have advanced medical training. During this period nursing became increasingly organized as the war effort demanded improved levels of efficiency to treat the large amounts of wounded soldiers. Throughout the remainder of the 20th century nursing would advance in terms of both the profession and the theoretical science. In terms of the profession increasing amounts of licensure and educational options emerge further increasing the skills and understandings of nurses. For instance, the United States now offers both a Bachelor’s and Master’s of Science degree in nursing. In terms of nursing theory the 20th century would witness the development of a great variety of nursing theories (Barnum 1998). Today they are broadly categorized under broad nursing theory, that considers the pr actice of nursing as a whole, and mid-range nursing theories that focus on specific aspects of nursing (Barnum 1998). It’s the collection of these elements that make nursing the complex profession it is today. When considering nursing one of the main elements are the divisions between nursing as a profession and nursing as a science. The nature of the nursing profession is the actual occurrence of health care for individuals in hospitals or situations of medical need. The nursing profession is governed by a social contract wherein nurses are bound by ethical responsibilities. Within the profession there are varying degrees of nurses, based on education and licensing. For instance, there are both Licensed Practical nurses (LPN) and Registered nurses (RN); both of these individuals have different nursing responsibilities. Conversely, the nursing science is a comprehensive approach to nursing that develops theories related to advancing and improving nursing practice. Indeed, nur sing science has had a significant impact on other disciplines, such as philosophy, psychology and the social sciences. Within this context of understanding, nursing theories have examined many issues related to interpersonal interaction and human wellness. For instance, Henderson’s need theory advances notions philosophy and psychology

Excel Project Essay Example | Topics and Well Written Essays - 750 words

Excel Project - Essay Example In the graph provided below, it illustrates that the sales trend of the company is increasing. The trend in the sales growth of the company is rising from the August 2004 and dips down on March, April and July 2005. The sales peaked at $115,000 in the May 2006. Please note that the data for June 2006 is incomplete where it comprises only of three days data and it shall be disregarded. This is the reason for the sales decrease in June 2006. The sales strategies employed for 2006 is effective as illustrated by the big increase in sales from January 2006. The strategies utilized, such as discount levels, must remain consistent in order to assure the growth in sales performance of the company. It is recommended that the company consider developments in new product lines and/or expansion in the global market in order to further increase revenues. The highest performing country is USA where it generated 19% of the total net revenues of the company. This is followed by Germany at 18%, Austria at 10% and Brazil at 8%. The rest of the countries comprise less than 50% of the total net revenues of the company. The lowest performing country is Poland and Norway which generated less than 1% of the total revenues of the company. The company might consider focusing on the top 10 performing countries in order to exploit the buying power of the consumers. Focusing on lesser number of locations would create a more effective and efficient organization. It would minimize operations and logistics costs while increasing the marketing and distribution allocations. The countries with minimal growth shall be given up in order to free up the company’s resources. The top performing product category for the company is the beverage product. It has performed better from other categories for the year 2004 and 2006 while it is second category for 2005. The other performing products are dairy products followed by

Chinese government Essay Example for Free

Chinese government Essay Ai WeiWei blurred the lines between the aesthetic and the political. According to the internet, aesthetic is defined as concerned with beauty or the appreciation of beauty. Ai WeiWei used art to â€Å"protest† against the Chinese government. Ai Weiwei was a creative man who thought of ideas how to represent the names of all the children who were killed in a deadly earthquake. A commentator in the movie claimed that Ai WeiWei was doing a job that the government should be doing. A deadly earthquake collapsed many buildings including homes and schools. Thousands of children were killed and were left unrecognized. Ai WeiWei wasn’t going to let this go. He assembled a project, full of volunteers to help him search for the names of the children who were killed in the disaster. He placed every individual name on his wall. The project inspired him to create more pieces of art work to revolt against the Chinese government. Ai WeiWei was a fearless man. Ai WeiWei was very involved with social media. He used twitter to share to the world how corrupt China’s government was. He left China when he said â€Å"Fuck You Mother Land. † Cameras are sometimes forbidden in China. Ai WeiWei was assaulted by a police officer, but that did not stop him from taking pictures in front court houses or of an officer who was at the scene when he was attacked. Ai WeiWei created a wall full of back packs to make other individuals aware of the children that died in the earthquake. During the 2nd anniversary, Ai WeiWei asked his followers to pick a name and record it on tape and share it to the world. Ai WeiWei was sharing his experience in China of the corrupt government with thousands of people around the world. Ai WeiWei made people aware of what was going on in China. Ai WeiWei became well-known through his work of art. He expressed his ideas through his work. Not only did his art make him well-known, Ai WeiWei captured many supporters to revolt against the corrupt system. Ai WeiWei was a man with no selfishness. He looked out for others and he was always looking and searching for ideas that would help him and his followers. Ai WeiWei was not afraid of the consequences, as long as he knew it was for the good.

Smoking and Tobacco - Cigarettes Advertising and its Effects on Young Adults :: Argumentative Persuasive Topics

Tobacco Advertising and its Effects on Young Adults In this world there are many injustices that deal with our children. A main injustice is the advertising of tobacco directed to our youths. Every day 3,000 children start smoking, most of them between the ages of 10 and 18. These kids account for 90 percent of all new smokers. In fact, 90 percent of all adults state that they first start smoking as a teenager. The statistics clearly show that young people are the prime targets of tobacco sales. The head of these media companies are Marlboro and Camel. Marlboro uses a western character known as The Marlboro Man, and Camel uses the "smooth character" Joe Camel. Joe Camel who is shown as a camel with complete style has been attacked by many Tobacco-Free Kids organizations as a major influence on the children of America. Researchers at the Medical College of Georgia report that almost as many 6-year olds recognize Joe Camel as they do Mickey Mouse. That is very shocking information for any parent to hear. Children are attracted by these advertisements because they like cartoons, and they think that a cartoon is harmless and what the cartoon does is harmless too. There is so much cigarette advertising out there a child is sure to be struck by its attention. The companies deny that these symbols target people under 21 and claim that their advertising goal is simply to promote brand switching. Illinois Rep. Richard Durbin disagrees with this statement stating "If we can reduce the number of young smokers, the tobacco companies will be in trouble and they know it". The companies go toward a market that is not fully aware of the harm that cigarettes are capable of to keep their industry alive and well. When kids were asked why they started smoking, they gave two contradictory reasons: They wanted to be a part of the crowd. Children don't want to be left out, they want to be wanted. If their peers are smoking then they will want to smoke too. They also wanted to reach out and rebel at the same time. When children are told over and over by more authoritative people not to do something, then they are going to do it. They do this just to get back at the authorities or to satisfy their curiosity.

A Respectable Woman Essay

In A Respectable Woman Mrs Baroda follows the same course as Mildred in the beginning her interest in a man by feeling â€Å"piqued† at his lack of interest in her. The simple fact of the physical presence of the man is again what awakens the woman’s sexual interest as Gouvernail’s silences and indifference seem hardly designed to attract her. Again like Mildred Mrs Baroda is confused by the difference beetweeen the social role she expects her guers to play and Gouvernail’s actuality. Gouvernail does not register either Mrs Baroda’s indifference or her imposition of her presence upon him (other expression: G. does not respond to †¦ to do smth.) Without takinf any action or even engaging in the social niceties, both men are the unwitting instigators of dramatic developments in the self-knowledge of others; they are catalytic to momentous change in the lives of the women they encounter. Mrs Baroda becomes helpless in the face of her own physical desire; she resorts to flight and refuses to have any contact with G for more than a year. When in proximity to him she shas been consumed by the conflict arising from her struggle to keep hold on her identit as a â€Å"respectable woman† whilst attempting to control her newly awakened !physical being!. An ending to the story which would restore Mrs Baroda to her place as the embodiment of the title â€Å"A R W† is offered to the reader when the invitation to G is once again extended: â€Å"Ihave overcome everything† You will see. This time I shall be very nice to him†. What her husband taes as the overcoming of her dislike could also, of course, be the overcoming of her passion or, alternatively, the overcoming of the scruples which prevented her from pursuinf the attraction. The two latter interpretations hang suspended as possibilities above the story. However, whatever the reading of these lines , the fact remains that the intimacy of this married couple – evidenced by their informal sharing of the dressing-room, their liking for each other’s company, their â€Å"long, tender kiss! – has been and amy again be threatened. There is no certainty, no stabiklity, no emblem of a highly ordered society such as marriaag,e which is not susceptible to disruption by thedemands of physical desire. The story allows us to lift Mrs Baroda out of her closed reading as â€Å"A R W† ans to place her in an umber of alternative situations; the possibility exists for her to continuer as that woman or to use her reputation to conceal a quite different existence .We do not know what will happen but our reading of Mrs Baroda cane never be quite the same again because doubt has been planted by the ambiguous ending of the story and, having already witnessed both the power of feelings that shake her and her resolution to controla them, we are forces back into the body of the story in order to suspend judgement.

Pelican Stores Chapter 2 Case Study Statistics

Analysis of Data: Pelican Stores; National Clothing With the given data, it is feasible to find numerous comparisons and correlations in the within the numbers given. The most relevant data to the given case refers to the type of customer (whether or not the customer used the promotional coupon) as well as the number of purchases made using the various forms of payment mentioned within the data table.As the Case Problem introduction stated, there were 100 sales included in the data set, using four different methods of payment, to assess the use and productivity of the promotional coupon. Pelican Stores sent out a promotional coupon to boost sales and gain a new customer base, relying on the assumption that the promotional coupon will draw in those people. The key notes of the data to note that pertain to the productivity of the coupon is the Type Of Customer column.The data given is either â€Å"regular† or â€Å"promotional†. The â€Å"regular† customers are tho se who did NOT receive the promotional coupon, and are assumed to be already returning customers. The â€Å"promotional† customers are assumed to be new customers, because the only people who received the promotional coupon were â€Å"new customers† who had shopped at other National Clothing stores, but not at the Pelican brand stores. Another notable part of the data in this section is the Method of Payment bar graph.Note that the â€Å"Proprietary Card† payment method indicates purchases made by customers of other National Clothing stores (the Proprietary Card is a charge card only available through National Clothing). Figure 1: Shows the distribution of sales between the four different payment methods; Discover, MasterCard, Visa, Proprietary Car Figure 2: Shows the distribution of customer type between the two options; Regular (returning Pelican Stores customers) and Promotional (those who received the promotional coupon)

7 Tips to Automate Social Media Marketing Like a Boss - CoSchedule Blog

7 Tips to Automate Social Media Marketing Like a Boss Blog I saw a speaker at a big conference tell thousands of marketers  that automating social media posting  is evil. This was my first thought: Uh. What? That is TERRIBLE advice. ^  Thats all caps, bold, italics, and underline. Because its really stupid advice. Heres why. In general, automating your social media posts  can help you: Schedule  once and reap long-term benefits. Get more results with less effort. Communicate consistently and intelligently with your following. Of course, there are automation fails you should probably avoid like automatically replying to mentions that contain positive words. Because you might just end up looking like this: Image curated from this post from Spokal. So  what should you automate? Automate the social media posts that share your content and curated content. Its that simple. Your other option is to take that speakers advice and: Sit in front of your computer all day long. Memorize the best times + days to post on every social network. Set up reminders on your Google Calendar to help you post at those times. Write messages and design graphics on the fly when its time to post. Log in and out of every social network account you manage. Try to multi-task (even though its been proven that multi-tasking decreases your productivity). Feel stressed out all day long. ^ That sounds terrible, doesnt it? ;) Automation Youre Already Super Comfortable With Let me compare automatically posting your social media content to something youre already super  comfortable with scheduling. You aim to have several blog posts complete for at least a couple weeks from now. That way, you dont have to stress at the last second, and post content that might not be up to your standards of performance. You schedule those blog posts. Thats a form of automation. With automatic social media posting, you write and design your content, then simply schedule it to share at a later date. This automation helps you complete  and schedule your work at one time to eliminate the tedious, manual busywork that would otherwise force you to multitask and dramatically decrease your productivity. Social media automation eliminates tedious, manual busywork.3 Social Media Automation Myths So lets look at  some of the illogic against automatically sharing your social media content. Here are some things people say: 1. Automated Social Media Posts Are Penalized Buffer compiled original research comparing organically posted Facebook messages against messages posted  from a third-party tool. The findings? Posts from third-party tools, like (and Buffer, which  nicely integrates with), do not receive less engagement than  natively posted Facebook messages. 2. Automated Social Marketing  Is Impersonal You still need to write  your messages and design the  visuals youll share. ^ This takes a personal touch. If anything, dedicating time to write and design your content ahead of schedule should help you create better content. You wont be creating on the fly and posting instantly, which gives you the opportunity to strategize rather than react. With automation, you simply decide to share that content at a later time. 3. Automatic Social Media Posting Strips Engagement You still need to plan time to respond + engage with your audience when they share your content, reply to your social shares, and reach out to you. ^ This is not something to automate. 7 Tips  To  Automate Social Media Posts Like A Boss 1.  Plan A Variety Of Messages  For  Each Newsfeed Sure, you can share content  headlines. But  as your audience looks at your newsfeed on any social network, youll want a variety of message types that tend to work extremely well. Think about: Pro Tip: Use the Headline Analyzer built into  your marketing calendar to brainstorm many versions of your headlines for social shares. This practice allows you to share the same piece of content across multiple networks multiple times without making it feel like youre just sharing the same thing over and over when you automate. 2. Write For Each Network While advice on writing for social media generally spans all networks, there are mechanics to consider with your text. You will want to write multiple  messages for each network, especially if you plan to recycle those in your social media automation. 3. Design For Each Network Like the actual text in your social media messages,  optimize your visuals for each network. 4. Create A Posting Schedule For Every Piece Of Content You Publish + Curate By this point, youve written multiple engaging social media messages for each network. Youve also designed and optimized your visuals for each network. Now its time to think about scheduling and automating those social media messages.   helps you organize a posting schedule you can reuse again and again. Its called Social Templates. That feature helps you create a social media campaign template once, then reuse it later to save you from the  tedious, manual busywork of social media scheduling. In your calendar, open the piece of content you want to share. Then add the Social Campaign. Click on the Social Templates icon, and + Create New Template. Name your Social Template, then use Social Helpers to create placeholders where youll later place your actual social media message content. I think of Social Helpers like form fields: You are creating the template youll fill in and reuse again and again later on. So Social Helpers are reminders of what you want to include  in your posting schedule. You can use Social Helpers tons of different ways but if you took my advice and wrote and designed engaging messages for each network, Id label your text helpers and image helpers to complement one another. Let me show you by example. Lets say you wrote and designed three Facebook messages. In your Social Template, create Social Helpers for each of the three messages with a Text Helper and Image Helper to complement each other. This will ensure you match up your content the way youd expect: Text Helper: {facebook1} Image Helper: {facebook1} Text Helper: {facebook2} Image Helper: {facebook2} Text Helper: {facebook2} Image Helper: {facebook2} You get the idea. Now you can flesh out a posting schedule for every network in one place. After  youve created your Social Template,  apply it to your content and fill in the Social Helpers with the messages youve created. Now youll automatically share engaging content well beyond the moment you wrote your social media messages. Social Templates are available in all new marketing calendars! 5. Automatically Share At The Best Times For Each Social Network As you create your  posting schedule, its helpful to know the best times to post  on each network. Youre more likely to get the engagement, shares, and traffic you deserve by automatically sharing your content when each specific networks audience is most active: Luckily for you, this data is  built right into . As you set up your Social Template and schedule your messages, you can leave your default schedule setting on Best Time. will automatically share your message on the day you schedule at the best time to increase your engagement. Its a nifty feature we call Best Time Scheduling, and its available in  all new marketing calendars. That means you get all the benefits of reaching your audience without having to remember all the tedious data  about when each networks  users are typically active. 6. Share The Perfect Amount On  Each Network Even when you set up campaigns for each piece of content you publish and curate, there will be times when youre missing  engagement opportunities: So how can you fill in the gaps in your posting schedule to  share the perfect amount to every social network, every day?

The History and Archaeology of Chauvet Cave

The History and Archaeology of Chauvet Cave Chauvet Cave (also known as  Chauvet-Pont dArc) is currently the oldest known rock art site in the world, apparently dating to the Aurignacian period in France, about 30,000-32,000 years ago. The cave is located in the Pont-dArc Valley of Ardà ¨che, France, at the entrance of the Ardà ¨che gorges between the Cevennes and Rhone valleys. It extends horizontally for nearly 500 meters (~1,650 feet) into the earth and consists of two main rooms separated by a narrow hallway. Paintings at Chauvet Cave Over 420 paintings have been documented in the cave, including numerous realistic animals (reindeer, horses, aurochs, rhinoceros, bison, lions, cave bears among others), human handprints, and abstract dot paintings. The paintings in the front hall are primarily red, created with the liberal applications of red ochre, while the ones in the back hall are mainly black designs, drawn with charcoal. The paintings at Chauvet are highly realistic, which is unusual for this period in Paleolithic rock art. In one famous panel (a little bit is shown above) an entire pride of lions is illustrated, and the feeling of movement and power of the animals is tangible even in photographs of the cave taken in poor light and at low resolution. Archaeological Investigation The preservation in the cave is remarkable. Archaeological material in Chauvet caves deposits include thousands of animal bones, including the bones of at least 190 cave bears (Ursus spelaeus). The remains of hearths, an ivory spearhead, and a human footprint have all been identified within the caves deposits. Chauvet Cave was discovered in 1994 by Jean-Marie Chauvet; the relatively recent discovery of this remarkably intact cave painting site has allowed researchers to closely control the excavations using modern methods. In addition, the researchers have worked to protect the site and its contents. Since 1996, the site has been under investigation by an international team led by Jean Clottes, combining geology, hydrology, paleontology, and conservation studies; and, since that time, it has been closed to the public, to preserve its fragile beauty. Dating Chauvet The dating of Chauvet cave is based on 46 AMS radiocarbon dates taken on tiny pieces of paint from the walls, conventional radiocarbon dates on human and animal bone, and Uranium/Thorium dates on speleotherms (stalagmites). The deep age of the paintings and their realism has led in some circles to a scholarly revision of the notion of paleolithic cave art styles: since radiocarbon dates are a more recent technology than the bulk of cave art studies, codified cave art styles are based on stylistic changes. Using this measure, Chauvets art is closer to Solutrean or Magdalenian in age, at least 10,000 years later than the dates suggest. Paul Pettitt has questioned the dates, arguing that the radiocarbon dates within the cave are earlier than the paintings themselves, which he believes are Gravettian in style and date to no earlier than about 27,000 years ago. Additional radiocarbon dating of the cave bear population continues to support the original date of the cave: the bone dates all fall between 37,000 and 29,000 years old. Further, samples from a nearby cave support the idea that cave bears may have been extinct in the region by 29,000 years ago. That would mean that the paintings, which include cave bears, must be at least 29,000 years old. One possible explanation for the stylistic sophistication of Chauvets paintings is that perhaps there was another entrance to the cave, that allowed later artists access to the cave walls. A study of the geomorphology of the cave vicinity published in 2012 (Sadier and colleagues 2012), argues that the cliff overhanging the cave collapsed repeatedly beginning 29,000 years ago, and sealed the only entrance at least 21,000 years ago. No other cave access point has ever been identified, and given the morphology of the cave, none is likely to be found. These findings do not resolve the Aurignacian/Gravettian debate, although even at 21,000 years of age, Chauvet cave remains the oldest known cave painting site. Werner Herzog and Chauvet Cave In late 2010, film director Werner Herzog presented a documentary film of Chauvet Cave, shot in three-dimensions, at the Toronto film festival. The film, Cave of the Forgotten Dreams, premiered in limited movie houses in the United States on April 29, 2011. Sources Abadà ­a OM, and Morales MRG. 2007.  Thinking about style in the post-stylistic era: reconstructing the stylistic context of Chauvet.  Oxford Journal of Archaeology  26(2):109-125. Bahn PG. 1995. New developments in Pleistocene art.  Evolutionary Anthropology  4(6):204-215. Bocherens H, Drucker DG, Billiou D,  Geneste  J-M, and van der Plicht J. 2006.  Bears and humans in Chauvet Cave (Vallon-Pont-dArc, Ardà ¨che, France): Insights from stable isotopes and radiocarbon dating of bone collagen.  Journal of Human Evolution  50(3):370-376. Bon C, Berthonaud V, Fosse P, Gà ©ly B, Maksud F, Vitalis R, Philippe M, van der Plicht J, and Elalouf J-M.  Low Regional Diversity Of Late Cave Bears Mitochondrial  Ã‚  Journal of Archaeological Science  In Press, Accepted Manuscript.Dna  At The Time Of Chauvet Aurignacian Paintings. Chauvet J-M, Deschamps EB, and Hillaire C. 1996. Chauvet Cave: The worlds oldest paintings, dating from around 31,000 BC.  Minerva  7(4):17-22. Clottes J, and Lewis-Williams D. 1996. Upper Palaeolithic cave art: French and South African collaboration.  Cambridge Archaeological Journal  6(1):137-163. Feruglio V. 2006  De la faune au bestiaire - La grotte Chauvet-Pont-dArc, aux origines de lart parià ©tal palà ©olithique.  Comptes Rendus Palevol  5(1-2):213-222. Genty D, Ghaleb B, Plagnes V, Causse C, Valladas H, Blamart D, Massault M, Geneste J-M, and Clottes J. 2004.  Datations U/Th (TIMS) et 14C (AMS) des stalagmites de la grotte Chauvet (Ardà ¨che, France) : intà ©rà ªt pour la chronologie des à ©và ©nements naturels et anthropiques de la grotte.  Comptes Rendus Palevol  3(8):629-642. Marshall M. 2011.  Bear DNA hints at age of Chauvet cave art.  The New Scientist  210(2809):10-10. Sadier  B, Delannoy JJ, Benedetti L, Bourlà ©s DL, Stà ©phane J,  Geneste  J-M, Lebatard A-E, and Arnold M. 2012. Further constraints on the Chauvet cave artwork elaboration. Proceedings of the National Academy of Sciences Early edition. Pettitt P. 2008.  Art and the Middle-to-Upper Paleolithic transition in Europe: Comments on the archaeological arguments for an early Upper Paleolithic antiquity of the Grotte Chauvet art.  Journal of Human Evolution  55(5):908-917. Sadier  B, Delannoy JJ, Benedetti L, Bourlà ©s DL, Stà ©phane J,  Geneste  J-M, Lebatard A-E, and Arnold M. 2012.  Further constraints on the Chauvet cave artwork elaboration.  Proceedings of the National Academy of Sciences  Early edition.

Life Cycle Essay Example | Topics and Well Written Essays - 2000 words

Life Cycle - Essay Example Problems of business call for definite answers, to be given at once; the problem of life cannot be thus disposed of. Human life is made to consist of a succession of temporary practical problems, each of them set and once for all given by the outcome of the last and each of them to be solved, or in some form to be disposed of, right away. "Nothing which has ever interested living men and women can wholly lose its vitality" (Offer, & Sabshin, 1984). One can hardly state the limits of what this may be taken to mean. Such, however, is the attitude of humanism; and at the lowest terms it offers a complete contrast to the attitude of pragmatism. In connection with the pragmatic attitude it was said that the significance of any temporal moment of life, or the meaning of any present desire, might be anything you please; "the present" is a question of the present scope of imagination. The same indefinite possibility confronts us when we think to define the boundaries of human nature. Could we think of the human being simply as an organism with a definite habitat and a restricted span of life, we might then formulate a definite "science of ethics" (Offer, & Sabshin, 1984), based upon human nature as a natural fact, undisturbed by suggestions metaphysical. But such a science of ethics would hardly merit the name of moral philosophy. The "moral nature" of man implies that he is not a mere organism but an organism which is self-conscious and critical, an organism with imagination. To human nature as thus conceived it seems difficult to assign any "natural" boundaries. Despite the uniqueness of each individual and the different ways and varied environments in which we are raised, all of us are endowed with physical make-ups that are essentially alike and with similar biological needs that must be met. In common with all living things our lives go through a cycle of maturation, maturity, decline, and death. In common with all human beings each of us goes through a prolonged period of dependent immaturity, forms intense bonds to those who nurture us, and never becomes free of our need for others; and we mature sexually relatively late as if the evolutionary process took into account our needs to learn how to live and how to raise our offspring (Lidz, 1983). Each of us requires many years to learn adaptive techniques and become an integrated person, and we depend upon a culture and a society to provide our essential environments; we rely upon thought and foresight to find our paths through life and therefore become aware of the passage of time and our changing position in the life cycle. From an early age we know that the years of our lives are numbered; at times we bemoan the fact and at times we are glad of it; but in some way we learn to come to terms with our mortality and the realization that our lives are one-time ventures in a very small segment of time and space. These and many other such similarities make possible the generalizations and abstractions necessary for the scientific study of personality development. The Meaning of Development Many people have always been eager to form theories concerning the phenomena in and around them. They felt that once they had a "theory" concerning events, they could not only understand the event better but eventually control it (Offer, & Sabshin, 1984). When theories were proven wrong, new ones replaced old ones. In our opinion, a theory concerning normal human