Cultural Relativism vs. Ethnocentism - which is more...

To view one’s own culture as the universal by which all others are judged would be ultimately subjective, as our perceptions of cultural differences are shaped largely by our immersion in our own culture. An ethnocentric approach stems from judging an alternate culture in relation to one’s own pre-conceived cultural values, held to be superior; the parallax phenomenon, the inability to escape our own biases, prevents objective analysis of different cultures. A cultural relativist maintains the post-modernist view that there is no moral or cultural high-ground with which to judge one culture in relation to another, thus each culture must be understood from its own perspective, and within its own context. Some practices may appear bizarre†¦show more content†¦This view would be essentially subjective, as it relies upon the biases of the observer; the judgement is superficial and does not require any further understanding of the context of the Trobriand’s f ears. From a cultural relativist’s perspective, the subject requires contextual understanding before judgement. The Islanders’ history of attack from rival Dobu islanders with a propensity for cannibalism caused Trobriand society to maintain powerful political controls to protect the society from outside infiltration (Glass, 1988, p57). Rigid controls on bodily hair and gender segregation, although strange to a Western observer, are just symptoms of a society’s survival mechanisms. Through relativism, logical and objective deductions can be made about practices that would be seemingly inferior from a partisan, ethnocentric viewpoint. The radical implication of cultural relativism is that every cultural practice or belief requires an attempt to understand it from a sympathetic perspective, no matter how abhorrent the practice may seem (Greenwood amp; Stini, 1977, p182, as cited in Schultz amp; Lavenda, 2005, p25). However, relativistic thinking does not give free licence and acceptance to all practices; for example, female genital mutilation. There are boundaries drawn by cross-cultural universal values that require an observer to question why a cultural group practices

Jewish Resistance to Nazi Occupation Free Essays

Emmery Cary Mr. Harvey Social Studies Research Paper 10 November 2012 Jewish Resistance From early 1930s to middle 1940s, Jews in Germany, Poland, and other parts of Europe faced discrimination from Hitler and the Nazis. They were sent to ghettos and later concentration camps and extermination camps. We will write a custom essay sample on Jewish Resistance to Nazi Occupation or any similar topic only for you Order Now In the ghettos, Jews had to live in small homes and consumed small amounts of food. In addition, disease and death were rampant. Living conditions were worse in the concentration camps. In contrast to common belief, not all Jews accepted such unreasonable and unequal treatments of the Nazis. Consequently, Jews resisted in various forms. Resistance by the Jews could be as simple as planning uprisings and escapes. They disguised themselves as Aryans (non-Jewish people). They organized secret schools and religious services, hid Jewish books, and wrote diaries about life and death. The effort to preserve their traditions was a kind of spiritual resistance. (Fidhkin 8) Resistance took forms without weapons. For many, attempting to carry on a semblance of â€Å"normal† life in the face of wretched conditions was resistance. David Altshuler writes in Hitler’s War against the Jews about life in the ghettos, which sustained Jewish culture in the midst of hopelessness and despair. (Grobman) Underground newspapers were printed and distributed at great risk to those who participated. Praying was against the rules, but synagogue services occurred with regularity. The education of Jewish children was forbidden, but the ghetto communities set up schools. The observance of many Jewish rituals, including dietary laws, was severely punished by the Nazis, and many Jews took great risks to resist the Nazi edicts against these activities. Committees were organized to meet the philanthropic, religious, educational, and cultural community needs. Many of these committees defied Nazi authority. (Grobman) The Jews did not care that these actions were against the rules. They felt they needed to keep their race and religion alive and they did whatever they needed to do peacefully. Some Jews thought differently though. Many Jews thought they needed to use violence to beat the Nazis. Nazi-sponsored persecution and mass murder fueled resistance to the Germans in the Third Reich itself and throughout occupied Europe. Although Jews were the Nazis’ primary victims, they too resisted Nazi oppression in a variety of ways, both collectively and as individuals. Organized armed resistance was the most forceful form of Jewish opposition to Nazi policies in German-occupied Europe. Jewish civilians offered armed resistance in over 100 ghettos in occupied Poland and the Soviet Union. Also in Eastern Europe, Jewish units fought the Germans despite minimal support and even anti-Semitic hostility from the surrounding population, thousands of Jews battled the Germans in Eastern Europe. Jews resisted when the Germans attempted to establish ghettos in a number of small towns in eastern Poland in 1942. As the Germans liquidated the major ghettos in 1943, they met with armed Jewish resistance in Krakow (Cracow), Bialystok, Czestochowa, Bedzin, Sosnowiec, and Tarnow, as well as a major uprising in Warsaw. Between July 22 and September 12, 1942, the German authorities deported or murdered around 300,000 Jews in the Warsaw ghetto. SS and police units deported 265,000 Jews to the Treblinka killing center and 11,580 to forced-labor camps. The Germans and their auxiliaries murdered more than 10,000 Jews in the Warsaw ghetto during the deportation operations. The German authorities granted only 35,000 Jews permission to remain in the ghetto, while more than 20,000 Jews remained in the ghetto in hiding. For the at least 55,000-60,000 Jews remaining in the Warsaw ghetto, deportation seemed inevitable. In response to the deportations, on July 28, 1942, several Jewish underground organizations created an armed self-defense unit known as the Jewish Combat Organization (Zydowska Organizacja Bojowa; ZOB). Rough estimates put the size of the ZOB at its formation at around 200 members. The Revisionist Party (right-wing Zionists known as the Betar) formed another resistance organization, the Jewish Military Union (Zydowski Zwiazek Wojskowy; ZZW). Although initially there was tension between the ZOB and the ZZW, both groups decided to work together to oppose German attempts to destroy the ghetto. At the time of the uprising, the ZOB had about 500 fighters in its ranks and the ZZW had about 250. While efforts to establish contact with the Polish military underground movement (Armia Krajowa, or Home Army) did not succeed during the summer of 1942, the ZOB established contact with the Home Army in October, and obtained a small number of weapons, mostly pistols and explosives, from Home Army contacts. In accordance with Reichsfuhrer-SS (SS chief) Heinrich Himmler’s October 1942 order to liquidate the Warsaw ghetto and deport its able-bodied residents to forced labor camps in Lublin District of the Generalgouvernement, German SS and police units tried to resume mass deportations of Jews from Warsaw on January 18, 1943. A group of Jewish fighters, armed with pistols, infiltrated a column of Jews being forced to the Umschlagplatz (transfer point) and, at a prearranged signal, broke ranks and fought their German escorts. Most of these Jewish fighters died in the battle, but the attack sufficiently disoriented the Germans to allow the Jews arranged in columns at the Umschlagplatz a chance to disperse. After seizing 5,000-6,500 ghetto residents to be deported, the Germans suspended further deportations on January 21. Encouraged by the apparent success of the resistance, which they believed may have halted deportations, members of the ghetto population began to construct subterranean bunkers and shelters in preparation for an uprising should the Germans attempt a final deportation of all remaining Jews in the reduced ghetto. The German forces intended to begin the operation to liquidate the Warsaw ghetto on April 19, 1943, the eve of Passover. When SS and police units entered the ghetto that morning, the streets were deserted. Nearly all of the residents of the ghetto had gone into hiding places or bunkers. The renewal of deportations was the signal for an armed uprising within the ghetto. ZOB commander Mordecai Anielewicz commanded the Jewish fighters in the Warsaw ghetto uprising. Armed with pistols, grenades (many of them homemade), and a few automatic weapons and rifles, the ZOB fighters stunned the Germans and their auxiliaries on the first day of fighting, forcing the German forces to retreat outside the ghetto wall. German commander SS General Jurgen Stroop reported losing 12 men, killed and wounded, during the first assault on the ghetto. On the third day of the uprising, Stroop’s SS and police forces began razing the ghetto to the ground, building by building, to force the remaining Jews out of hiding. Jewish resistance fighters made sporadic raids from their bunkers, but the Germans systematically reduced the ghetto to rubble. The German forces killed Anielewicz and those with him in an attack on the ZOB command bunker on 18 Mila Street, which they captured on May 8. Though German forces broke the organized military resistance within days of the beginning of the uprising, individuals and small groups hid or fought the Germans for almost a month. The Germans had planned to liquidate the Warsaw ghetto in three days, but the ghetto fighters held out for more than a month. Even after the end of the uprising on May 16, 1943, individual Jews hiding out in the ruins of the ghetto continued to attack the patrols of the Germans and their auxiliaries. The Warsaw ghetto uprising was the largest, symbolically most important Jewish uprising, and the first urban uprising, in German-occupied Europe. The resistance in Warsaw inspired other uprisings in ghettos (e. g. , Bialystok and Minsk) and killing centers (Treblinka and Sobibor). The Jews didn’t break even after being tortured and killed by the Germans. The Jews fought the Nazis until their death. In every ghetto, in every deportation train, in every labor camp, even in the death camps, the will to resist was strong, and took many forms. The Jews were fighting with the few weapons that would be found, individual acts of defiance and protest, the courage of obtaining food and water under the threat of death, the superiority of refusing to allow the Germans their final wish to gloat over panic and despair. To die with dignity was a form of resistance. To resist the demoralizing, brutalizing force of evil, to refuse to be reduced to the level of animals, to live through the torment, to outlive the tormentors, these too were acts of resistance. Merely to give a witness of these events in testimony was, in the end, a contribution to victory. Simply to survive was a victory of the human spirit. How to cite Jewish Resistance to Nazi Occupation, Essay examples

Julius Ceasar Essay Example For Students

Julius Ceasar Essay SUMMARY:Shakespeares Julius Caesar is the story of the resulting conflicts from the assassination of perpetual dictator and Roman emperor, Julius Caesar. A great friend of Caesar, Mark Antony, comes to the senate to see the dead body of their dictator. He pretends to not be angry at those who took part in the assassination, and asks to speak at his funeral, a request which he is granted. However, after the men leave, he begins a soliloquy in which he suggests that Caesars spirit will take revenge upon his murderers and invoke a war involving the entire country. Antony begins the revenge of his death by speaking at the funeral about the wrong done to Caesar, the mans generosity to the people, and how Brutus tried to persuade them to believe his justification of the murder. The crowd turns to agreement with Antony and then accuse the conspirators of murder. The accused men flee, eventually leaving the bounds of the city, and the citizens leave to loot and burn the houses of the guilty men. The armies of Brutus and Cassius set up camps near another city and knowing that Antonys soldiers are coming, they decide to march toward the enemy at once. The fighting begins with the confrontation of the two sides, as Cassius and Brutus armies arrive. Antony and his partner challenge the assassins to fight, and the bloody battle begins. The armies of the conspirators fall into vulnerability many times, and their side does poorly, losing many men. Cassius hears mistakenly that one of his important soldiers has been captured, loses hope, and commits suicide, while Brutus feels that his army has been cornered, and throws himself onto another mans sword, killing himself also. They call off the rest of the battle, for Antonys army now had victory over Brutus and Cassius, Caesars murder had been avenged, and order had been restored. CHARACTERS:There are a couple of main characters in this story. Caesar is well liked by the citizens of Rome, yet is a somewhat arrogant man and believes himself to be above everybody else. He is given praise often and honored by events such as a holiday in his name. However, several men do not agree that Caesar should have such a high title, as they despise his character. These six men conspire to kill the emperor to end what they see as his tyranny and oppression in Rome. A man named Cassius organizes the event, while a powerful figure, Brutus, persuades Caesar to come to the senate, where he is to be killed. While the emperor argues with one of the conspirators, a man named Casca stabs him in the back, and the other men follow and wound him with their swords until he falls to the ground, dead. EVALUATION:In this play, Shakespeare gave morals to the audience about right and wrong and acting upon ones opinion. He showed that one should not bring death to someone else based on their personal desires, or whether they believe it is in the best interest of their society, for they are only one person out of the many who have a voice. He also implies that if one commits an act of wrong, justified, or not, they can expect to be punished for it by the others who were hurt by those actions.

Understanding Performance Management free essay sample

The mandate to operate at an optimal performance level and meet financial and organizational expectations are transforming the way organizations do business. This evolution is driving higher standards of competence in day-to-day operations and adding new pressure to increase stakeholder value. In today’s rapid-paced business climate, the agility with which a company manages performance can determine market position and company profitability. Defining Performance Management Performance management is the integrated process of defining, assessing, and reinforcing employee work behaviors and outcomes (Cummings and Worley 2005). Performance management focuses on understanding, optimizing, and aligning action and decisions and ensuring the collaboration and empowerment of all individuals across the business network. It includes practices and methods for goal setting, performance appraisal, coaching, employee development and reward systems. More than ever, organizations need broader measures of employee performance to ensure that (1) deficiencies are address in a timely manner through employee development programs that meet the needs of the organisation and its market, (2) employee behaviours are being directed toward performance of specific objectives that are consistent with the work unit and the organization strategy, and (3) employees are provided with proper and timely feed back to assist with their career development. We will write a custom essay sample on Understanding Performance Management or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page These practices jointly influence the performance of individuals and work group, and enables them to work across strategic, tactical, and operational levels to align actions to ensure optimal performance. In order for effective performance management to take place, the process must utilize information from three time periods to do so. It makes use of data from the past in order to gather information form past performance. This information is then utilized in the present for the establishment of work plans, goals and the setting of development opportunities. These objectives therefore allow for high levels of performance in the future. The Purpose of the Performance Management System The main purpose of performance management is to make sure that employee goals, employee behaviours used to achieve these goals and feedback information about employee performance are all linked to the corporate strategy. However there is no one way to manage performance. What ever system is adopted needs to be congruent with the culture and principles that pervade the organization. Most systems of performance management has three purposes- Strategic, Administrative, and Developmental. The strategic purpose- Defining Performance One of the ways in which strategies are implemented is by management defining the desired results, behaviours and employee characteristics necessary for carrying out strategy. They can then develop measurement and feedback mechanisms which will show hoe effectively results are being achieved and what to do to produce results. The organization can achieve this strategic purpose if it is flexible and amendable to changes in the goals and strategies which can occur, and also to recognise that if such changes occur, then there needs to be change in results, behaviours and characteristics of the employees, which must of necessity change to correspond with such organizational changes. The Administrative Purpose-Measuring Performance Performance appraisal information is one of the main instruments used by organizations for making administrative decisions, for example, salary administration, in terms of pay raises; promotions, retention or termination, recognition of individual performance and identification of poor performance. The Developmental Purpose- Feedback and coaching This aspect of performance management seeks to develop further, employees who are good at their jobs. In instances where employees are not performing up to standard, performance management also seeks to improve their performance through coaching. The feedback from the performance evaluation process indicates or identifies the areas of strengths and weakness in the employee performance. It is therefore critical to businesses that they recognise and fulfill the purpose of an effective performance management system as this is central to gaining a competitive advantage through the management of human resources. They also need to develop the measures by which performance can be evaluated. The discussion now turns to the development of the performance management system. It describes the major strategic decisions that must be put in place if the task force is to effectively design a performance management system. In order for a successful performance management to be established, the process must utilize five strategic decisions. 1. How the system will be used be used? 2. Who does the evaluation? 3. What areas are to be evaluated? 4. How should the evaluation be done? 5. What are the ways in which the evaluation can be done? How will the system be used Planned employee development should be one of the basic concepts of any organization’s performance management system. This is an attempt to state a broad policy which removes any option about people development by stipulating that developing people is a pillar of whatever system of management the organization espouses. This people development should be planned, not given mere lip service or expected to happen by itself. Adoption of this policy would guard against the simplistic way in which some supervisors consider themselves to be results oriented as opposed to people oriented, thus absolving themselves from people development. The major thrust of employee development will be to emphasize that the development of people as the best means available to achieve results for the organization. Three new thoughts are intended in this policy rec ¬ommendation. First, because development is different for everyone, there should be individual development plans. While there may always be areas of growth or development common to many at the same time, these ought not to be the sum total of the people develop ¬ing process taking place. It is often an easy excuse for supervisors point to plant–wide or company–wide â€Å"people† programs as a way of absolving themselves of their people developing responsibility. The second operable word in this policy state ¬ment is review. The supervisor is required to follow up on the people development plans. They are not to be spoken of enthusiastically for a brief period and then forgotten. If documented on company forms, they ought not to be forwarded to some staff office as though float ¬ing off into never–never land. They require monitoring so that progress can be checked periodically. Third, individual plans should be reviewed at least annually. This is an attempt to offer some time frame for periodic review, so as not to make the task too time–consuming. Furthermore, a lot can happen in twelve months, so that this time span is not too soon for considering new situations that might warrant chang ¬ing or updating the plan. Many practicing managers indicate a twelve month time frame as a practical one, especially when the development plan is discussed in the context of the annual performance evaluation. Each of my subordinates should work out a specific plan of personal development. Two thoughts are contained in this policy statement. First, each subordinate is to have a development plan. Again, we speak of the universality of develop ¬ment. This isn’t only for the weak, or only for those identified as shinning stars, or only for any select lucky or unlucky few. Everyone has developmental needs in order to help achieve the mission of the organization. Second, there is the question of who works out this plan for development. Some may immediately think of some subordinates who do not appear capable of working out their own personal development, hence this may prompt a negative vote (or â€Å"false† mark) on this state ¬ment. Clearly there will be some individuals less qualified than others to work out such a plan. But the intent is not to expect people to do it alone – quite the contrary. The real point of this statement is to fix on the subordinate a sharing of the development responsibility for which the supervisor is accountable. It becomes then a shared responsibility between the supervisor and the subordinate. I should require individual development plans from each of my subordinates Again many mangers can point to individuals who might state, or have stated, they are not interested in development. We’ve all encountered people like that. They readily assert that they have no interest in getting promoted; they know their job, they do it well, they simply want to work 9 to 5 and leave the jockeying for positions to someone else. This is precisely why the uni ¬versality of the need for development needs reinforcing. It ought not to be an option. The organization cannot afford to let people maintain that attitude. It is not what we want to people to think of promotion or becoming managers or anything they truly do not want to become, but in order to continue to perform well in the present areas of responsibility, people must keep pace with develop ¬ments in their field. Because no job stays the same, no jobholder can stay the same. â€Å"Future shock† is a concept with which we are all familiar. So much happens in the work developments around us that no job remains the same very long. Hence, if a worker is doing the job the same way he or she did a year ago, that person is less effective, if not completely wrong. Periodic on–the–job coaching is a major part of an individual’s development. The hope here is that the supervisor will feel at home with the statement and its implications. Periodic instruction or assistance on the job is an everyday occurrence. No one will deny the need for giving instruction or assistance on the job to those who need it, and some need it more that others. If we can begin to see this part of the warp and weft of individual development, then the universal change envisioned in these statements will not be so threatening to some. Who evaluates Performance appraisal of the employee should be done by immediate supervisor. The supervisor is the one who is usually in the best position to observe and evaluate his or her subordinates’ performance and he or she is responsible for that person’s performance. References I/O psych text Another approach that can be used is peer appraisals. According to kane and Lawler(1978), three techniques are usually used : (1) Peer nomination- each person nomoinates a specified number of group members as being highest in particular dimension of performance. (2) Peer rating- each group member rates the others on a set of performance dimensions using several kinds of rating scales. 3) Peer ranking- each member ranks all others from the best to worst on one or more performance dimensions. The Appraisal of an employee by his or her peers can be effective in predicting future management success. One problem however is log rolling; that is all the peers simply get together to rate each other highly. Also many group members donot like to evaluate one another, so part of the method hinges on impressing participants with its values. There is also the rating committee which is usually composed of the employees’ immediate supervisors and three or four other supervisors. This type of rating is useful and advantageous because while there may be discrepancies in the rating \s made by individual supervisors, the composite ratings tend to be more reliable, fair and valid. Another advantage is that several raters can cancel out problems like bias and the halo effect on the part of the individual rater. Employee evaluation can also be done by employees assessing their own behaviour. This is known as the self assessment technique. The basic problem with this is that employees usually rate themselves higher than they are rated by their supervisors or their peers. Meyer(1980) reorted a study in which engineers rated their own performance against their views of the performance of other engineers in the company. On average, each engineer thought he or she was performing better than 75% of the rest of the engineers in the study. Statically, it is quite a trick to have a 100% of the workforce be in the top 25%b of job performers. This underscores the biggest problem with self- assessment: positive leniency. Most people have higher opinions of their own performance than others do. There is also the other form of appraisal which is appraisal by subordinates, otherwise known as upward feedback. In this situation, subordinates are anonymously asked to evaluate their supervisor’s performance. When this type of appraisal is conducted throughout the firm it really helps the top managers to diagnose management styles, identify potential people problems and take corrective action with individual managers as required. Appraisal may also be conducted through performance feedback from all the persons with whom the employee has to interact; this interaction is referred to as 360-degrwee feedback. The appraisal can take place between coworkers, subordinates, and internal and external customers. The Performance Appraisal Interview and the Coaching Process The appraisal interview is one in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths. For many supervisors the formal performance appraisal interview is one of the most dreaded activities of the role. Of course, supervisors often have no problem evaluating the outstanding performer. The problem is with everyone else. They are put in the position of providing information to a subordinate that often runs contrary to the subordinates own self-evaluation or self-image. This can lead to a number of outcomes that many managers would prefer avoiding. In conducting appraisal interviews effectively there are four major things that supervisors must do in preparation for interview: 1. Spend a lot of time preparing; go over the subordinates performance, your own interactions, the history of the employee; if the employee reports to a number of supervisors, make sure you have input from all relevant sources 2. They must assemble data, study the person’s job description, compare the employee’s performance standards that would be evaluated against, and review the files of the employee’s previous appraisals. 3. Supervisors should also prepare employees, that is , give them at least a week notice to review their work, read over job description, analyze problems and gather their questions and comments so that the interview can be a two-way conversation. 4. A mutually agreeable time should be choosen ofr the interview. Enough time time should also be scheduled for the intertview. Having prepared for the interview there are four important things that supervisors need to cognizant of: ? Supervisors should attempt to be direct and specific all times. They should speak in terms of objective work data such as absences, tardiness, qulit records, inspection reports, productivity records and cost reduction. This is done so that employee is aware of all the areas that he or she is being appraised on. ?The supervisor should also encourage the appraisee to talk. Stop and listen to what the person is saying. The supervisor should ask opened questions such as â€Å" what do you think we can do to improve the situation ? ? Do not get personal. Supervisors should try to compare employees’ performance to given standards and not to othe performance of other people. This can help to avoid confrontation or misunderstanding between the appraiser and appraisee. This also ensures that the person know what they are doing wrong and what they are doing right. The supervisor s hould ensure the persons understands , and get agreement before he or she leaves on how things will be improved and by a give n date . An action plan shoud also be developed showing steps and expected results. For: Clive Williams Problem: Parts inventory too high Objective: Reduce plant parts inventory by 10% in June Action Steps When/TimeExpected Results †¢Determine average monthly parts inventory 02/06†¢Establish base from which to measure progress †¢Review ordering quantities and parts usage 15/06†¢Identify overstock items †¢Ship excess parts to regional warehouse 20/06†¢Clear stock space in plant †¢Set new ordering quantities for all plants 25/06†¢Avoid future overstock †¢Check records to measure where we are now 01/07†¢To see how close we are to objectives Providing Feedback on Performance Feedback is most effective when it is †¢http://www. google. tt/preferences? q=tell+and+sell+interview+hl=enlr=safe=activesa=Ftimely-as close to the critical behavior as possible †¢descriptive and specific †¢objective †¢aimed at solving problems and action Conducting a Performance Appriasal Interview †¢set aside enough time †¢begin open ended †¢do not allow the appraisal form to dictate the interview process †¢try to balance inquiry (asking questions) and advocacy (pushing your ideas) †¢agree on the next steps for action Coaching: Some General Guidelines be as specific as possible take advantage of critical incidents-for example after a major project, sit down and reflect with your subordinate about lessons learned identify specific developmental agendas identify resources available to subordinates adapt your coaching style to the individual Link to compensation Many people may argue that a performance appraisal is little more than a tool for managers to use in wringing as much work as possible from individuals without adequately rewarding them. This perception is difficult to deny if you have ever been the victim of such exploitation. Indeed, it must be recognized that a dishonest and secretive performance appraisal system will only exacerbate poor employee relations. However, if employees believe that the system can assist them in furthering their own careers and economic prospects, performance appraisals can actually boost employee morale. Performance appraisals are particularly useful in facilitating equitable decisions about salary if the agency uses a merit pay system as the basis for salary progression. A merit pay system requires a method for translating judgments about work quality into appropriate salary actions. Pay increases of varying sizes must be rationally explained if a merit pay system is not to seem arbitrary. If an organization has an automatic pay system, with scheduled salary increases, performance appraisals will help identify (and justify the termination of) unsatisfactory employees who demoralize others, since they receive the same salary increases as good workers. Recent research (Bannister Balkin, 1990) has reported that appraisees seem to have greater acceptance of the appraisal process, and feel more satisfied with it, when the process is directly linked to rewards. Such findings are a serious challenge to those who feel that appraisal results and reward outcomes must be strictly isolated from each other. Methods for performance appraisal In order to effectively appraise employees the appropriate many writers have pointed to different methods which can be used in conducting a performance appraisal .

Literacy Narrative Essays

Literacy Narrative Essays Literacy Narrative Essay Literacy Narrative Essay Literacy Narrative The anticipation of knowing whether we were going to be champions or not was very high as we played our hearts out on the court. Everything wed practiced for was being put to the test in this one moment. It all came down to this last lay-up. Did we get the point? When I was eleven years old I played recreational basketball with a nearby playground called Susan Park. Me and my little brother both were involved in almost every sport they offered. My favorites were volleyball and basketball. Going to practice was the highlight of my day. I really put my heart into these sports. Our basketball team this particular year was undefeated. As a post player and shooting guard there was a lot of pressure on me to get the ball to the goal at any cost and thats ultimately what I did in every game. It was our championship game and the heat was on like never before. Recruiters from the All-Stars team were there to watch us and pick their favorites so the pressure was definitely on for the players who were looking to take it to the next level. The game starts and were all basically in the warm-up stage of the game wed score, theyd score, nothing too intense. All of a sudden we start getting into the climax of the game, only about five minutes left. We were only two points away from beating them and it was up to one person on our team to step up and go for the game winning lay-up, that person was me. There were a few seconds left of the game and we still had to get up the court and to the goal. As the referee blew the whistle my heart sank but I knew what I had to do. The ball was passed to me and with no hesitation I ran down the court as if I was the only person out there and went up for the lay-up like a pro and I made it! This was definitely the best day of my life. The crowd rushed towards me and picked me up just like in the movies, I felt like a star! After the crowd and everything calmed down and came to an end a recruiter from the all-star team came up to me and extended invitation for me to tryout and hopefully being a member of the team. I was ecstatic about the opportunity and I did make it and went on to play for the Kenner All-Stars. This was definitely a memorable moment in my life and taught me to always go for even the things in life that you may doubt or be nervous about. Not all things are impossible.

About Uranium-Lead Dating

About Uranium-Lead Dating Of all the isotopic dating methods in use today, the uranium-lead method is the oldest and, when done carefully, the most reliable. Unlike any other method, uranium-lead has a natural cross-check built into it that shows when nature has tampered with the evidence. Basics of Uranium-Lead Uranium comes in two common isotopes with atomic weights of 235 and 238 (well call them 235U and 238U). Both are unstable and radioactive, shedding nuclear particles in a cascade that doesnt stop until they become lead (Pb). The two cascades are different- 235U becomes 207Pb and 238U becomes 206Pb. What makes this fact useful is that they occur at different rates, as expressed in their half-lives (the time it takes for half the atoms to decay). The 235U–207Pb cascade has a half-life of 704 million years and the 238U–206Pb cascade is considerably slower, with a half-life of 4.47 billion years. So when a mineral grain forms (specifically, when it first cools below its trapping temperature), it effectively sets the uranium-lead clock to zero. Lead atoms created by uranium decay are trapped in the crystal and build up in concentration with time. If nothing disturbs the grain to release any of this radiogenic lead, dating it is straightforward in concept. In a 704-million-year-old rock, 235U is at its half-life and there will be an equal number of 235U and 207Pb atoms (the Pb/U ratio is 1). In a rock twice as old there will be one 235U atom left for every three 207Pb atoms (Pb/U 3), and so forth. With 238U the Pb/U ratio grows much more slowly with age, but the idea is the same. If you took rocks of all ages and plotted their two Pb/U ratios from their two isotope pairs against each other on a graph, the points would form a beautiful line called a concordia (see the example in the right column). Zircon in Uranium-Lead Dating The favorite mineral among U-Pb daters is zircon (ZrSiO4), for several good reasons. First, its chemical structure likes uranium and hates lead. Uranium easily substitutes for zirconium while lead is strongly excluded. This means the clock is truly set at zero when zircon forms. Second, zircon has a high trapping temperature of 900Â °C. Its clock is not easily disturbed by geologic events- not erosion or consolidation into sedimentary rocks, not even moderate metamorphism. Third, zircon is widespread in igneous rocks as a primary mineral. This makes it especially valuable for dating these rocks, which have no fossils to indicate their age. Fourth, zircon is physically tough and easily separated from crushed rock samples because of its high density. Other minerals sometimes used for uranium-lead dating include monazite, titanite and two other zirconium minerals, baddeleyite and zirconolite. However, zircon is so overwhelming a favorite that geologists often just refer to zircon dating. But even the best geologic methods are imperfect. Dating a rock involves uranium-lead measurements on many zircons, then assessing the quality of the data. Some zircons are obviously disturbed and can be ignored, while other cases are harder to judge. In these cases, the concordia diagram is a valuable tool. Concordia and Discordia Consider the concordia: as zircons age, they move outward along the curve. But now imagine that some geologic event disturbs things to make the lead escape. That would take the zircons on a straight line back to zero on the concordia diagram. The straight line takes the zircons off the concordia. This is where data from many zircons is important. The disturbing event affects the zircons unequally, stripping all the lead from some, only part of it from others and leaving some untouched. The results from these zircons therefore plot along that straight line, establishing what is called a discordia. Now consider the discordia. If a 1500-million-year-old rock is disturbed to create a discordia, then is undisturbed for another billion years, the whole discordia line will migrate along the curve of the concordia, always pointing to the age of the disturbance. This means that zircon data can tell us not only when a rock formed, but also when significant events occurred during its life. The oldest zircon yet found dates from 4.4 billion years ago. With this background in the uranium-lead method, you may have a deeper appreciation of the research presented on the University of Wisconsins Earliest Piece of the Earth page, including the 2001 paper in Nature that announced the record-setting date.

Health Care Incident Reported in the News Essay

Health Care Incident Reported in the News - Essay Example Courtois is a diabetic patient who was treated in Redding Hospital in 2010 did not consent to the decision of the hospital’s chief executive and medical officer in disclosing her treatment information. This followed allegations that the hospital was involved in overbilling Medicare. The officials of the hospital also failed to report the violations of the patient’s privacy as postulated by the HIPAA. Courtois daughter said that â€Å"we are appalled by the number of people they shared the information with" (Terhune, 2012). Among the journalists into whom the patient information was disclosed were those from the Times. It is reported within the news article that Prime Healthcare Inc. is to face up to $ 250 000 fines for these violations (Terhune, 2012). This essay is based on this story and aims at examining and evaluating how governance, organizational structure, culture and lack of social responsibility led to the violation of the patient’s privacy by the hospi tal. The essay also presents recommendations on resources and changes that would help to preventing future violations of patient privacy in relation to the ethics of patient care. The health care situation that is described within the Los Angeles Times is a case where the rights of patients for confidentiality and privacy of treatment information are violated by a health care system. ... It is in this regard that it is apparent that the hospital is obliged to take responsibility for its legal and ethical misconduct. Nonetheless it is important to note that the violation of HIPAA provisions for patient privacy is legally wrong regardless of the number of people with who patient information is disclosed (Moore, et al, 2009). Darlene Courtois’ case however received the attention of the media and the legal system because many health care providers and journalists got access to the patient’s treatment records without consent. The organizational structure at the Redding Hospital’s hospital is topped by the chief executive. This official is followed by the medical officer. Below these officials are the medical health records officers and other workers. The fact that private patient information was disclosed to the journalists by the chief executive and medical officer reflects that they had direct influence on the medical health officers from whom this information was obtained. This reveals an organizational culture where the top executives exercise roles beyond their lines of duty. Moreover, the health records officers were coerced to provide the patient information to the senior executives. This demonstrates that the health records officers failed to adhere to the ethical and legal requirements for confidentiality and privacy of all patient data. This case also reveals an organizational culture where workers fail to take legal responsibility by reporting medical misconduct in relation to patient data. This is revealed that the health care workers who were emailed the patient data failed to report the violation HIPAA provisions. This case came into light of the legal system because it was featured in

Compare and contrast A Fistful and Dollars(1964) and Shane(1953) in Essay

Compare and contrast A Fistful and Dollars(1964) and Shane(1953) in both stylistic and thematic terms - Essay Example ovie, two rival families, which include the family of Rojo Brothers and the family of John Baxter, battle against each other not only to show superiority but also to express the feelings of pride, greed, and revenge to each other. In this movie, the stranger wants to make both parties fight against each other. The stranger, though comes to the town to earn money by making the two rival families fight against each other, yet he proves himself to be a good man as he frees Marisol from the prison and makes her leave the town along with her husband and her son. He not only provides them with the way to leave the town but also gives some money to them in order to tide them over. â€Å"Clint Eastwood redefined the notion of a hero in this film, a man who seems to operate by a code but doesnt feel the need to explain it† (Fairbanks, 2003). I think that the atmosphere of this movie is much more interesting and attractive as compared to the main story of this movie. The unexpected camera angles and the close-ups add to the great atmosphere of the film. The way the actors performed in this movie is excellent. They never make the audience feel tired of something. The movie keeps the attention of the audience intact and does not make the audience lose their concentration. I think the scenes of this movie have more appeal as compared to the story. Leone’s filmmaking style is a very innovative one and it is really a fun to watch on the screen. Leone is very expert in creating complex characters for his films and the character of the stranger in A Fistful of Dollars is one of them. The sound of gunfights and the suspense in the scenes are two of the basic elements of the film. â€Å"The strengths of A Fistful of Dollars relate to style, not storyline† (Berardinelli, 1999). A Fistful of Dollars is just a 100 minutes film which is a very short duration as compared to Leone’s other films which include The Bad and The Ugly and The Good. In A Fistful of Dollars, a very simple plot

Does “Assassin’s Creed” Influence a Teen’s Mind Essay Example for Free

Does â€Å"Assassin’s Creed† Influence a Teen’s Mind Essay Imagine a world where everything that happened was secretly controlled by a large organization of people. Every day you are constantly recorded and monitored. Everything that you do is secretly planned out in advance, yet you think that everything you’re doing is by your own free will. Everyone including your family, your friends, and the government are all controlled by this organization, and you can’t even tell. While you blithely and involuntarily follow the path planned out for you, another organization is secretly and quietly trying to put a stop to the evil plans of the organization that wants to control your every move. This is the plotline of a very popular videogame known as Assassin’s Creed. Assassin’s Creed is a great game that has influenced and challenged people’s view on government and democracy. The game Assassin’s Creed influences people’s minds by making them think more outside the box, and by aiding there curiosity of conspiracy theories. Assassin’s Creed take places in 2012, following the life of Desmond Miles, a bartender who is a descendant of several Assassins. Although Desmond was raised as an Assassin, he fled his nomadic family to seek out a more common lifestyle. While enjoying his freedom he is kidnapped by an evil company known as Abstergo Industries, the modern-day face of the Knights Templar who are aware of Desmonds ancestry. Templars want to control everyone, and they believe in absolute order similar to totalitarianism. Desmond is forced to use a device known as an Animus which allows him to experience his assassin ancestral memories. Abstergo is seeking to discover the location of several artifacts, known as Pieces of Eden, in order to obtain great power and control mankind and alter its fate, bringing humanity into a single unified group. Later Desmond escapes Abstergo due to the help of some modern-day Assassins who he later ends up working with. Desmond uses their version of the Animus (Animus 2.0) to continue to re-live the memories of his ancestors and discover the locations of the Pieces of Eden before Abstergo can do so. Desmond relives the events of his Assassin ancestors who live in worlds full of chaos, injustice, and indirect captivity. Doesn’t this seem similar to the way the world is today? Several countries have yet to establish a government system where people have a say in what they want the government to do for them. There are even more countries that have yet to abolish their governing laws on slavery. Our own government is hiding secrets from us (trying to protect us), yet causing more accidents and tragedies that could be avoided if only we had access to their classified information. Assassin’s Creed is a completely made up story, but it has a lot of interesting and intuitive facts to its plot. In fact, the majority of it seems plausible, and many others within my age group seem to think the sa me after playing this game. Along with the several games that my peers play that can relate to Assassin’s Creed, there are also several books that are similar. Assassin’s Creed got its inspiration from the novel Alamut written by a Slovenian writer Vladimir Bartol, which is what inspired most of the first game’s plot. Another story very similar to the plotline of Assassin’s Creed is The Traveler written by John Twelve Hawks. The book takes place in the future and lays out a world where the power lies not with people or governments, but in the hands of a secret organization who call themselves â€Å"the Brethren.† Their enemies refer to them as â€Å"the Tabula†. The Tabula are an ancient secret society who thinks that control and stability are an absolute necessity, similar to extreme Utilitarianism. The Tabula gets the majority of their influence from the ideas of philosopher Jeremy Bentham. The Tabula wish to enforce a Virtual Panopticon which is a society where all i ndividuals become accustomed to being watched and monitored and they act at all times as if they are being observed; making them more afraid to do immoral things. The Tabula’s sole objective is to kill all Travelers. Travelers are people with the special ability to â€Å"cross-over†, which is often inherited from an ancestor. Crossing-over can be defined as your spirit leaving your body and going off to another realm, and then returning. Upon this return, most Travelers would have experienced a different perspective of our world. Many Travelers become religious prophets, or enemies of the Tabula who have hunted them almost to extinction. Harlequins are a warrior group sworn to defend the Travelers from the Tabula. The Harlequins are opposed to the Tabula, and the two sides spent centuries fighting over control and power which allowed the Tabula to gain control and almost completely exterminate the Travelers and Harlequins. Despite the nobility and self-sacrifice of their cause, the Harlequins are cold and cruel figures who dedicate their lives to fighting and killing without remorse or hesitation. Sound familiar? Due to its graphic, plausible, and suspenseful storyline, Assassins Creed has become a big hit to gamers, historians, and conspiracy theorist alike; causing them to have a current series of five games in all, selling millions of copies worldwide. The series has been a big success and has won a number of awards. All of the Assassin’s Creeds make an adolescent see the world they live in differently. I wouldn’t even have considered governmental control, Templars Tabula, or Assassins Harlequins as being realistic, but now I’m starting to have second thoughts (I also know of several friends in the same state as me). Reading books similar to The Traveler and playing videogames similar to Assassin’s Creed makes one think a little more outside the box and take into consid eration other conspiracy theories and stories.

Bowen Family Therapy Essay -- Psychology

Introduction Murray Bowen was born in 1913 in Tennessee and died in 1990. He was the oldest child in a large cohesive family. He trained as a psychiatrist and originally practiced within the psychoanalytic model. In his practice he involved mothers in the investigation of schizophrenic patients. He thought that the cause of schizophrenia begun in mother-child symbiosis which created an anxious and unhealthy attachment. His devotion to his own psychoanalytic training was set aside after his move to the National Institute of Mental Health (NIMH) in 1954 as he begun to shift from an individual focus to an appreciation of the dimensions of families as systems. He began to include more family members in his research and psychotherapy with schizophrenic patients. In 1959, he moved to Georgetown University and established the Georgetown Family Centre where he was a director until his death. It was here where his theory was extended to less severe emotional problems (Nichols & Schwartz, 2004, p. 120). In 1962, he undertook detailed research into families across several generations. Rather than developing a theory about pathology, Bowen focused on what he saw as the common patterns of all ‘human emotional systems’. With such a focus on the qualitative similarities of all families, Bowen was known to say frequently that there is a little schizophrenia in all of us. In 1966, Bowen published a presentation of his developing ideas and around the same time, used his concepts to guide his intervention in an emotional crisis in his own extended family which he described as a spectacular breakthrough (Kerr & Bowen, 1988). Theory concepts Bowen introduced eight interlocking concepts to explain family development and functioning. ... ...stems.ca /bowen theory and research/bowen theory Bowen, M. (1971). Family therapy and family group therapy. In Comprehensive group psychotherapy, H. Kaplan and B. Sadock, eds. Baltimore: Williams & Wilkins. Bowen, M. (1978). Family therapy in clinical practice. NY and London, Jason Aroson Brown, J. (1999). Australian and New Zealand Journal of Family Therapy (ANZJFT) 20(2), 94-103. Retrieved : http://www.familysystemstraining.com/papers/bowen-illustration-and-critique.html Guerin, P.J. (1976). Family therapy: Theory and practice. New York: Gardner Press Kerr, M., & Bowen, M. (1988). Family evaluation. New York: Norton Nichols, M.P. & Schwartz, R.C. (2004). Family therapy: Concepts and methods (6th ed.). Pearson Education Inc. US Rabstejnek, C. (2010). Family Systems and Murray Bowen theory. Web. 13 August 2015. http://www.houd.info /bowenTheory.pdf

Horace Miner’s Body Ritual Among the Nacirema Essay

Abstract: Horace Miner’s point throughout the entire article of â€Å"Body Ritual Among the Nacirema† was to prove to us, Americans, that we are not superior to anyone else or any other culture, society, or religion. We are all the same, and we just to need to keep in the back of our minds that everyone does everything differently. Whether it is a dramatic difference, or barely noticeable, each person does everything different from the next person. Throughout this essay willbe examples on how Miner’s article went to prove how ethnocentric Americans through the use of sociological imagination. Abstr Anthropologist, Horace Miner, wrote an article on a tribe called the Nacirema, who originated from Between the Canadian Cree, the Yaqui and Tarahumare of Mexico, and the Carib and Arawak of the Antilles. This specific tribe is so superficial, and focuses so much time on their bodily appearance. The people of this tribe go through many daily rituals to stay healthy, clean, and as perfect as possible. This tribe that is spoken of is the American. Nacirema is American spelled backwards. Throughout the article, Miner, strived to prove how ethnocentric we, Americans, are through sociological imagination. Reading the article without knowing it is about Americans will put a person in the point of view of an outsider from a different culture. We think the tribe, Nacirema, thinks that the human body is ugly and its natural leaning to weakness and disease is an awful thing, and that their only hope to avoid these characteristic of the human body, is to keep up with their daily rituals. Americans are always trying to come up with new ideas to prevent natural aging, the deterioration, and weakness of the body. We feel so  ashamed of our supposed weak bodies that the rituals performed in our families’ shrines (bathrooms) are kept completely private and should not be shared with anyone. Just because of our shamefulness, we have already proven that we are not a perfect people. Americans can alter their appearances in simple, almost no effort ways. â€Å"†¦Professor Linton referred in discussing a distinctive part of the daily body ritual which is only performed by men. This part of the rite includes scraping and lacerating the surface of the face with a sharp instrument.† (Miner Paragraph 12) This ritual described the process of men shaving their face with a razor and along with the ritual is a possibility of cutting the face. â€Å"Special women’s rites are performed only four times during each lunar month, but what they lack in frequency is made up in barbarity. As part of this ceremony, women bake their head in small ovens for about an hour.† (Miner Paragraph 12) This ceremony is talking about women going to get their hair done to improve their looks. The small ovens are old fashioned hair dryers, which would dry their hair into the style that woman wanted it to be. Another ritual that the Nacirema people go through is to find a holy-mouth man (dentist). The holy-mouth man pokes and prods at the client’s teeth, and it is not always a pleasant experience. The holy-mouth man likes performing uncomfortable and slightly painful rituals on the client’s teeth. The client allows for the holy-mouth man to whatever he or she likes with their teeth. The man ritual of shaving, woman ritual of getting their hair done, and going to see a holy-mouth man at least once a year all have sadistic and masochistic qualities. The specialists that complete these services like seeing their client uncomfortable and in pain on some level. The people of the Nacirema tribe continue to return these specialists and continue the rituals, proving that in some sort of way that they must like being uncomfortable and in pain. People of the Nacirema tribe can also physically change their appearance by having a special medicine man alter parts of the body. Mainly the women of the tribe are the ones who see the specialist. These specialists can make a woman’s breasts larger or smaller if needed. Other surgery, besides on the breasts, can be performed, such as the face, stomach, and arms. To view all these rituals that have been aforementioned, from an outsider’s point of view can make the American people look barbaric, weird, and not natural. The people of the American culture are so wrapped up in self-image that it is almost sickening to look at it from another view point. The people will go to almost any length to look better and stay looking young that they will go through many painful and uncomfortable rituals. Talking about sexual intercourse is a not something to talk about openly, especially in public. To avoid pregnancy â€Å"the use of magical materials or by limiting intercourse to the certain phases of the moon.† (Miner Paragraph 19) Birth control is taken to avoid becoming pregnant, and when women do become pregnant they wear loose clothing as to hide the fact that there are carrying a child. Other cultures see intercourse as a natural thing to reproduce, and that pregnancy is a beautiful thing. They see us not talking and being open about sex as taboo. We, Americans, are not superior to anyone else. That is what Horace Miner wanted to get across to all of us. He wanted us to think outside of the box. We need not to look at other cultures as strange, but just as different and unique because the other cultures look at us and think we are the weird ones. References: http://jihunkmla.blogspot.com/2013/05/review-on-nacirema-colored-glasses-i.html https://www.msu.edu/~jdowell/miner.html

Life

Unique super shop is going to be launched as a partnership super shop business. The company owns and operates an industrial plant and is engaged on the business of making food products and is marketed through its own show room and agents all over Bangladesh.. Here we all will work as a group & contribute capital and management expertise to the business enterprise and perform Joint responsibility for the operation of the business and for its debts.Unique Super Shop's principal ctivities are to collect cow milk from dairy firm, manufacture it by value change through proper process and modern technology so that it can meet the existing demand of milk among consumers. We are going to launched our business in urban area where people can not get fresh food particularly milk. Day by day they are losing their health stratus by taking unhealthy food. Our aim is to provide fresh food (Milk) to them which will be collected from various rural firms.To serve its customer with highest level of sat isfaction the company always give emphasis on meeting latent emand of the customers by introducing new and innovative products in the market. This is first time in Bangladesh we are introducing a super shop where all types of milk product or food is available in a single platform. Business description General description of the venture: for making a profit, we are some friend launching Unique Super Shop so this is the general partnership business. Our business can be based on written contact and legal oral agreement.Where included name of the partner, Purpose of the partner duration of the business, how profit and loss will be istributed, salaries, absence contribution of each partner to the business etc. The Reasons of Choosing Partnership: – Ease of formation: A partnership is fairly easy to start. It is nearly as free from government regulation as a sole proprietorship. The cost of starting a partnership is low. It usually involves only a modest legal fee for drawing up a written agreement. Which in a highly desirable. An oral agreement is sufficient but not recommended.And that will be easy for us to establish our business. So we have chosen partner ship business. 2. More funds available: – In a sole proprietorship, the amount of capital is limited to the personal wealth. ; credit if the owner. In a partnership the amount of capital may increase significantly. A person with a good idea but little capital can look for a partner with the capital and lor credit standing to develop and market the idea. And we all have brilliant ideas with a little capital. So we have chosen partner ship business 3.Combined managerial Skills: – In a partnership, eople with different talents and skills may Join together. One partner may be good at marketing; the other may be expert at accounting ; financial matters. Combining these skills could provide a greater chance of success. So we have chosen partner ship business. 4. Tax Advantage: – It has som e potential tax advantages over a corporation. Ina partnership as in a sole proprietorship, the owners pay taxes on their business earnings. But the partnership as a business does not pay income tax. So we have chosen partner ship business.

Three Stages of Celtic Art essays

Three Stages of Celtic Art essays The Three Main Stages of Celtic Art Remnants of the Celtic people have been around for at least 4,000 years. Archaeologists mainly interpret Celtic history and art from relics left over in graves and garbage dumps. Roman documents are also a source for scholars yet they can be one sided description of the Celts. Many of the elements in Celtic art are not totally Celtic. Many of the relics and Artifacts that are found are borrowed from many parts of western Europe. The Celts picked up some of these styles from other areas that they may have been trading with or even attacking at the times the artifacts were constructed. Scholars divide Celtic art into three stages. These three stages consist of Hallstatt Culture, La Tene, and The age of Celtic Renaissance. The first stage that was identified was the Hallstatt Culture. This culture lasted from two-thousand BC to six-hundred BC. Artifacts found from this time period were named after a small town in western Austria. Artifacts from this era stretch from Austria to Brittany in France. The art found from this time period is believed to have influence from the Mediterranean. The Hallstatt zone was split into a eastern section and a western section. Pottery found from the western part of the Hallstatt strictly showed geometric designs, whereas the eastern part some narrative scenes where found along with many geometric designs. During the Hallstatt time period, central Europe artists started experimenting with abstract representations of forest wildlife and waterfowl. One specific example I found was: The horse was in a way a symbol of the rise and expansion of the Celtics. (Finlay 31). By putting horses in pictures and on different artifacts leads us to believe that they were and important part of the Celts culture. There were many forested valleys which limited the numbers of horses that they had. This points out why horses played such a main role because they were not very a...

5 Ways to Shake It Up Without Changing Careers

5 Ways to Shake It Up Without Changing Careers Feeling stifled? Desperate for a major change? Want to chase your dream to another continent, or to another career altogether? Feel any or all of those desires, but realize with a pang that you simply can’t just up and totally change your career? There are still ways you can get back in a groove and get excited about your job again without throwing the baby out with the bathwater.Try these five strategies first before decided on changing careers.1.  Start from withinIf things are really stale, you always have two options that aren’t the nuclear one. First, you can change your role within your own industry. Or, you can keep your job but change to another field. Try switching from corporate law to entertainment law. Or from serving and bartending to managing. Or from at-home nursing to ER nursing. These feel like big changes, but they don’t involve scrapping your entire career!2. Try your hand at consultingThis word covers quite a bit of ground. The nutshell of t his strategy is to figure out what you know because of your career so far and figure out who needs that knowledge and skill. Could you teach? Develop textbooks or manuals or training guides? Recruit? This keeps you squarely in your wheelhouse, where you’ve been successful, but doesn’t require you to learn a whole new set of skills.3.  Think about how your role could changeThere’s always the option of sticking with your current company, but changing jobs within it. Have a think about your colleagues- is there anything they do that you think would be more fulfilling to you? Ask questions. Chat with your boss about shifting your responsibilities and taking on new challenges. Figure out what you need to brush up on and prove- if only to yourself- that you can learn new things.4. Find joy in extracurricularsSo maybe you can’t change even your job in a significant way, for whatever reason. You can still do more, and different, things! Try volunteering, or tak e a guest bartending gig, or start a blog, or join forces with friends or colleagues to work for a foundation. Doing a bit of good in the world, or a bit of freelance work, can give you the breath of fresh air you need to put your work in better perspective.5. Keep honoring that little voiceMaybe you’ll follow these strategies and still can’t deny that overwhelming desire to chuck it all and do something totally different with your life. If that voice just won’t go away, no matter what else you do or how you tweak the margins, that might be the sign you need. Check in with yourself from time to time and see how you feel. You’ll know when it’s time to light the match.Five Easier Alternatives to Totally Changing Careers

Nephrogenic Systemic Fibrosis Essay Example | Topics and Well Written Essays - 500 words

Nephrogenic Systemic Fibrosis - Essay Example The populations most at risk are those suffering from acute or chronic severe renal insufficiency, from acute renal insufficiency of any severity due to the hepato-renal syndrome, and those patients in the peri-operative liver transplantation period. For all of these patients it is recommended that health care professionals simply avoid the use of GBCA; the only exception being when it is determined that the diagnostic information to be obtained is absolutely necessary and unavailable through the use of non-contrast enhanced magnetic resonance imaging. In addition, as a precautionary measure, it is recommended that health care professionals conduct a screening for all patients for a renal dysfunction by either obtaining a history or carrying out laboratory tests. These screening measures are fundamentally precautionary, however, because "the risk, if any, for developing NSF among patients with mild to moderate renal insufficiency or normal renal function is unknown" (Gadolinium-Based Contrast Agents, 2007).

Is it possible for freedom to be enhanced by government interference Essay

Is it possible for freedom to be enhanced by government interference in the lives of individuals - Essay Example These freedoms are seen as essential to the existence and maintenance of a leberal democracy. The position in the UK was very different and owed much to Dicey, and the Human Rights Act 1998. â€Å"†¦.With us the law of the constitution, the rules which in foreign coumtries naturally form part of a constitutional code, are not the source but the consequence of the rights of individuals, as defined and enforced by the courts; that, in short, the principles of private law have with us been by the action of the courts and parliament so extended as to determine the position of the crown and of its servants; thus the constitution is the result of the ordinary law of the land.†(Dicey, A.V, 1969,p.203) In other countries, the rights of the citizen are usually to be found enunciated in general terms in a Bill of Rights or other constitutional document. The effectiveness od such instruments varies greatly. A Bill of Rights is not an automatic guarantee of liberty; its efficacy depends on the integrity of the institutions which apply it, and on the determination of the people that it should be maintained. † Thus, to secure the individual’s right to freedom from unlawful or arbitrary detention, our law provides specific and detailed remedies such as habeas corpus and the action for false imprisonment. The rights which have been afforded in this way are for most part negative rights to be protected from interference from others,†¦.†(Allen, M, & Thompson, B, 2005, p.441) The legal remedies provided for interference with the citizen’s rights have in recent times been overlaid by procedures which are designed to afford not so much remedies in the strict sense of the term as facilities for obtaining independence and impartial scrutiny of action by public bodies about which an individual believes he has cause for complaint, even though

Business (Strategic Management) Essay Example | Topics and Well Written Essays - 1250 words

Business (Strategic Management) - Essay Example fficers—make use of strategic management plans, guidelines and projects, which may be outdated since these were implemented by the company’s deceased founder. Members of the board of directors sit back and just wait for the officers to submit plans for new projects, which officers never manage to prepare because they are too focused on daily operations. Entrepreneurship Management, meanwhile, involves having powerful officers, especially the CEO or the founder, with the board of directors taking a back seat. Top management, alone or with a select team, makes the decisions with the board acting as a minor approving body (Haddad & Esposito, 2008; Eisenhardt, 1989). This style of management is said to have the potential for officers to abuse their power, a situation that may be detrimental for the company’s investors. However, certain situations such as changes in policies or management may necessitate a top management that is strong and authorized to make on-the-spot decisions. Beam and Carey (1989) point out that companies that are just starting out require a structure that gives centralized power to the chief executive officer or the founder, who, in turn, must make full use of their skills and capabilities to solve all of the problems and challenges that companies just starting out inevitably encounter. Haddad and Esposito (2008) point to Wal-Mart’s previous CEO David Glass when the company was on the brink of becoming a major store. Like Mr. Glass, top management must be able to handle immediately and independently challenges such as determining the source of funds for the new company or the best way to get funds for a company going through a major restructuring. On the other hand, the level of authority given to top officers is quite reversed when a company uses the style called Marionette Management, which is also called Stipendiary Management (Srinivasan, 2006). In this structure, the power is in the hands of the members of the board of directors,

Biography of Ernst Ruska

Biography of Ernst Ruska ERNST RUSKA INTRODUCTION Mankind has come a long way since the dark ages in the field of science and medicine. We have seen many great inventions and discoveries that have helped shape our lifestyle. The electron microscope was one such invention which helped scientists and medical practitioners detect deadly diseases and viruses. The electron microscope helped scientists detect differences between the virus that caused smallpox and the virus that caused chicken pox. Today the electron microscope continues to be an integral part of many laboratories helping researchers to examine biological materials, medical biopsy samples and the characteristics of various surfaces. However, due credit should be given to the man behind the invention of this great apparatus. That man was none other than Ernst Ruska. Ernst Ruska came from a humble family whose intellect surpassed other children his age. Boisterous and full of life, Ernst went on to create history when he collaborated with Dr. Max Knoll to invent the world’s first electron microscope. So what drove Ernst towards the complex field of mathematics and science? What were the difficulties he had to face before becoming the man who today is known as the father of microscopes? Let us go back in time and explore the journey of Ernst Ruska and witness firsthand his rise to glory. THE BIRTH OF A GENIUS It was a typical cold morning on 25th December 1906 in Heidelberg, Germany. Julius Ruska and his wife Elisabeth welcomed a beautiful baby boy into their family. Elisabeth had tears of joy as Julius gently caressed the baby with affection. The baby was christened Ernst Ruska by the proud parents. Ernst’s father, Julius was a professor, a passionate botanist and a mineralogist who had the big Zeiss microscope kept in his study. For an innocent child like Ernst, the microscope seemed very unique and strange. Ernst was fascinated by this strange looking artefact and wanted to see it in person. However, his father strictly forbade him to touch the microscope. But, like all children, this only heightened Ernst’s curiosity. Ernst’s father noticed the keen interest his son showed towards the microscope. So, he would take time off his busy schedule and show Ernst magnified objects with the invention. Ernst’s uncle was in charge of an observatory on a hill overlooking Heidelberg. As a result, Ernst would often visit the observatory to meet his uncle and see the telescopes in action. After graduating from school, Ernst wanted to study engineering but his father, Julius was not too happy with the decision. Julius was very judgemental of his son’s decision to become an engineer. â€Å"How could the son of a Professor choose an inferior educational path?† thought Julius. However, Ernst was adamant about his decision to study engineering and got himself enrolled at the Technical College in Munich in the autumn of 1925 and later moved to Berlin. EARLY YEARS Ernst was extremely energetic as a student and began involving himself in studying high voltage and vacuum technology at the institute of High voltage under the tutelage of Adolf Matthias. Sometime around the end of the summer term in 1928, Mr. Matthias formed a small team to develop a high-performance cathode ray oscilloscope. When Ernst heard of Mr. Matthias’ plan, he jumped at the opportunity and joined the small team created by Matthias becoming the team’s youngest member. The team was headed by Ernst’s classmate called Max Knoll who was an electrical engineer. Ernst noticed that the cathode in the oscilloscope emitted a beam of electrons which could be used to form a dot or a writing spot on a fluorescent screen. But, the beam emitting from the cathode was unstable. Ernst and his team put all their energies into improving the cathode and sharpening the focus of the electron beams. During their research Ernst came across an article in a journal called ‘Archives Elektrotechnic’. The article was written by a professor named Hans Busch. In the article, Busch stated that the short coil present in the cathode generated a magnetic field that made stimulated electron particles behave in the same way as light when it passed through a convex glass lens. Ernst remembered his childhood and realised that the same type of lens was found in his father’s microscope. Unfortunately, Busch was unable to bring his brilliant theory to practical use due to unavailability of newer data. However, Ernst was fascinated by Busch’s theory and decided to make it a part of his thesis which he submitted in his graduate years in May 1929 at the age of 23. In his thesis, Ernst calculated the characteristics of the magnetic coil. He tested whether it could actually be used to unite electron rays and focus on a target. He was successful in his approach and with the use of the coil; he managed to gain the first recorded electron ocular images of the anode orifice of the cathode ray tube. Ernst was elated to say the least. He had just brought Busch’s theory to life! An accomplishment which even Busch was unable to achieve! A SLOW PATH TO SUCCESS Ernst had an innovative outlook towards his profession. Yes, he was successful in obtaining images but his main agenda was to create an electron microscope. However, it wasn’t an easy task. In 1930, at the age of 24 Ernst tried to create a cheaper version of this experiment as part of his diploma thesis but failed to come through. So, Ernst went back to his original idea of using coils as lenses. Using two coils, Ernst managed to build a tube similar to the microscope. Ernst tested the apparatus for the first time and noted that the magnification factor of his unique invention was a mere 15 units. Even though the magnification of the apparatus was far lower than what Ernst had expected, he had managed to prove to his peers that it was possible to obtain magnified images using electron beams and magnetic fields. One day while working on developing the apparatus further, Ernst noticed that the electrons in the machine emitted a huge quantity of heat. The heat was destroying the objects that were being viewed by Ernst through the machine. Ernst was a bit disappointed with this outcome. There was no use of creating modestly magnified images when the objects in view could be burnt to ashes. Thus, Ernst along with colleague Bodo von Borries and Max Knoll ventured on building a new and efficient microscope. However, Ernst knew that in order to impress the scientific society, his microscope would have to be better than the current light microscope which was being used. During the process of constructing his very first electron microscope, Ernst noted that the trick to compressing the magnetic field to a tiny area relied heavily on the shape of the coil. The coil had to be designed in a way that the focal length could be kept as short as possible. Keeping the focal length short was a must so that the apparatus could obtain images with high magnification. To achieve this, Ernst and his colleague Bodo constructed a coil cocooned by iron with a small gap in the center which helped to compress the magnetic field. Ernst and Bodo named their coil the â€Å"pole shoe lens† and had it patented in 1932. Finally after a year of thorough research and sleepless nights, 27 years old Ernst and his colleagues built the first electron microscope in 1933. Unlike Ernst’s previous invention which had a magnification factor of merely 15 units, this new microscope had a magnification factor of a humongous 12000 units. Finally, after years of research and dedication, Ernst finally managed to achieve his dream. OVERCOMING OBSTACLES The feat of inventing the first ever electron microscope in the world should have brought joy to Ernst. But, on the contrary Ernst wasn’t too happy as he couldn’t convince the industry to invest in the production of his microscope. The problem of overheating the objects under the lens of the microscope was still a major concern. Ernst noticed that the electron microscope would mostly be utilized by biologists. He also realised that the vacuum tube present in the microscope dehydrated the specimens and the electrons damaged them. On most occasions the heat generated burnt the specimen to ashes. Ernst was in a fix as he was unable to come to a solution to this particular problem. He turned to his younger brother, Helmut Ruska for assistance. Helmut Ruska was a medical practitioner with a positive attitude. He was sure the microscope would work if certain improvements were made. As a result, Helmut approached Richard Siebeck who was the director of the medical clinic at the Charity Hospital. Richard was also Helmut’s former medical professor and so, he managed to convince Richard to invest his time and effort into his brother’s invention. Richard was initially reluctant but after 3 years on 2nd October 1936, Siebeck praised Ernst’s invention and explained how the microscope could help doctors in analyzing the cause of diseases. He credited Ernst by stating that the microscope was capable of advancing research into identifying infectious agents that caused diseases which on paper seemed similar to each other. Diseases like measles, smallpox, and chickenpox seemed to have similar symptoms but Richard knew that the infectious agents causing the diseases were different. And he backed Ernst by stating that the microscope would be helpful in distinguishing the agents. Richard Siebeck’s testimony was enough to convince industries and companies to take the financial risk and and invest in developing electron microscopes. A renowned company called ‘Siemens’ hired Ernst and Bodo von Borries in 1937. Together Ernst and Bodo began work on producing microscopes. In late 1939 Siemens delivered the first series of microscopes branded â€Å"Siemens Super Microscope† to the laboratories of I.G. Farben in Frankfurt-Hochst. Ernst was eager to make his instrument famous all over the country. So in order to promote his invention, he suggested to the CEOs of his company Siemens to set up a visiting institute so that biologists and doctors could carry out their research using his microscope. The Institute of Electron Optics was built in 1940 when Ernst was 34 years old. Ernst along with German and foreign scientists managed to publish around 200 scientific papers from the institute by 1944. Ernst was obviously involved in the development and mass production of the electron microscope. Following the Second World War which proved to be devastating for Germany, the Institute of Electron Optics was disbanded. As a result production of microscopes had come to a halt. The demand for the instrument was huge and so in order to meet the demands of his customers; Ernst reconstituted the institute. FINAL YEARS In order to further develop the microscope, Ernst began working at the German academy of Sciences in Berlin from August 1947 to December 1948. In 1949, at the age of 43 he was made the head of department at the Fritz Haber Institute. After spending almost 20 years at Siemens, Ernst left the company at the age of 49 in 1955. After two years at the age of 51, Ernst was made Director of the institute of electron microscopy at the Fritz Haber Institute on 27th June 1957. In 1960, Ernst’s contribution to the field of medical science was acknowledged when he was awarded the Lasker Award. Ernst spent the 1960s serving as Director at Fritz Haber. He also held lectures at the Technical University of Berlin and Free University where he would talk about the basic principles of electron optics and electron microscopy. On 31st December 1974 at the age of 68, Ernst stepped down as Director and officially announced his retirement. In 1986, 80 years old Ernst received the Nobel Prize for his contribution to science. 25th May 1988 was a gloomy day in West Berlin. 82 years old Ernst Ruska left the world peacefully. He was cremated in West Berlin. TRIBUTE Even though Ernst left the world, his invention of the electron microscope continues to help biologists and medical practitioners till date. His ability to think out of the box was a quality that helped him reach a stage of grandeur. Ernst was all alone during the initial years of his studies when he stated that an electron microscope could be developed. Many doubted him and scoffed at his idea that an apparatus of such great significance could actually be built. The same people had to eat their hats when the microscope was finally invented. What one should learn from this legendary inventor is that one should never lose the will to succeed. Ernst’s life would have been very different had he chosen to give up on his dreams. Like they say, man is the maker of his own destiny and Ernst deserved every accolade that he received for his ingenuity. Here’s saluting the legendary inventor and genius known as Ernst Ruska.

Essay --

Philip Covarrubias Covarrubias 1 Fire 101-10 Friday 0900-1150 12-06-2013 Iroquois Theater Fire The Iroquois Theatre (Theater) Fire occurred on December 30, 1903, in Chicago, Illinois. It is the deadliest theater fire and the deadliest single-building fire in United States history. A total of 602 people died as a result of the fire. The theatre had three audience levels. The main floor (known as the "orchestra" or "parquet") was on the same level as the Foyer or Grand Stair Hall. The second level (the "dress circle") and the third level (the "gallery") were accessed through broad stairways that led off the foyer. The backstage areas were unusually large, with dressing rooms on five levels, an uncommonly large fly gallery (where scenery was hung), and even an elevator available to transport actors down to the stage level. The Iroquois was Chicago's newest and most polished theater, built by architect Benjamin Marshall, who had studied many fires over the years and had tried to make this particular building as safe as possible. The Iroquois was designed in the image of a famous Paris opera house, and the four-story structure contained elaborates stained glass windows and polished wood. The lobby of the Iroquois had a sixty-foot high ceiling and marble walls, and Marshall had put in as many as twenty-five exits tha t supposedly would allow a capacity crowd to escape any problems in less than five minutes. A curtain made of asbestos was supposed to be present, one that could be lowered from above the stage to protect the audience in case of a fire that started there. But common sense did not prevail when it came to the seats in the Iroqu... ...ned hysteria. But the exit doors opened inward, and the crush of bodies against the people trying to open them did not allow them to do so. Also, many of the side doors were locked. The Iroquois was plunged into darkness as the lights went out, and the fire, fueled by the air coming in from the rear doors, exploded throughout the main auditorium. When the fire company arrived, everything appeared normal, as there was no smoke coming out of the Iroquois Theater at first. But when they went into the building, they could not open the doors because of the bodies that were stacked against them. The death toll in the upper balconies was tremendous, as the fire escape supposedly leading down to the street a hundred feet below was found to be non-existent, leaving some to jump or fall to their death from the great height. As many as 150 people met their fate in this manner.

Growing Pain Essay

So by the end of 1992, Waterway had begun selling its own line of compact, inexpensive, high-impact plastic kayaks. Within one quarter, Maher had known that the move had been a smart one. Almost all of Waterway’s existing canoe customers— mostly wholesalers who then sold to liveries and sporting goods stores—had placed sizable kayak orders. A number of private-label entities had also inquired about Waterway, and Maher was considering producing privatelabel kayaks for those companies on a limited basis. For the most part, the staff had adjusted easily to the company’s faster pace. The expanded business hadn’t changed Waterway’s informal work style, and people seemed to appreciate that. Maher knew that most of his employees were avid outdoor types who viewed their jobs as a means to an end, and he respected that perspective. On days when the weather was particularly good, he knew that the building would be pretty empty by 4 P. M. But he also knew that his employees liked their jobs. Work was always completed on time, and people were outspoken with new ideas and with suggestions for improving current designs and processes. There was no mistaking the genuine camaraderie. Maher walked through the design room, stopping to talk with one of the two designers and to admire the latest drawings. Then he headed for the administrative suite. His thoughts returned to the company’s recent history. Until 1990, Waterway’s sales and revenues had increased with the market, and Maher hadn’t been motivated to push any harder. But when he had decided to venture into kayaking, he also had thought he should gear up marketing— get ready for the big trend if it came. Until then, there had never been a formal, structured marketing department at Waterway. He had thought it was time. That’s why he had hired Lee Carter. Carter had gotten her M. B. A. when she was 31. To do so, she had left a fast-track position in sales at Waterway’s major competitor in the canoe market to devote her full attention to her studies. Finch, who was something of a mentor for Carter, had told her that she would hit the ceiling too early in her career if she didn’t have the credentials to compete in her field. In her final term at business school, which had included a full course load plus a demanding internship with the Small Business Administration, Carter had interviewed ith Waterway. Finch had called to introduce her, but once Maher had met her and she had begun to outline the ways in which she could improve the company’s sales and marketing efforts, Maher had needed no other references. He had thought from the start that Carter might be the right person to nurture the company’s interest in the growing kayaking business and to run with it if the sp ort’s popularity really took off. When it had, he was proved right. True, the market was extremely favorable, but Carter had brought in more orders than even Maher had thought possible. Fortunately, the company had been able to keep up by contracting with other manufacturing companies for more product. Waterway had been extremely effective in keeping inventory in line with customer demand. Maher was impressed with Carter’s performance. From day one, she had been completely focused. She traveled constantly— worked so hard that she barely had time to get to know the staff. She came in on weekends to catch up with paperwork. Along with two of her direct reports, she had even missed the annual Waterway picnic; the three had been on the road, nailing down a large order. It was a dedication—a level of energy—that Maher had never seen before, and he liked what it said about his company. Back in his office, Maher found that he couldn’t concentrate on the product development report in front of him. That bit of conversation he had overheard outside Carter’s office was troubling. He certainly knew about the lucrative packages that were being offered in the sporting goods industry—even in Waterway’s niche. He’d even heard that some sales managers were commanding a quarter of a million dollars or more. He had read enough of the annual reports of his publicly traded competitors to know that larger organizations created all sorts of elaborate systems—supplemental retirement packages, golden handcuffs, stock options, deferred compensation arrangements— to hold on to their top performers. harvard business review †¢ july–august 1996 page 2 Growing Pains †¢Ã¢â‚¬ ¢ †¢HBR C AS E S TUDY â€Å"The business could stand to pay more,† Maher said, â€Å"but I want to avoid the habit of paying now for results down the road. † Maher wanted to recognize Carter’s contribution.

Guided Reading Essay

What is the typical organization of an argument essay? An introduction that states the issue then an objective summary of the opposing views followed by a point-by-point discussion of their limitations. Then a summary of your viewpoint with a point-by-point discussion that strengthens your position, and then lastly a conclusion. What are points of contention and how do you identify them? The points of contention are the two to five most important issues on which you disagree with the other side. The best way to figure these out is brainstorming, try to see things from their perspective. Why is it important to know the stance of your opposition? You need to know what you are trying to argue so you can identify your strengths and weaknesses of your position and to be able to build your case against the opposing viewpoints. What is the difference between argument and research writing? An argumentative essay is more subjective and usually controversial where you are trying to prove that one side is better than the other. A research paper is presenting facts about a topic. Chapter 24 What is a good way to start the research process? Define your research question, develop a working thesis, devise a research plan, collect sources, assess the reliability of each source, triangulate facts among the sources, determine whether facts verify working thesis, and lastly either accept or modify working thesis. Why is it important to have a sharp research question? It will help you narrow the scope of your research thus saving you time and effort by allowing you to target the best of sources and information. What is a working thesis? How is this used in research? Defining your research question or hypothesis. It is your best guess about how you will answer your research question, it is your overall claim about  your topic. What are the key elements of a research plan? Why is it necessary for researchers to have a research plan? Research question, working thesis, results of start-up research, description of electronic, online, print, and empirical sources available, schedule of conducting and completing the research, and a bibliography are key elements of a research plan. Having a research plan helps to better target sources and the streamline your research. When conducting research where should writers go for reliable information? Surf the Internet, look through online encyclopedias, and browse your library’s catalog. How do writers know whether a source is credible? Use the Internet to search for the backgrounds and expertise of the author and publisher to make sure they are trustworthy. If you find questionable credentials or reputations use something more reliable instead. What is bias and how can researchers overcome it? Putting your own ideas and opinions into your research where it seems like you want the information to be true rather than right. If you know what your biases are then you can use them to gain a richer understanding of your topic. How do researchers determine whether a resource is up to date? Depending on your topic and how quickly information in that field becomes obsolete. Medical information is usually outdated in a few years where something like geology doesn’t really change so decade’s old info can be used. List three steps for setting up a research schedule. List all the tasks you need to complete, set a deadline for finishing your research, drafting, designing, and revising, then work backwards form your research deadline on which task needs to be completed. What are some reasons why a researcher would have to modify his or her research plan? Roadblocks to research, ideas, and information that changes your research question or working thesis.