A Deeper Darkness - Edgar Allen Poe essays

A Deeper Darkness - Edgar Allen Poe essays Edgar Allan Poe is considered to be one of the most influential short story authors of mystery, suspense, and the supernatural. His usage of literary techniques compels his reader to finish his tales at one sitting. It is believed that Poes usage of first-person narrative in his short stories enhances an underlying emphasis on the mysteries of the self, of others, of nature, ad of the universe through the narrators observations. Much of Poes works were used to undercut the easy optimism and certainty characteristic popular to his time because of his usage of the darker aspect of life and living. His works carry within them multiple senses of depths. Not merely representing the physical, his tales also have metaphorical depths of mystery, of uncertainty, of the Unknown. In most of Poes writings his sense of style and influential views are present through the uniqueness of his works. Regarded as the architect of the modern horror tales, Poe was also the principle forerunner of the art for arts sake movement in nineteenth-century European literature (Poe Intro., 2749). He is also credited with parenting two other popular genres: science fiction and the detective story (Keller, 1898). He demonstrates a brilliant command of language and technique as well as an inspired and original imagination (Poe Intro., 2749). Throughout his writing career Poe included personal experiences in his writing from his war with alcoholism to the death of young wife. The traumas and bizarreness of his life also give his writings an extra flare of suspense and the element to spark emotion in the reader. However, such traumas as losing his family to tuberculosis seemed to enthrall him into the arms of death. Thus, when observing details in his poetry and stories, the essen ce of tuberculosis symptoms are revealed. His pessimist outlook of life lies within the symbols of darkness an...

Free Essays on Ravers

Background Name of culture, country: Our project is on a sub-culture group called Ravers. The dictionary defines the word â€Å"rave† as a gathering or party where people, mostly teenagers and twenty some-things, come together to listen to music and dance. Ravers aren’t from any one country in particular. However the first modern raves started in and around London in the late 1980’s. Since then they have grown throughout Europe, United States, Canada, and Japan. Raves are now held in pretty much every city or town, whether it be heavily populated or in the middle of cornfields. Geographic location, climate: As mentioned above, geographic location varies. Raves are held in just about every major city in the United States especially in California, New York, and Florida, as well as Canada, UK, and Japan. Raves are usually held in an abandoned warehouse, a club, a beach, a field, an aircraft hangar or a sports arena. Pretty much anywhere you could fit a massive sound system and a lot of people. Climate varies in all of these locations because they are spread all across the world. Depending on the time of year, climate will vary from location to location. Economy: Ravers don’t really have a set economic system because it is a sub-culture. You don’t have to be poor or rich to be a raver. Raves attract all kinds of people. They can cost anywhere from $5 - $50. Usually the number of people at a rave is unimportant, it can range from 50 people to 25,000 people. The cost of attendance is unimportant too because there are some good raves and some bad raves at both cost spectrums. It has been said that the higher the price is, the more commercial the even and lower the quality. Government/Political Factors: There is no one set government for ravers. The people in charge of raves are most often ravers themselves or ex-ravers. They are given the tile called promoters. However, there are three different types of r... Free Essays on Ravers Free Essays on Ravers Background Name of culture, country: Our project is on a sub-culture group called Ravers. The dictionary defines the word â€Å"rave† as a gathering or party where people, mostly teenagers and twenty some-things, come together to listen to music and dance. Ravers aren’t from any one country in particular. However the first modern raves started in and around London in the late 1980’s. Since then they have grown throughout Europe, United States, Canada, and Japan. Raves are now held in pretty much every city or town, whether it be heavily populated or in the middle of cornfields. Geographic location, climate: As mentioned above, geographic location varies. Raves are held in just about every major city in the United States especially in California, New York, and Florida, as well as Canada, UK, and Japan. Raves are usually held in an abandoned warehouse, a club, a beach, a field, an aircraft hangar or a sports arena. Pretty much anywhere you could fit a massive sound system and a lot of people. Climate varies in all of these locations because they are spread all across the world. Depending on the time of year, climate will vary from location to location. Economy: Ravers don’t really have a set economic system because it is a sub-culture. You don’t have to be poor or rich to be a raver. Raves attract all kinds of people. They can cost anywhere from $5 - $50. Usually the number of people at a rave is unimportant, it can range from 50 people to 25,000 people. The cost of attendance is unimportant too because there are some good raves and some bad raves at both cost spectrums. It has been said that the higher the price is, the more commercial the even and lower the quality. Government/Political Factors: There is no one set government for ravers. The people in charge of raves are most often ravers themselves or ex-ravers. They are given the tile called promoters. However, there are three different types of r... Free Essays on Ravers Degeneration X: The Artifacts and Lexicon of the Rave Subculture The dizzying laser lights flashed in synchronicity with the pulsating bass of the music that bounced off the psychedelic warehouse walls. As my boyfriend and I mentally attempted to organize the chaos surrounding us, we pushed our way through the crowd of spasmodic lunatics who contorted their bodies in time with the music and lights. We located a couch in a room covered with cartoonesque, hyper-graphic graffiti. An androgynous man sat himself at my feet and began massaging my thighs, while a girl with her eyes rolled back into her head demanded that my boyfriend give her a massage. Just then the deejay laid his head in my lap, told me he was in love with me, and placed a bitter pill on my tongue. This certainly was the most bizarre method of earning three graduate credit hours I could imagine. So began my two-year ethnography on the American rave subculture. The scene described above was my initiation into the underground subculture where rave kids, typically under twenty-one years old, are given secret invitations to attend private warehouse parties with dancing, drugs, and thousands of their closest friends. Because of my youthful and unorthodox appearance, I was invited to join the then-highly-exclusive underground scene and attended numerous raves in several major cities in North Carolina. Although my chosen subculture was not typically examined by academia, I conducted an academic ethnography of what Maton (1993) describes as a "group whose world views, values and practices diverge from mainstream North American and social science cultures" (747). As a result, I received three graduate credit hours for "supervised research in ethnography" and conducted what may be the only academic ethnography on raves. The American rave subculture is an alternative, underground nightclub movement promoting techno music, synthetic drugs, and teen angst: the discos of the 1990s....

Attention-Deficit Hyperactivity Disorder Essay Example | Topics and Well Written Essays - 5000 words

Attention-Deficit Hyperactivity Disorder - Essay Example All of the above generates quite a challenge, given that many adult ADHD patients are self-diagnosed when they first seek clinical help. In addition to this physicians, psychiatrists and clinicians are often unfamiliar with the subtleties of adult presentations of a classically childhood disorder. In general sense ADHD (Attention Deficit Hyperactivity Disorder) is nothing more than parents or others seeking a medical explanation for behavior they cannot manage to control (Nigel et al, 2001:2.18). This is one of the biggest reason why ADHD is underestimated or a hidden problem in Adults. Occasionally, we may all have difficulty sitting still, paying attention or controlling impulsive behavior. For some people, the problem is so pervasive and persistent that it interferes with their daily life, including home, academic, social and work settings. Medical science first documented children exhibiting inattentiveness, impulsivity and hyperactivity in 1902. Since that time, the disorder has been given numerous names, including Minimal Brain Dysfunction, Hyper-kinetic Reaction of Childhood, and Attention-Deficit Disorder With or Without Hyperactivity. In the Diagnostic and Statistical Manual, 4th Edition (DSM-IV from the American Psychiatric Association, 1994) classification system, the disorder has been renamed to Attention Deficit Hyperactivity Disorder (ADHD). ... Since that time, the disorder has been given numerous names, including Minimal Brain Dysfunction, Hyper-kinetic Reaction of Childhood, and Attention-Deficit Disorder With or Without Hyperactivity. In the Diagnostic and Statistical Manual, 4th Edition (DSM-IV from the American Psychiatric Association, 1994) classification system, the disorder has been renamed to Attention Deficit Hyperactivity Disorder (ADHD). Here ADHD is described within two clusters of symptoms: inattention and hyperactivity-impulsivity. Each of this two areas, inattention and hyperactivity-impulsivity, are composed of nine different symptoms. These symptoms are listed in Attachment II. Beside these symptoms there needs to be clear evidence of significant impairment in the functioning of the person. Problems also have to persist for a minimum of half a year, and the first signs should be ascertained before the age of seven. Finally one must not be able to explain the symptoms by other diagnoses. Additional impairment has to be present in several situations in the person's life. As people can show symptoms from both areas, three subtypes define ADHD: 1. Combined Type This is the most common type, and means the person has six or more symptoms in each category 2. Predominantly Inattentive Type This means the person has six or more inattention symptoms but fewer than six hyperactivity symptoms. 3. Predominantly Hyperactive-Impulsive Type This is the least common type and means that the person has six or more hyperactivity-impulsivity symptoms but fewer than six inattention symptoms. Origin It is generally agreed upon that ADHD develops most common in early youth. There has long been debate over the direction of causation

All the Pros and positive aspects about the US legal system Essay

All the Pros and positive aspects about the US legal system - Essay Example However, there is more in law, for laws to be effective, the sovereign command must maintain the rule of power and its principles or directives that are applicable; moreover, they must apply equal magnitude to all citizens in the state. Furthermore, they should be accepted as laws which are legitimate rational, just and fair to all citizens. Legal systems on the other hand refer to systems that interpret as well as enforce laws. This paper will look at the positive aspects of the US legal systems. A medical legal aspect of medical records is an example of the US aspects of legal system. Records of care are provided to patients, the same records are used by the US legal processes, and they are used as relevant eyewitness in case of need. Here, the records are used to attest their reliability and veracity. The American legal system has rules that observe the records so that they are unimpeachable. The most relevant role of the records is that they give information about the patient to the healthcare team; the main goal is to ensure that the medical team offers safety and competent care to the American citizens (Lyer, Levin and Shea, 4). The US has indeed ensured that its citizens access medical care without difficulties, as a result, most illness have been eradicated in the US. The US has great legal systems and they are relevant in influencing the correction in the state. The legal aspect that involves correction management is present in the US legal system. This has been directly been impacted by the court ruling to ensure that US has correction facilities. In addition, there is change in the way they managers have been thinking about how they make their decision on small and great matters. These are in line with the way managers set their priorities in the manner in which they operate their institution as well as the community programs in the US. Administrators involved with correction issues are expected to take legal systems into account. It therefore means that the US academic studies as well as the daily activity of the correction officers are available in the US legal system (Pearlman, 3-4). The main goal of the US judicial system is to offer justice, solve disputes and interpret laws within the state. The positive part of the sophisticated judicial system in the US is its design; it is designed in a manner that it can be able to cover extremely large countries. In the US state for instance, it has hundreds of millions citizens, so having a system of court that can be applied to such a high population in provision of justice is indeed a success. The system has been designed to offer trials that are fair if one is accused of a certain crime. In addition, citizens have been given a chance to file lawsuits if they are treated wrongly in line with the laws of the country. In the US legal system on the other hand, victims of crimes have their right to defend themselves if accused or hire an individual to defend them before the jury or a judge. Judges are individual who determine if the accused is guilty based on the laws interpretations. Furthermore, the US court system is extensive and it extends to different court types, making it to be more effective compare to other legal system across the globe. For example, the US federal court system has been appointed to deal with matters of federal laws. In addition, America is

Science tells us the truth about reality Essay Example | Topics and Well Written Essays - 500 words

Science tells us the truth about reality - Essay Example The results will therefore explain real behavior of the studied objects and communicate the truth that is observed. Scientific information can also be gathered from people’s opinions and perceptions on reality. Information that is developed from these approaches represents truth because they rely on people’s experiences or rationale from observations. Collecting data on people’s experiences, for example, develops information from people’s real life experiences. It therefore communicates the truth to the extent that the source narrated the truth. Other methods for developing scientific information such as making direct observation or analyzing secondary sources of information also support the position that science tells the truth about nature. This is because the methods are accurate and consistent (Cottrell and McKenzie 194- 196, 230- 234). These mean that science based information is derived from real life experiences and is therefore reflective of the tr uth about the reality that develops it. There are however arguments that science does not tell the truth about nature. The fact that some theories are not developed from actual data means that the theories cannot be proved using real life issues. The theories may therefore lack accuracy and consistency in what they say about reality. Inaccuracy of what science says in the theories may mean that science is not saying the truth. Scientific information may also be true in one area but it may be false in another area because of inconsistency (Cottrell and McKenzie 13). Existence of factors and happenings that science cannot explain also means that science may not be telling us the truth about reality. Logics and mathematical positions are examples of truths that science does not explain. Science only offers assumptions on the positions. Many other scientific positions are based on assumptions that cannot be

Human Resource Management in a Global Company

Human Resource Management in a Global Company First Chapter Introduction Groups of people see the world through their own set of assumptions, attitudes, beliefs, and values. Learn about their culture and how it formed them, and aim to understand how other culture work so that everyone can be an effective global manager. Organization from every part of the world is reaching out beyond their domestic markets to become international players. Not only is this very challenging on the business them, but it also creates a challenge for individual managers who must cope with working across geographic and cultural borders. Managing globally provides clear systems and approaches to help manage global networks and teams, and it examines the skills needed for dealing with different cultures. It teaches how to succeed in this new world. This is widely recognised that an organisational diversity is obvious and necessary nowadays because of increasing pace of economic and technological development. Organisations need to be flexible if they seek to remain competitive and want to survive in a long run. This research explores the phenomenon of diversity in one of UK’s leading super market named Sainsbury’s (London Colney). The researcher intends to examine what the policy to work with different culture people and how management manage working with diversity people in workplace in the store in last two years I have seen. 1.1 What we think about culture: Hofstede, (1991) defined culture as ‘the collective programming of the mind which distinguishes the members of one category from another’. It’s about share your beliefs, values, expectations of a particular group of people and differentiates them from a member of other groups. It can be found at many different levels. Each cultural world operates according to its own internal dynamic, principles and its own laws. As individuals, we generally only become aware of our own culture when confronted by others. Cultural differences are significant differences which have been identified across countries based on observed cultural dimensions. 1.2 Why culture consider in a multinational company: Multinational companies are completely different from export-based firms not least because of their foreign subsidiaries. Not only does physical distance pose a challenge for effective communication, but also there is the challenge represented by cultural differences. Some MNCs have regarded cultural differences as so important that they have chosen to operate as multi-domestics with decision-making, management style and product development. The attitude is that people in the subsidiaries know best and should be allowed to go their own ways. For example, the attitudes in the Dutch electronics firm Philips for most of the previous century. The downside of this approach is the fiefdom and ‘not-invented-here’ mentality, which resulted in Philips’ North American subsidiary refusing to adopt the Philips video recorder (V2000) and opting instead for the rival Japanese model. However, many MNCs, including Philips since 1987, require a much greater degree of coordination, particularly in regard to learning. To do so, these firms must develop common practices and common values. If foreign subsidiaries are to be integrated for knowledge-sharing purposes, a starting point is an understanding of the mindsets of subsidiary management and employees in terms of their work-related values. The management challenge for many MNCs is to be able to adapt their organizations to culturally distinct environments without losing organizational stability. 1.3 About an organisation: Sainsbury’s is one of the leading retail super markets with approximately 792 stores all over the UK. There are some others supermarkets (Tesco, ASDA, Iceland and Somerfield) in UK which are the competitors of Sainsbury’s. All of them are trying their best to provide good services to their customers and working under diversity workplace. For the present research the researcher has taken Sainsbury’s London Colney to study about diversity. There were many reasons to select Sainsbury’s London Colney for this research. One of the reasons was that this is a big store with 350 employees working in different shifts (morning, evening, day, night and some are working as seasonal employees). The management of this store comprises on around 20 to 30 people. This is a 24 hours store, located in the retail park and is very busy because of its location and also because this is close to M25 and people can get everything from the same store and also there is some other shop near to Sainsbury’s like M S, Next, Boots and so on. The second reason to select this store as a case study was that the researcher is working in this store in its customer services and checkouts department so the researcher as a participant has enough experience to work with different culture people in the store in the last two years. The sample size of this research (which includes on management and employees) was also easily approachable to get the relevant data. The researcher was quite hopeful that management and employees will cooperate with him for collecting data. 1.3.1 Company policy and commitment to colleagues: There is much legislation surrounding the area of diversity and at the same time this provides a minimum standard for this policy, it is the company’s intention to move beyond simple legal compliance where appropriate. This policy exists to enable a working environment in which everyone feels valued and respected in everything that they do. Innovative thinking and different ideas are critical to Sainsbury’s success and their ability to develop new ways of adding value for their customers will be greatly enhanced by the diversity of experiences and perspectives amongst their colleagues. Their ability to attract and retain the highest ability of colleagues from the widest community is essential in sustaining a leadership position. The aim of the company is that all colleagues will be able to work in a diversity environment, where they will be free from discrimination. They are managing their colleagues under the principles of fairness and objectivity, which is integrated into all of the ways. According to Sainsbury’s policy, they will not accept or ignore unfair decisions, practices or requirements that qualify or exclude an individual from meeting essential employment requirements. They include, but are not limited to, a person’s age, race, colour, nationality, ethnic origin, gender, sexual orientation, religion. The equal of men and women are monitored and action taken where necessary and appropriate to ensure parity. In line with their flexible working policy, they will make it possible for colleagues to achieve a balance between their work and home commitments. They will ensure that the opportunities presented through diversity will be integrated into the development of new products and services that add value for their customers. The performance and effectiveness of Sainsbury’s diversity commitment and demographic colleague make-up of their stores are continuously reviewed and where improvement is identified, action has been taken. Any breaches of this policy have been treated seriously and also dealt with under their disciplinary policy. 1.4 Background/Current situation: As we know, now a day’s diversity is a one of the inclusive concepts and based on valuing everyone as a unique individual and celebrating this difference. The management of diversity is about individuals. The management of diversity goes beyond equal opportunities, instead of simply allowing a greater range of people getting more opportunity. The concept of diversity embodies the belief that people should be valued for their difference and variety. Diversity is supposed to enrich an organizations human capital, whereas equal opportunity focuses on various ethnic groups. As I said before that researcher is working in Sainsbury’s (London Colney) and have seen lots of differences about diversity. There are most of the people from Asian ethnic. But we have some Irish, African, Chinese and British as well. As I work in this store I have found some favour for same ethnic group. And for that other ethnic became sometime very aggressive. And from management level, there is also some gender valuing problem. We have seen lots of female managers rather then males. But other, like they don’t differentiate between ages, disabilities, colours and so on. So far you can say, they follow the procedures and that’s why they are success in business now a days. My research is about how they manage, and do they really follow the diversity policies? So, I intend to demonstrate, how a human resource manager can manage all those area and successfully complete company’s mission with different people. All overall, a self assessment for international human resource managers to evaluate and improve their global management skills. 1.5 Aims/Objectives: The primary aim of the research is therefore: To examine diversity, equality and discrimination issues in a multinational company, in particular, the way of HR managers to manage work with different culture people. The research objectives are: To determine what’s the company policy about diversity to manage work with different culture people and to become a successful global manager, aim to develop a global outlook. To outline the development of approaches to organizational analysis. To explore a multicultural company from the perspectives of diverse social groups. An international human resource manager needs to know the way of managing people in twenty first century. We are going to take an overview of what a manager needs to do in relations to managing people in a changing environment. I will be looking at: Diversity issues. International Human Resource Management policies. Managing people in a practical way. To examine the way of recruiting, and selecting the right people. As a human resource manager, we are likely to manage other people on a one- to-one basis. This involves understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design. Having accepted that there is a range of reasons why people behave differently in a work situation and that cannot make wild and generalized assumptions about any individual’s reasons for performing better or worse than average, we will recognize that when we put individuals together into a group, the behavior of that group is likely to be changeable. So it is important that they understand about the behavior of groups. So, all overall I will be going through with literature review to practical experiences to find my research project. Second Chapter Literature Review Everyone is different in age, gender, nationality, and ways of thinking. These differences are a source of strength. The concept of diversity means respect and acceptance. It means understanding each individual is unique and recognizing our individual’s differences. It can be the aspects of race, ethnicity, gender, age, sexual orientation, physical abilities, religious beliefs, political views and so on. It is exploration of these differences in a safe positive and development environment. Diversity is about creating an all-inclusive work environment that values and benefits from different human attributes, experiences, and skills at all levels and enables all employees to develop and contribute to their full potential. It is about understanding each other and moving beyond simple acceptance to implementation and celebrating the rich dimensions of diversity contained within each individual. Diversity and equality has become a key driving force in government policies. The concepts of diversity and equality are common but still there are some differences. Diversity is the acknowledgement and respect of differences within and between groups of people. And equality is the framework that enables access, participation, opportunities and contribution that is fair and inclusive. According to Lew Platt (1993-1995) â€Å"I believe the word â€Å"diverse† includes not only different genders and races, but also different cultures, lifestyle and ways of thinking†. 2.1 Diversity Management at work: The concepts of workplace diversity include the principles of equal employment opportunity. Equal employment opportunity policies address continued disadvantages experienced by particular groups of people in the workplace, including people with disabilities and those who mistreated by co-workers on the basis of race or ethnicity. These policies remain an important foundation for workplace diversity policy. Diversity management involves systematic and planned programs or procedures that are considered to improve interaction among diverse people, especially people of different ethnicities, sexes, or cultures. And to make this diversity, a source of inspiration, complementarities, and greater organizational effectiveness should be provided rather than a source of tension, conflict, miscommunication, or limitation on the effectiveness. 2.2 Diversity Approaches: The issues that diversity representatives focus on vary by country. In some countries, the question of language is important, some countries depends on ethnic group, or may be depend on ages. ‘Managing Diversity’ is a term that entered UK debates on equality approaches in the mid-1990s. While it is becoming increasingly common in the UK, there is still disagreement about its meaning and the extent to which it differs from previous approaches. One of the things which do seem to be distinct is the way these approaches deal with differences between employees. The traditional approach to equal opportunities seeks to treat everyone the same. Managing diversity approaches recognises that employees are different and suggest that workplace can get benefit from those differences. What this means for organizations is that they need to adapt to employee characteristics rather than simply expecting from employees to fit with pre-existing policies. The more fundamental alternative would be to restructure the way work is carried out so that everyone can be flexible for that. Another example would be the approach taken to ensuring that appraisal was carried out in a fair manner. A diversity approach would take a more radical look at what types of behaviour and activity are valued by the organization to see whether these are more commonly practised by members of one group rather than another. Business case arguments for diversity share many elements with equal opportunities approaches but they tend to stress additional arguments. These have included claims that diverse teams are more innovative than ones composed of homogeneous individuals and that non-traditional workers can reflect the needs of a wider customer base. Diversity approaches also place a strong emphasis on creating a culture within which everyone feels they belong and are empowered to reach their full potential. One aspect of this inclusiveness is an attempt to find policies which seem equally relevant to all employees. The second alternative is seen as the more radical approach. It argues that there are multiple sources of difference which are as important as those based on gender or ethnicity. People are not defined by whether they are from European or Asian background but instead vary along a numerous of dimensions including personalities and tastes. This approach to managing diversity is strongly focused on individuals as the objects of equality policy and as such is in line with wider trends to individualise employee relations. 2.3 Managing people: Management is often defining as â€Å"getting things done through people† Michael Armstrong (1998). By definition, managers cannot do everything themselves. They have to rely on other people. Managers are sometimes said to spend their time planning, organizing, motivating, and controlling. In practice, the work of managers is quite fragmented. It depends demand on the situation and on the people concerned than on any academic division of the task into clearly differentiated elements. Managers dealing with people: internally with their bosses, their colleagues and their staff; externally with their customers, suppliers, professional advisers and national and local government officials. A leading writer on management, Henry Mintzberg has suggested that managers have: Interpersonal roles: acting as a leader, providing guidance and motivation and maintaining a web of relationship with many individuals and groups. Informational roles: continually seeking and receiving information as a basis for action, passing on factual information, and transmitting guidance to subordinates in making decision. Resource allocation roles: making choices about scheduling their own time, allocating task to people and authorizing actions. Disturbance handling roles: dealing with involuntary situations and change beyond their control. The human resources of an organization consist of all people who perform its activities. In a sense, all decisions that affect the workforce concern the organization’s HRM function. Human resource management concerns the personnel policies and managerial practices and system that influence the workforce. Regardless of the size-or existence-of a formal HRM or personnel department (many small businesses have no HRM department). So as an example, line managers will spend more than 50% of their time involved in human resource activities such as hiring, evaluating, disciplining and scheduling employees. But the jobs are not done yet. As a manager they need to look after employees’ performance. On the based of performance they need to motivate them, understand them and evaluating them. 2.4 Key concepts for Global Managers: The following concepts contain the underlying message of this article. These concepts have direct relevance to the effectiveness of global managers. An understanding and utilization of these concepts are critical to one’s successful global performance. Global leadership- being competent of operating effectively in a global environment and respectful of cultural diversity. This is an individual who can manage accelerating change and differences. The global leader is open and flexible in approaching others can cope with situations and willing to re-examine and alter personal attitudes and perceptions. Cross cultural communication- recognizing what is involved in one’s image of self and one’s role, values, standards, values, and expectations, which are culturally circumstance. Such a person understands the impact of cultural factors on communication. Most of the people are aware of verbal and non- verbal differences in communication with persons from another culture. Not only does such a person seek to learn another language, but also they are aware that, even when people speak the same language, cultural differences can alter communication symbols and meanings and result in misunderstanding. Cultural sensitivity- a person understands the cultural influences on behaviour. This individual behaviour translates such cultural awareness into effective relationships with those who are different. Acculturation- effectively adjusting and adapting to a specific culture, whether that be a subculture within one’s own country or abroad. Such a person knows the impact of culture shock in successfully managing transitions. Therefore, when dealing with employees from diverse cultural backgrounds, this person develops the necessary skills and avoids being ethnocentric. Cultural influences on management- understanding that management philosophies are deeply rooted in culture and that management practices developed in one culture may not easily transfer to another. Effective intercultural performance- applying cultural theory and policies to specific cross-cultural situations that affect people’s performance on jobs. Changing international business- coping with interdependence of business activity throughout the world as well as the subculture of the managerial group. The global manager appreciates the effect of cultural differences on standard business practices and principles, such as organisational loyalty. Cultural synergy- building on the very differences in the world’s people for mutual growth and accomplishment by co-operation. Cultural synergy through collaboration emphasizes similarities and common concerns and integrates differences to enrich human activities and systems. Work culture- applying the general characteristics of culture that how people work at a point in time and place. In the macro sense, work can be analysed in terms of human stages of development. In the micro sense, work culture can be studied in terms of specific industries, organizations or professional groups. Global culture- understanding that, while various characteristics of human culture have always been universal, a unique global culture with some common characteristics might be emerging. Global managers are alert to serving this commonality in human needs and markets with strategies that are transnational. 2.5 Construct area of diversity: Diversity is â€Å"the representation, in one social system, of people with distinctly different group affiliations of cultural significance† Cox (1993). Deresky (1994) also highlighted that, the differences between group members illustrated in terms of the extent such as culture, age, race, sexual orientations, gender and ethnic. There are three characteristics of construct area of diversity, which are classified employees differences. These are Demographic, organisational and socio-cognitive diversity. Demographic diversity: According to Jackson et al (1995), diversity such as ethnicity, age, nationality and gender those are considered visible attributes that can be easily characterised in particular individuals. Organisational diversity: The second category is organisational diversity. It may include: a) Staff job security in the firm. b) Work or professional experience. c) Occupation, functional or job portfolios of the employees such as marketing, production, and finance. Socio-cognitive diversity: The last category is socio-cognitive diversity, which includes cultural and religious values, knowledge level, beliefs and personalities characteristics. By establishing and organising the staff according to their distinctive attributes, it will facilitate business managers to have a more objective understanding and appreciation of their diverse staff’s behaviours, attitudes and values, given the implications for interpersonal and organisational processes and outcomes when staff members work together. As peoples values and beliefs vary individually as a result of their socio-cultural differences, this will affect organisational processes and configurations. For examples:- cross-cultural communication, management-subordinate relationships, international team management, leadership and decision-making styles, staff motivations, staff recruitment, selections and development, and other managerial functions. Apart from the jobs, employees also have differences based on their position within society. Whether an employee a man or women, from a particular ethnic group, is of a particular sexual orientations, has a disability may affect what they want from employment and what are able to offer. Some of these differences may also affect people’s access to jobs and their progress within organisations. 2.6 Discrepancies between academic research and HRM practice: While HRM executives and managers are more educated and professional than in the days when they were in charge of personnel, the level of knowledge in practicing HRM in another part. Many companies hire MBAs for HRM jobs when not even a single HRM course is required in the typical curriculum for an MBA. Recruitment: As an Academic research finding, quantitative analysis of recruitment sources using yield ratios can facilitate in recruitment. On the other hand HRM practices, less than 10% calculate yield ratios and less than 25% know how. Staffing: According to academic research findings, realistic job previews can reduce turnover and weighted application blanks reduce turnover. Alternatively, HRM practices, less than 20% of companies use RJPs in high-turnover jobs and less than 30%. Performance appraisal: According to academic research findings, do not use traits on rating forms, make appraisal process important element of manager’s job. On the other hand, more than 70% still use traits, less than 35% of managers are evaluated on performance appraisal. 2.7 International HRM: Domestic HRM is involved with employees within only one national boundary. And we define the field of IHRM broadly to cover all issues related to the management of people in an international context. Hence our definition of IHRM covers a wide range of human resource issues facings MNCs in different parts of their organisations. Additionally, we include comparative analyzes of HRM in different countries. The complexity of international HR can be attributed to six factors: More HR activities. The need for a broader perspective. More involvement in employee’s personal lives. Changes in emphasis as the workplace mix of expatriates and a local varies. Risk exposure. Broader external influences. In addition to complexity, there are four other variables that moderate differences between domestic and international HRM. These four additional moderators are: The cultural environment. The industry with which the multinational is primarily involved. The extent of reliance of the multinational on its home-country domestic market. The attitudes of senior management. 2.8 International HR policy: In spite of the corporate business strategy unique to each company that they will drive the specifies of an international human resource policy, there are certain objectives that any effective IHR policy should aim to accomplish. And these objectives are: The policy should attract and motivate employees to accept international assignment. It should provide competitive pay plans to ensure the assignee can maintain his or her accustomed lifestyle. It should promote career succession planning and include guideline on repatriation and additional overseas assignment. It should facilitate relocation between home and host location. And finally, it should be cost-effective, understanding and easy to administer. To meet these objectives, we must have internal and external programs functioning to handle the following six areas. In addition to the required technical and business skills, key traits to consider include: cultural sensitivity, interpersonal skills, and flexibility. Document and formally communicate the assignee’s specific job requirements and associated pay in an assignment letter. Identify the compensation, benefits and tax approach that meets company objectives. Some common approaches to pay include: home balance sheet, destination-based, net-to-net, flexible. Assist the assignee with disposition or management of home and automobiles, shipment and storage of household goods, work permits and pre-assignment visits. Provide cultural orientation, language training, spousal support, education assistance, home leave, and emergency provisions. As the average cost of sending an expert on an overseas assignment is between three and five times the employee’s pre-departure salary, quantifying total costs for a global assignment is essential in the budgeting process. 2.9 Integrated HR systems to develop global leaders: Companies with global human resource information systems are likely to be far better positioned to succeed in the highly competitive international market. Multinational companies often discover that, especially in newly emerging markets, local management talent is rarely available to establish and build operations. Consequently, many companies conclude that the only way to start doing business in these markets is to relocate experienced managers from around the globe. Companies doing work in the international marketplace have discovered that providing pre-departure screening and orientation is essential to achieving the highest rates of success. A human resource information system might include data on the potential training needs and past technical and cross-cultural experiences. Having such data would enhance the probability not only of selecting the best candidates, but also chances for success on the assignment, as a result having a great impact on the future development of global leaders. Because most multinational companies now require international experience in order to move up the corporate hierarchy, tracking information related to international assignment can make a important contribution to management development. 2.10 Diversity in multinational companies: The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse background and cultures working together in the same office or for the same organization. Conflict in such situations is expected, but understanding the diversity issues can help to minimize the conflict and take benefits from diversity group of people brings to an organisations. To understanding how diversity is manage in multinational organizations, try to understand the concept of corporate culture, which defines organisational diversity programs and their use to minimize conflict among employees. Companies and countries can no longer operate as if the rest of the world did not exit. New trading blocs, based on regional, not national, interests have formed with the European Economic Community and the North America Free Trade Agreement. There will be increased pressure influenced by the country culture. For examples, some corporate cultures may encourage women and men gathering together socially after work while country culture would prohibit this. A female executive from the USA might well have difficulty adapting to the rituals of her own company in a foreign country, particularly when the country culture differs greatly from the American cultures. In the case of working mothers, it is usually the woman who is responsible for picking children up from childcare (Deal Kennedy, (1982, p. 80). 2.11 Understanding crosses cultural communication: Some cultures communicate most readily via written messages, while others prefer talking. To relate successfully, understand what communication is, how it works, and how to tailor it to the cultural context into which it will be received. When we â€Å"deliver† a message. We assume that we have â€Å"communicated†. But it is often the case that what has been said is not the same as what has been heard. Although the communication may feel in control, it is the receiver who determines whether communication takes place. The outcome of successful communication is agreement about meaning. This can be difficult to achieve in cross-cultural communication where some degree of misunderstanding is expected. In relationship-focused cultures, such as those in Asia, words only convey a small part of the message; the l

The Role of Women in Antigone :: Literary Analysis, Sophocles

One of the conflicts in Antigone, is the struggle between men and women. Ismene tells Antigone that since birth, women â€Å"were not born to contend with men,† (75) displaying women’s obedience and passivity. In the same passage, Ismene says: â€Å"we’re underlings, ruled by stronger hands,† (76) a representation of men’s aggressive and â€Å"stronger hands† that dominate women and treats them as second-class citizens. The only woman in Thebes who desires to break free from these chains is Antigone, who stands up against Ismene’s passivity urging her to â€Å"submit to this,† (77) and defy Creon by burying Polynices. By breaking Creon’s edict, Antigone challenges the traditional gender roles women and men play. In what ways does the theme of gender in Antigone, demonstrate the passion and choices behind Antigone and Ismene’s decisions? Ismene believes that women are â€Å"underlings† (76) and not â€Å"contend[ing] with men† (76) because she knows that men will always control society. This viewpoint of men’s domination of women depicts Ismene to be submissive to males while being fearful of men’s authority. Ismene is unable to have control over her destiny and decisions because she is fearful of men’s power over women, which leads to her refusing to bury Polynices. Later in the play, Ismene questions Creon’s judgment by saying â€Å"you’d kill your own son’s bride?† (641) which indicates that she is now aware that woman should have a voice and power in society. Her new understanding of Antigone’s message gives her the strength to query Creon, while additionally highlighting his cruelty. Ismene’s original belief of â€Å"submit[ing] to this† (77) and being a proper Greek girl, eventually transforms into becoming an advocate for An tigone. Her transformation defies men’s authority, the opposite of what she used to believe in. Antigone believes that a woman should be intrepid and strong, even at the risk of challenging men’s authority. When she proposes to bury Polynices, Ismene answers, â€Å"we’re not born to contend with men†. (75) Antigone’s response, â€Å"that death will be a glory† (86), does not directly address gender issues, but it expresses her fury at Ismene’s passivity. After the burial of Polynices, Antigone defiantly states, â€Å"I did it. I don’t deny a thing,† while being interrogated by Creon (492) and later comments that she was â€Å"not ashamed for a moment, not to honor my brother†. (572-3) Antigone’s gallant speech and defiance toward traditional gender identities audaciously shows her revolutionary desire for gender equality.

Rethinking Marketing Essay

Companies today have technology that enables them to interact directly with customers. Firms must make use of this technology to focus on customer needs and develop into customer-oriented companies rather than product oriented ones. In order to facilitate this change a change in the company’s strategies as well as structure becomes necessary. This change includes reinventing the organizations marketing department entirely. One such change in strategy involves customer cultivation. Companies must move from being traditional companies to customer cultivating companies. A customer cultivating company is one that focuses on individual or small groups of customers as opposed to a traditional company that focuses on the mass. Many firms today are trying to make this strategy work. For example IBM, Tesco and American express. Next we come to change in structure, which involves reorganizing the marketing department. * Firstly CMOs must be replaced by CCOs (chief customer officer). The CCO’s job is to plan and implement the firms customer relationship strategy and supervise all customer-facing functions. * Secondly under the CCO will work the customer managers who identify the customer’s needs and direct brand mangers to fulfill those needs. * Customer- facing functions: some functions such as the customer relationship management that forms a part of the IT department must be made a part of the customer department. CRM (a tool for gauging customer needs and behavior) contains the data needed to implement customer cultivation strategy and hence essentially forms a part of the customer department. * Market research: market research changes to become more customer focused as well. * Research and Development: marketing and R&D must be integrated so that the customer itself can be brought into the process of designing products. * Customer service: the customer department must handle this service to ensure both quality and building long-term relationships with customers. With change in strategy there comes a need to change the measures that gauge the effectiveness of the strategy as well. These changes in measures are as follows: * Product profitability to customer profitability * Current sales to customer lifetime value * Brand equity to customer equity * And lastly market share to customer equity share. All in all the article considers reinventing the strategies and structure of companies to make them focus on building lasting customer relations rather that building brands.

Chelicerates (Chelicerata)

Chelicerates (Chelicerata) Chelicerates (Chelicerata) are a group of arthropods that includes harvestmen, scorpions, mites, spiders, horseshoe crabs, sea spiders, and ticks. There are about 77,000 living species of chelicerates. Chelicerates have two body segments (tagmenta) and six pairs of appendages. Four pairs of appendages are used for walking and two (the chelicerae and the pedipalps) are used as mouthparts. Chelicerates have no mandibles and no antennae. Chelicerates are an ancient group of arthropods that first evolved about 500 million years ago. Early members of the group included the giant water scorpions which were the largest of all arthropods, measuring up to 3 meters in length. The closest living cousins to giant water scorpions are the horseshoe crabs. Early chelicerates were predatory arthropods, but modern chelicerates have diversified to take advantage of a variety of feeding strategies. Members of this group are herbivores, detritivores, predators, parasites, and scavengers. Most chelicerates suck liquid food from their prey. Many chelicerates (such as scorpions and spiders) are unable to eat solid food due to their narrow gut. Instead, they must expel digestive enzymes onto their prey. The prey liquifies and they can then ingest the food. The exoskeleton of a chelicerate is a hard external structure made of chitin that protects the arthropod, prevents desiccation, and provides structural support. Since the exoskeleton is rigid, it cannot grow with the animal and must be molted periodically to allow for increases in size. After molting, a new exoskeleton is secreted by the epidermis. Muscles connect to the exoskeleton and enable the animal to control the movement of its joints. Key Characteristics six pairs of appendages and two body segmentschelicerae and pedipalpsno mandibles and no antennae Classification Chelicerates are classified within the following taxonomic hierarchy: Animals Invertebrates Arthropods Chelicerates Chelicerates are divided into the following taxonomic groups: Horseshoe crabs (Merostomata) - There are five species of horseshoe crabs alive today. Members of this group live in shallow marine waters along the Atlantic coast of North America. Horseshoe crabs are an ancient group of chelicerates that date back to the Cambrian. Horseshoe crabs have a distinct and unsegmented carapace (hard dorsal shell) and a long telson (a spine-like tailpiece).Sea spiders (Pycnogonida) - There are about 1300 species of sea spiders alive today. Members of this group have four pairs of very thin walking legs, a small abdomen, and elongated cephalothorax. Sea spiders are marine arthropods that feed on nutrients of other soft-bodied marine invertebrates. Sea spiders have a proboscis that enables them to obtain food from prey.Arachnids (Arachnida) - There are more than 80,000 species of arachnids alive today (scientists estimate that there might be more than 100,00 living species). Members of this group include spiders, scorpions, whip scorpions, ticks, mites, pseu doscorpions, and harvestmen. Most arachnids feed on insects and other small invertebrates. Arachnids kill their prey using their chelicerae and pedipalps. Sources Hickman C, Roberts L, Keen S. Animal Diversity. 6th ed. New York: McGraw Hill; 2012. 479 p. Ruppert E, Fox R, Barnes R. Invertebrate  Zoology: A Functional Evolutionary Approach. 7th ed. Belmont CA: Brooks/Cole; 2004. 963 p.

The Salem Witch Trials and the Fear of Difference essays

The Salem Witch Trials and the Fear of Difference essays Individuality is encouraged yet frowned upon if people don't fit into the certain mold that society has created as the "norm," then they are excluded and considered an outcast. Because of our society, many people are afraid to be unique and different. Before reading, The Crucible, I thought our society recently became like this. In time periods like the 70's people were not afraid to be different, and express themselves by doing what they felt like doing, saying what they believed, or even dressing the way they preferred. However, I now realize that in the 1950 's, when The Crucible was written, there were numerous towns that had the same problem we have today. Salem was a town run by a theocratic government, in which the government of the town made sure that each person living in the town had the same beliefs. The town government felt threatened by any person in the town who had their own beliefs. For that reason, Salem was one of those towns where people were afraid of difference. Vengeance is the act of punishing another. The act of vengeance was one reason there was so much ruckus in the town of Salem. Usually, the adults in Salem had the majority of the power. However, the children were now controlling the town. The children had so much control over the town because they were the ones who were corrupted by the devil. Therefore, everyone was listening to what they had to say. The entire town of Salem is getting worried because when the adults had control over the children, and they all did what the town government told them to do and believed what they were told to believe, everything was going well. However, now that the children have rebelled, everything and everyone in the town is going crazy and being turned upside down. On page 77 of the book, there is a quote that illustrates this. "I'll tell you what's walking Salem- vengeance is walking Salem. We are what we always were in Salem, but now the crazy little children are ja...

Revising E-Mails and Podcasts Essay Example | Topics and Well Written Essays - 250 words

Revising E-Mails and Podcasts - Essay Example When reading it is easy for somebody to get bored or keep losing track of the particular sentence he or she is reading. I am therefore suggesting three improvements that would ensure the reader’s attention is maintained. First, the sentences need to be grouped into paragraphs, second it would helpful if headings and subheading were included and lastly the font size and line spacing should be a bit bigger. My second issue is about the audio player, in my opinion I would prefer if instead of the player only showing a paly button, you should make your podcasts have some attractive pictures or slide show display relating to the topic. This will ensure the listener does not lose attention or focus to other moving objects in his or her environment. The third issue is the download link is missing from the podcast. Sometime I may require downloading the podcast and listening to it somewhere where I do not have internet connection. However, I have realized that without a third party application this is not possible. I think this would another better way to improve the podcast. Finally I would like to thank you for the informative and comprehensive nutrition advice you provide it has helped me a lot improve my lifestyle. Renagel, M. (2011, September 20). The Nutrition Diva: Quick and Dirty Tips for Eacting Well and Feeling Fabulous/155 ND Truth about Whole Grains. Retrieved from Podcast.com:

Management of Human Resources Individual work wk4 Assignment

Management of Human Resources Individual work wk4 - Assignment Example First is the economic globalization where there is increased global marketplace for products. Therefore, organizations should emphasize on innovating new products as well as employ people who are highly skilled and knowledgeable for most businesses are operating globally. Secondly, there is a shortage of skilled labor and talented employees worldwide therefore through information technology it is possible to employ a global workforce thus making it possible to operate globally therefore should be embraced. Thirdly, different countries have different cultures therefore for those firms that operate in more than one country, it is important to adapt the local cultures of each country. Lastly, the business strategies of an organization describe the ways these organizations plan to gain advantage and stay ahead of the competitors. Organizations should ensure that they produce goods of high quality, constantly innovating, providing the best services to customers and keeping costs low. Thes e changes will be incremental as the business world is developing very fast and organizations need to keep up with the speed to beat competition. The HR policies will be affected greatly by the changes. This is because of the fact that they will need to recruit new staff who are skilled as well as train those already in the business it will be costly but worthwhile. I addition, the performance of most organizations will also go up because organizations will be using up to date technology and skilled workers. The consequences include an expensive work force who will be asking for bigger pay for the services they offer as well as the business will grow due to the good performance of the skilled employees. Some of the advantages of using employee surveys to assess progress toward HR objectives include the ability to survey a large number of employees at the same time as well as getting honest and ample feedback. In addition,