Developments In Cold Environments Sustainable Essay

To what extent are more recent developments in cold environments sustainable ? Fishing can disrupt food chains. For example krill fishing in the southern ocean is depleting food supplies for whales and penguins. Overfishing of a species can severely deplete its population, sometimes beyond recovery. Overfishing of the patagonian toothfish in the Antarctic is currently a concern. Bottom trawling catches fish by dragging nets along the sea-bed. This disrupts the eco system by reducing light levels thought increasing turbidity and catches other species as well as the target one. Its carried out in the gull of Alaska, the greenland sea and the barents sea. Fishing quotes have been introduced to limit the number of fish caught and prevent overexploitation of the resource. Large cruise ships increase pollution in the areas from the ships and from the tourist. Tourists and tourism developments disrupt wildlife and damage habitats leading to reduced biodiversity. National parks have been set up to allow tourism whilst protecting the environment e.g. denali national park in Alaska was set up in 1917 and then expanded in 1980 to induce a greater area of land. Cars and private vehicles are banned from the park so visitor’s have to travel in park buses on approved routes. The most vulnerable parts of the park don’t have any roads at all. So the ground is protected from the damaging effects of vehicles. Oil spills can occur during transport of oil from the area. For example in 1989 there was a huge oil spill off the coast of Alaska when the exxon valdez oil tanker crashed. Over 40 million litres of oil spilled into the ocean and over 250 000 birds and fish were killed. Oil spills can occur if the pipelines leak between 1977 and 1994 there were on average 30 to 40 spills a year from the trans-alaska pipeline. Some of these were caused by intentional attacks and forest fires. Oil pipes have automatic shut off valves in order to minimis e oil spills if the pipelines are damaged.

Two Ways

Self-transformation means self-assuming to be an American citizen, or more spiritually, an American. An immigrant who makes such assumptions expects governmental protect and embrace. The trauma of transformation is the price they are willing to pay as exchange for these benefits, while exile confronts exactly immigrants† feeling of belonging. The trauma of self-transformation is therefore a dynamic against exile. In Bharati Mukherjee's â€Å"Two Wap to Belong in America,† she outlines how both her sister and she came to the United States from India with the opes of having a more privileged life.However, she spends the most of her piece describing the various complications that have ascended, between both herself and her sister, Mira, and how these costs have affected their opinions of the American dream. Bharati, in particular, sacrifices a great deal in order to move, settle, and prosper in the United States. From her piece, I acknowledged three costs that Bharati had t o pay in order to continue to chase her dream. Bharati's first cost is her Indian citizenship.While she has no problems with giving up her Indian citizenship, others are not so quick to abandon the legacy their ancestors have established. I think it's noticeable why this is a more important cost to some immigrants. This brings me to Bharati's second cost which is the disappearance of her ancestral legacy. Bharati, along with every immigrant who elected to acquire American citizenship, fails to obey her familys established legacy as a result of receiving this citizenship. Again, she seems more than willing to deter from the path her family would like her to stay on.In other words, she has no problems â€Å"renouncing 3,000 years (at least) of caste- observant, â€Å"pure culture† marriage in the Mukherjee family'. Bharati's third cost is her innocence. When Bharati talks about living with her husband in Canada and is suddenly discriminated and encouraged to relocate because o f â€Å"a Green Paper that invited a national referendum on the unwanted side effects of â€Å"nontraditional† immigration†. She left Canada because of her being discriminated. She lost her sense of pride when that happens to her.Bharati recognizes that there is a price for those ho choose not to immigrate, but she neglects to acknowledge the dues that she has paid as a result of relocating. This statement confirms that she does not recognize the â€Å"self-transformation† that she underwent in her pursuit of the American dream. I agree that ‘The price that the immigrant willingly pays, and that the exile avoids, is the trauma of self-transformation. † I also feel that complications that surface during one's pursuit of the American dream are also the costs associated with achieving their vision Two Ways By airforce90

Rocky Mountain Case

2009 ROCKY MOUNTAIN MUTUAL JOESPH MIROLA Rocky Mountain Mutual: Promoting Fun or Fitness? Date of Submission: 27th July 2009 Submitted to: Submitted by: Sanjay Kumar Gupta Rajiv Agarwal WAC instructor Roll: 20091034 To: Zachery Evans (Vice President) From: Joesph Mirola Date: 27 July 2009 Please find the detailed analysis of the fitness center in our organization with all the relevant data. Kindly inform me if some more information is required of the same. Regards Joseph Mirola ? CONTENTS: Sr. noTopicsPAGE NO: 1EXECUTIVE SUMMARY 5 2SITUATIONAL ANALYSIS 6 3PROBLEM STATEMENT 6 4STATEMENT OF OPTIONS 7 5CRITERIA FOR EVALUATION 7 6EVALUATION OF OPTIONS 8 7RECOMMENDATIONS 10 8PLAN OF ACTION 10 LIST OF TABLES 9TABLE 16 ? EXECUTIVE SUMMARY: Rocky Mountain Mutual is a growing insurance company which has recently opened a branch office in a remote area of Utah. The unique feature of this branch is its fitness center which boasts of facilities such as swimming pool and track for walking and running. According to company records users of fitness center have shown reduction in their medical expense but the cost of operating is too high and also less than 50% of employees are using it. Zachery Evans, the vice president of the operations wants to close it as it is an expensive affair and also utilizing lots of space. The analysis shows that the best option available is to continue using fitness center but reduce it space area by eliminating some of the unnecessary facilities and also using it as an discussion room in the off hours. No of words:140 SITUATIONAL ANALYSIS: Ours is a growing insurance company and has recently built a headquarter in remote area of Utah with a work strength of 250 employee, which features an fitness center in the campus which was started with an investment of 1 million dollar. Mr. Joe Mirola consider this fitness center as an added advantage to the company. Table: 1 Non usersUsers Absentism:12 days a yearAbsentism:6 days a year Medical cost Visiting center once or twice Visiting center thrice No of Emp. Cost/Emp. Total costNo of Emp. Cost/Emp. Total costNo of Emp. Cost/Emp. lTotal cost 2505001250006230018600251002500 As seen from the above table the medical expense of employee has reduced considerably with the use of fitness center however one more thing can be noticed that fitness center has not been used by its entire employee. The possible reason for this can be due to various facts such as: †¢Crowding during the peak hours †¢Employee need to come early to use the fitness center †¢Lack of awareness Zachary Evans the vice president of the operations believes that this center is too expensive to run and farther consuming up lot of the company valuable space. He is of the view that this center poses a great hindrance in the expansion of the company and wants it to be shut down unless of course he is convince that fitness center is worth the amount incurred in it PROBLEM STATEMENT The fitness center as shown by company records results in reduction of medical cost of an employee and also cause less absenteeism, but the cost incurred in maintenance is too high considering the fact that only 35% of the employee are making use of it, so problem lies with Mr. joe Mirola as to how to convince vice president Zachery Evans to continue fitness center or should he close it. STATEMENT OF OPTIONS 1. Fitness center should be continued and more and more employees should be encouraged to join it and some nominal fee must be charged. 2. Fitness center can be discontinued and space might be utilized for expansion of the company. 3. It can be used for commercial purpose by opening it for non-employees also and generate revenue. CRITERIA OF EVALUATION 1. Cost to company 2. Assets Utilization 3. Productivity 4. Competition 5. Risk factor EVALUATION OF OPTIONS: OPTION 1: OPTION 2: . Option3: RECOMMENDATION: From the above analysis it can be seen that option 3 gives us many advantage over the other and it looks to be the most viable option available. PLAN OF ACTION: 1. The first thing we must do is to run awareness program within the company. 2. Conduct an survey and take the feedback of the people as in what can be done to make center more useful 3. Proper management should be there so as avoid chaos during peak hours 4. Timings should be such that the everybody can easily make use of center 5. Proper marketing should be done so as to attract the non employees. 6. The fees charged must be nominal and give people value for money. Total words:1030

The Correlation between Unemployment and Divorce Rates in the United Term Paper

The Correlation between Unemployment and Divorce Rates in the United States - Term Paper Example A tendency to emphasize the social and economic costs of unemployment on society in the aggregate avoids the clear and definite problems that joblessness creates in the home. Some of these household challenges are responsible for lowering levels of subjective well-being in society, which exacerbates the negative overall effects of unemployment. One particularly troubling hypothesis is that divorce tends to increase to some degree in proportion to unemployment rates in developed countries (Jensen & Smith, 1990). The marriage destabilization caused by the loss of a job and the perhaps long-term unemployment that results may explain a great number of divorces. However, especially as one deals with aggregate population data from past years, one is not dealing with causal inferences but rather correlational observations. While it is intuitive to speculate that unemployment increases risk to divorce, one could wonder whether divorce is likely to increase unemployment. It does not seem out of the question that marital instability increases one’s chances of being dismissed or issuing a resignation from his or her work. In fact, Rogers and May (2003) found a significant correlation between increases in marital discord (defined as thoughts or actions supportive of divorce) and declines in job satisfaction. Finding a statistical correlation between unemployment and divorce would signify a number of things, namely that individuals facing long-term unemployment but are happy in their marriages should take steps to ensure the sustainability of that relationship through financial hardships. At a broader level, predictors of unemployment can also be taken as predictors of higher divorces, which give society a chance to plan for increased levels of marital instability in addition to unemployment

Consent for Treatment and a Tax-Free Health Care Organization Research Paper

Consent for Treatment and a Tax-Free Health Care Organization - Research Paper Example There are three critical requirements to valid consent: the patient must possess the capacity to consent (mentally competent); consent obtained ought to be voluntary; and, the patient ought to have obtained adequate information to arrive at a decision regarding their treatment. The health practitioner can be reprimanded for failing to obtain a valid consent, which amounts to claims of clinical negligence. In theory, in instances in which harm has befallen the patient and the consent was obtained improperly, this could give rise to claims of assault or battery, and, in extreme cases, criminal charges. Overall, minors are not legally competent (not mentally competent) to consent to medical treatment. It is the practice for doctors, plus other medical professionals to obtain consent from parents or guardians for carrying out medical and surgical procedures. However, when the minor needs urgent medical attention and the parents cannot be reached (such as in a true emergency), then the doctor may begin treating the child devoid of a parental consent (American Academy of Pediatrics, 2003). The scenario presented is life threatening and the doctor can legally treat the minor devoid of parental or legal guardian has given consent. The minor can give informed consent devoid of parental intervention and thus the operation remains allowable. Cases in which minor’s consent is adequate for confidential care are infrequent since it applies only to emergency medical services, where parent’s consent is not readily available. The prospective impact of U.S. health care reform legislation on hospitals can be viewed from four critical areas: changes in funding and reimbursement; changes within clinical operations; transparency requirements; and, additional oversight measures (Rosenbaum, 2011). Under the tax-exempt status, hospitals must undertake a

What was the Multi-Fibre Agreement China and the Multi-Fibre Agreement Essay

What was the Multi-Fibre Agreement China and the Multi-Fibre Agreement - Essay Example In 1962, a Long Term Agreement (LTA) regarding international trade in cotton textiles was signed. It replaced the one-year Short Term Agreement that existed at the time. LTA underwent several renewals and was subsequently replaced by the Multi-Fibre Agreement (MFA) in 1974, which was expanded to cover exports of synthetic fibres and woolen products, besides cotton. MFA came into force to allocate export quotas to the low cost developing countries, limiting the amount of imports to countries whose domestic industries were facing serious challenge from rapidly increasing imports. It sought to expand trade, reduce barriers to trade and progressively liberalise world trade. The MFA regime existed for 25 years, until 1994 when the Uruguay Round of Multilateral Trade Negotiations resulted in the Agreement on Textiles and Clothing (ATC). The ATC sought to phase out all quota restrictions in four phases spread over a period of 10 years. The first three partial phase-outs were in January 1995, January 1998 and January 2002. The final one is due on January 01, 2005. This came into force along with the WTO framework for multilateral trade in 1995: stipulated that the quota system for textile exports and imports under the Multi-Fibres Agreement (MFA) was finally phased out on January 1, 2005. More specifically, in terms of the agreement, the transition period, which began in 1995, would be operative for ten years and, by the end of that time, all textiles and apparel articles will have to be brought under the GATT discipline, subject to the same rules, as are the products of other sectors. China and the Multi-Fibre Agreement: - China was a participant country of the MFA, the implications of the end of the MFA regime on world trade generally in textiles and apparel, also the projected impact on the Chinese textile and apparel industry. To set the perspective, the MFA was negotiated under GATT 1947 and was functional from 1974 to 1994. In the eyes of the USITC, the agreement was intended to deal with domestic market disruption in importing countries: that is, developed economies - while allowing the exporting, or developing, nations to expand their textile and apparel trade as much as possible. This was achieved by the MFA through the instrument of negotiating bilateral agreements on export quotas. Cotton fibre is considered as an agricultural product and therefore covered by the WTO agreement on agriculture. All other cotton-based products, such as yarn, weaves and other textile products were subject, until January 2005 to the Multi-fibres Agreement. That agreement which came into force in 1974 was intended to protect the textile industries of developed countries from the growing exports of developing countries by way of a system of quotas. The European Union's Cotton Textile Policy: - The EU cotton regime was put in place in 1981 when Greece joined the European Economic Community. The accession of Spain and Portugal in 1986 enlarged the number of countries covered by the WTO agreement on cotton. Aid was paid to cotton ginners on condition that cotton producers benefited from a minimum price per tone of cottonseeds. This system made it possible to protect producers from variations in world prices while enabling companies to sell cotton fiber at the international price. The aid per tone of cottonseeds was equal to the difference between the guide price (fixed every year) and the world market price. The payment of aid was limited to a maximum guaranteed quantity (MGQ) set annually. From 1987, a guide price cut-off system was introduced to protect growers from the risk of very big falls in the minimum price. The original cut-off was 15% but

Assess the view that feminism has succeeded in its aims Essay

Assess the view that feminism has succeeded in its aims - Essay Example Gilligan further stated that there were female and male moral hierarchies, and that the female moral hierarchy should be equal to the male moral hierarchy. Therefore, Gilligan proposed that females and males should be approached and studied differently, and that women might have different moral hierarchies, but that these hierarchies are not inferior to males, just different. Gilligan further found that men and women are different, in that women value care over rights, and men value rights over care. She further went on to note other cultural differences, such as that males define themselves by separation from others, and females define themselves by identifying with others. Further, cultural feminists understand that our rights and ethos are male centric, and believe that society should listen to the women's voice as much as the man's voice (Turnier et al., 1996). Ending Stereotypes of Women Since cultural feminism is concerned with the differences between men and women, and that, b ecause we lived in a man's world, the man is the one who defines society, stereotyping of women based upon a male's perception of the female ideal is one problem that cultural feminists fight to overcome. One of the ways that women are stereotyped is through the use of ideal body images, which are the ideals that women feel that they have to achieve, in order to be seen as being acceptable to society. The ideal is represented by Playboy models and pageant winners, which are, by and large, difficult if not impossible to attain for the average woman (Calabrese et al., 2011). Our society is inundated by this beauty ideal both through the regular media and through advertising. Advertising, according to Dyer (1989), features the feminine beauty ideal because advertising essentially markets a fantasy, in this case, a male fantasy. The objects that are to be sold are made more valuable in the eyes of society by being associated with these ideal images. Therefore, the feminine ideal of the Barbie or Playboy figure – slim waisted and large breasted – becomes the standard by which women are judged in our advertisements, and is responsible for perpetuating the stereotype that women must uphold these ideals (Dyer, 1989).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The reason why the feminine ideal is that of the slim waisted and large breasted Barbie doll or Playboy centerfold is because this is the supposed ideal of the male, and, as de Beauvoir (1973) notes, femininity is defined by the patriarchy in society. That said, as Lorber (1993) notes, the standards of beauty, as defined by men, are ever-changing in society. While the ideal might be the Barbie figure today, and it was in the 1950s as well, as shown by the popularity of Marilyn Monroe, Jayne Mansfield and Jane Russell, the ideal in the 1990s was the emaciated look. This look, according to Lorber (1993) was small-breasted, slim hipped, and emaciated. This ideal was something that the women starved t hemselves for during this period of time (Lorber, 1993). What controls what is popular, as far as body types go, is patriarchy, society and culture (Lorber, 1993). The problem with these images, aside from how they make women feel, is that women become essentially the object of the male sexual gratification and desire, and makes women believe that their appearance is associated with their worth. This leads to a kind of destructive stereotype, that women are supposed to meet the stereotyped ideal, and, if they do not, they fall

Project Charter Essay Example | Topics and Well Written Essays - 4500 words

Project Charter - Essay Example With the advent of new communication technologies call centres expanded their services considerably, allowing companies to contact a large number of people efficiently. Making a decision about the call centre setting up, the ABC Telecom Company sees considerable benefits for its business, because a call centre will: This document represents a general description of the project aimed to set up a call centre, comprising 10 workstations, in the ABC Telecom Company. The call centre is intended to be a primary way of effective communications with customers, partners and other external audience of the company. The company executives believe that the call centre will provide a single point of contact for all people who interact with company via various channels, including email, fax, web chat and board, phone, VOIP, SMS etc. Such virtual (not face-to-face) interactions may concern different issues from multiple areas, e.g. information dissemination, customer service and support, customer relationship management, marketing and telemessaging, sales (inbound and outbound), employee service and support, emergency services and other areas, related to customers’ satisfaction and telecom business’s efficiency. Undoubtedly, the project is rather complex, it includes a number of various aspects – from the selecting the location to build the call centre to the hiring and training a staff. The ABC Telecom Company does not have sufficient resources to cope with all project tasks by its own strength, that’s why it is intended to get a number of subcontractors and vendors to take part in the project, what brings additional important constraints in the project. Call centre in the ABC Telecom Company is being created in order to increase the value of contacts between the company and existent or potential customers. For customers the value means a good care,

Evidence-Based Practice Assignment Example | Topics and Well Written Essays - 750 words - 1

Evidence-Based Practice - Assignment Example ew of the secondary literature was conducted by selecting different research papers which were focusing on the use of echocardiography and chest x-ray in the diagnosis of various cardiac problems. The keywords explored were heart problems in teenagers, chest X-ray vs. Echocardiogram and cardiac disorders diagnosis. The databases used for the search include Google scholar, Ebscohost and PubMed. To understand the use and function of echocardiography and chest x-ray, different websites were searched on Google search engine. Literature review showed that a number of studies were available on using chest X-ray and echocardiography in cardiac problems especially for evaluating cardiomegaly. However, no relevant data was found related to teenagers. Research revealed that the heart problem is a major issue in adults therefore; studies have conducted to examine the utility of the two diagnostic tests in cardiac problems in elderly and adults. The research has limitation of not having related data for the use of chest X- ray and echocardiogram in studying cardiac problems of teenagers. No comparative analysis was found on search. The studies comparing data of both diagnostic tests on a practical setting and primary research were included however; studies that do not address the comparison of both tests and representing limited population were exempted from the research. Two studies were chosen for interpreting the comparison data. On the other hand, three sources were used to explain the key concept of both t ests and the research. Different Approaches and tests are used for the diagnosis of heart problems in teenagers admitted in medical telemetry unit. These include a physical examination, Chest X-ray and Echocardiogram. Chest X-Ray is an important diagnostic test for determining heart problems in individuals. It is used for viewing the picture of lungs and heart to determine their shape, blockages, fluid accumulation in lungs and pulmonary congestion (Dickstein et al.,

Web 2.0 Technology and Education Essay Example | Topics and Well Written Essays - 1000 words

Web 2.0 Technology and Education - Essay Example Indeed, while the use of technology in classroom has addressed the individual needs and requirements of students, its application in myriad formats has opened huge possibilities for students and teachers alike to exploit their potential for higher learning. The advancing technology and Web 2 tools have increasingly emerged as key elements to impact students’ learning outcome and made acquisition of knowledge highly interesting. They have therefore, widened their horizon of educational scope and outcome. Statement of problem In the current times, not using Web 2 tools could pose serious problems for students. Technology is intrinsically linked to development processes and its huge impact on education system has necessitated its inclusion within the curricula to enhance learning outcome. Valdez has emphasized that educators must be ready for technology rich future and promote dynamic strategies and tools within the curricula so that the students are prepared to meet the challeng es of the 21st century (1). The current generation of tech savvy students is no more satisfied with classroom teaching and is constantly seeking real time learning through new tools which can challenge their abilities to explore new avenues of knowledge acquisition (Akyeampong 3860). Web 2 provides the students with interactive media to share their knowledge and at the same time, facilitate their learning processes by sharing experience, opinions and views on different areas and issues (Greenhow et al., 247). Thus, Web 2 has wide ramifications on individual learning and its inclusion within curricula becomes key element of motivation. They help individuals with varying needs to optimize their learning outcome and ensure higher achievement. Thus, not using Web 2 tools could seriously hinder students’ personal and academic achievements. Purpose of the study The major purpose of the study is to explore how the use of Web 2 tools influence learning process and enhance education o utcome. Today, technology has become part and parcel of education system and the use of internet and online learning tools have increasingly become popular within and outside classroom. But the efficacy of the Web 2 tools like social networking, blogging and use of video sharing websites etc. needs to be explored within the academia to study their impact on students’ learning outcome. Most importantly, how it can be exploited for enhancing students’ learning is vital issue that must be explored and evaluated to ensure students’ continued interest in the core academic areas. The huge possibilities of internet based learning offers tremendous scope of growth that needs to be used by educators for enhancing students’ education outcome. Hypothesis 1. What are the main elements of Web 2 that make it attractive for students? 2. Do the Web 2 tools offer different challenges for students with varying skills? 3. How does Web 2 help to influence the learning proces ses of students with varying needs? 4. How does the interactive platform of Web 2 help to widen the understanding of different issues? 5. Do the web 2 platforms promote global values and improve and improvise learning outcome across the geographical boundaries of class, color, race and culture? 6. How do Web 2 tools encourage greater interaction amongst students and teachers? 7. How does it impact reading, writing and comprehension skills of students? 8. How does it keep the students motivated in the academic learning? 9. How can teachers exploit the vast potential of Web 2 tools for enhancing students’ education outcome? What is Web 2.0? According to O’Reilly the Web 2 tools are internet based technologies and platforms of communication like social netwo

Cowgirl Chocolates Essay Example for Free

Cowgirl Chocolates Essay In 1997, Marilyn Lysohir and her husband Ross Coates began making and distributing chocolates and other treats in addition to working as an artist in Moscow. Cowgirl Chocolates are all-natural, kosher chocolates that are unique in that they contain hot pepper as an ingredient. When you first put one in your mouth, it will taste smooth like other high quality chocolates. After a second or two, youll taste the fiery pepper. Marilyn admits that not everyone can take the heat of her chocolates. However, enough people enjoy both chocolate and spice to keep Marilyn busy shipping her candies from Moscow to all over the world. Cowgirl Chocolates come in mint, orange, lime-tequila, espresso, and milk chocolate. Although espresso is the hottest, all five flavors are hot. In order to appease people who prefer chocolate without spice, this year Marilyn has started making mild-mannered milk chocolate and dark chocolate truffles. Also in the line of Cowgirl Chocolates products, are a spicy caramel sauce and merchandise with the company logo and the tongue-in-cheek warning: sissies stay away. Cowgirl Chocolates quickly began earning awards and gaining attention. Among the eleven awards that Marilyn keeps in her garage are two Golden Chiles, awarded by Chile Pepper Magazine. The critical success of Cowgirl Chocolates inspired Marilyn to adapt and increase the size of her operation. Today, Cowgirl Chocolates are made in cooperation with Seattle Chocolates. Marilyn makes the caramel sauce in a specialty kitchen in Sandpoint. As it turns out, shipping Cowgirl products to numerous locations throughout the world has proven to be the most difficult part of the business.

Prejudice Worksheet Essay Example for Free

Prejudice Worksheet Essay Part I Select three of the identity categories below and name or describe at least 3 related stereotypes for each: †¢ Race †¢ Ethnicity †¢ Religion †¢ Gender †¢ Sexual orientation †¢ Age †¢ Disability |Category |Stereotype 1 |Stereotype 2 |Stereotype 3 | |Race | People say black people are lazy. |People say white people are smart |People say Jews are cheap but | | | |and blonds are dumb. |rich. | |Religion |Wiccan Pentacle Study, worship the|Gothic people are very weird and |Muslims are terrorist and women | | |devil. |violent.|are beneath them. | | Sexual Orientation |When someone see a feminine man |When someone sees masculine women |People say homosexuality is wrong | | |and call him gay. |she is a lesbian. |and immoral. | Part II Answer each question in 50 to 100 words related to those stereotypes. Provide citations for all the sources you use. What are the positive aspects of stereotypes, if any? The aspects of positive stereotypes can be positive if a person know the difference and have the knowledge to understand what a person may be stating. If we prefer to someone as a â€Å"jock† we are acknowledging that this person is into sports. A person that is known to be preferred to by â€Å"Gothic† or â€Å"Punk† is because of the type of music they listen to and the type of clothing they wear. Usually no one is offended by this because it is factual and evident and these are positive aspects of stereotypes. What are the negative aspects of stereotypes? The negative aspects of stereotypes are the lack of understanding, the ignorance, and the labeling of someone to hurt their feelings as an individual or a group of people. A person may see a female with a short hair cut like a man and call them a dike without getting to know who that person is and assuming that this is what they are. Part III Answer each question in 50 to 150 words related to those stereotypes. Provide citations for all the sources you use. Define stereotypes and prejudice. What is the difference between stereotyping and prejudice? Use examples to illustrate the differences. Stereotype is something conforming to a fixed or general pattern, a standardized mental picture that is held in common by members of a group and that represents an oversimplified opinions, prejudiced attitude, or uncritical judgment. Prejudice is prejudgment and negative attitude based on sex, race, age, sexual orientation, nationality, socioeconomic status, and religion towards an individual or group of people. The difference between stereotype and prejudice is that stereotype is standardized beliefs about people based on some prior assumptions. Prejudice is a type of judgment or assumption about somebody before having sufficient knowledge to judge with accuracy. Example of stereotype is all policemen eat donuts. Example of prejudice is an organization that hires more males and reject females are known to be prejudice. What is the relationship between stereotyping and prejudice? The relationship between stereotyping and prejudice is that stereotyping promotes prejudice and that prejudice reduction depends on stereotype change. Prejudice also influences the extent of stereotyping. The important theoretical tradition posits that this effect emerges because prejudice encourages the use of stereotypes as a means to justify societal inequality (e.g. , Allport, 1954; Katz Braly, 1933; Lippmann, 1922). What can be done to prevent prejudice from occurring? Intolerance stems from ignorance and arrogance this go hand in hand and people need to understand and have the knowledge not to pre-judge people. In order to prevent prejudice from occurring we need to begin now with the way we are raising our children and teach them not to be judgmental and preconceive people before we get to know someone. Teach them not to assume to not like someone because of the color of their skin or where they come from. People are people no matter what they may look like, getting to know a person is very important and not to judge a book by its cover. Have rallies of all race and culture so people can have a better understanding of others. It starts at home teach your children a better way so that they will understand life in a better perspective. Reference: Voices. yahoo. com/stereotyping, Psychology. about. com, www. merriam-webster. com/dictionary, azam. org.

Value Management in UK Construction

Value Management in UK Construction Abstract This dissertation of project will investigate how the value management is being utilised in todays construction industry in United Kingdom and to investigate how the value management was used in the UK construction industry. The project will consider how the connection between the size of the project and the level of use of value management. The project will also aim to discover whether there is a connection between the size of a company and the level of value management utilization. It is so hard to find the company as complete however the level of importance of value management in a company places can be judged to a certain by the level of its use within a company, and also whether an organisation provides its employees with vale management training and as such this piece of work shall aim to uncover if there is a n association between the size and type of a business, and the level of training which it provides. The main things involved were about the business and the projects. The data will be collected through questionnaire sent to a sample of construction professionals in Dubai, Srilanka and in UK. The study will conclude that there is an association between the size of a project or business and the level of use of value management. It will also conclude that there is no any association between the type of construction organisation and the level of training provided to employees; however there is a association between the size of an organization and level of training provided to employees. Chapter 1: Problem Statement and structure of Dissertation 1.1 Problem Statement The value management is the thing which is prepared for the estimating and the classification of the project scope and the means which there can be obtained by the value for money using a specialist facilitator and workshop techniques. According to the institute of value management, the value management has their principles of approaches; A continuous awareness of value for the organization, establishing measures of estimates of value, monitoring and controlling them; A focus on the objectives and targets before seeking solutions; A focus on function, providing the key to maximize innovative and practical outcomes The concept of value is on the association between the satisfaction of many differing needs and the resources used and the most satisfaction of needs, more the value. Stake holders, internal and external clients may all hold different view of what the value is. The aim of the value management is to resolve these differences and enable an organization to achieve the greatest progress towards its stated goals with the use of minimum resources which you can (see the figure below) What is necessary for desired user Satisfaction of needs Use of resources = Value Everything that is required to satisfy needs It is very important to understand that value may be better by more the satisfaction of need even if the resource used in doing so increase provided that the satisfaction of need increases more than the increase in use of resources. Nowadays in construction, customers are mostly concerned with achieving value for money in their construction projects. In response to this demand, a developed number of companies claim to offer the value management as a service, however there is a confusion what actually comprise what actually comprise the value management with some commentators going as far as questioning whether value management differ from the established produce of cost management (Green, 1992) The previous day the value management is not that it is a cost cutting exercise, or a methods which is to be budgeted within a projects, rather as a mean of achieving best value for money to client value management may raise procurement costs and the price of a project up front, If it means it will increase the value/function ration (Kelly et al, 2002) Ahsworth and Hogg (2000), claim that for a 1% fee on construction cost, it is possible that a total saving between 10%-15% on construction costs can be achieved. It is hard to prove how accurate this estimate is, however the benefit to client are widely touted, with the Egan report of 1998, also claiming a saving of up to 10% possible. However other the commentators such as palmer (1996) say that the effectiveness of value management depends mostly on the personalities involved, the timing of the study, the interaction of the team and the role of the client and the input of the design team, whilst going on to say that as functional analysis often gets ignored the whole value management process is often no more than a cost cutting exercise. Most professionals would agree however that value management does have its merits. What this in mind it would seem senseless were value management not to be utilised to its full potential. However difference sources were seem to suggest that the case is that not all, or really very few organisations use value management its full potential ( Fong,2005) This is because of lot of understanding of value management or it is being realize at the wrong time. Kelly (2002).States that the previous value management is realising that the more effective it will be. If the limits of the construction scheme are clear from the Inception, then the design and briefing can be associated with the time, cost and quality constraints of the customer. With all these points in mind this piece of work aims investigate how value managements being utilised in todays construction industry in the UK. Furthermore, to investigate the views of organisation and individuals in the industry with regard to value management. 1.2 Aims The aim of this dissertation is to investigate how the value management is being utilised in todays construction industry in UK, and to investigate the views of companies and industrials in the industry with regards to value management, by examining how it is spread widely the use of value management, It will be useful to spread projects up into categories based on size to determine whether there is a connection between the project value and the probability of value management being used, and as such test the suggestion, S1: Value management is important in larger projects. The scope of this piece of work furthering work by Hogg (1999) and Hander son (2006) whether there is a relationship between the size of a company and the level of value management utilization and in doing so testing the suggestion. S2: Value management was not utilised in smaller UK construction industry rather than the larger companies. It is hard to measure the view of a company entirely even though the level of importance a company places on value management can be judged to a certain extent by the level of its use with a company, and also the company should need the employees with value management training to design between companies, they will be separated into groups based on size and type and as such the following suggestion can be tested; S3: There is no any group between the type of a company and whether value management training is given. S4: There is no any group between the size of company and whether value management training is given. 1.3 Objectives The objectives can be realised in meeting some of these intends are; To expose whether the value managements basic principles are understand amongst construction professionals in the UK, and to employ a testable definition to make it possible to distinguish whether authentic value management is being employed. To research an investigate the distinguish of boundaries between small, medium, large and very large companies in order to investigate whether there is a connection between the companies size and utilisation of value management. To research an investigate the distinguish of boundaries between small, medium, large and very large projects in order to investigate whether there is a connection between the companies size and utilisation of value management. 1.4 Structure of dissertation Chapter 2 of this research will aim is to carry out a comprehensive critical review of literature and past research, incorporation with both accepted and historic literature but also the most up to date material relevant to the topic the literature, in particular the methodologies, data, analytical techniques etc. So as to ensure the objectives evaluation takes place. A different views and theories will be presented through synthesis and evaluation this section of the research will aim to provide a theoretical framework by; Essential of topic and terms Noting items of theory Noting major references Executing searches for literature appropriate to the topic and problems Obtaining and reviewing a range of sources Produce a review of the material This research will aim investigate whether or not value management is being fully utilised in the construction industry, in the learning of a range of professionals from differing background s in the construction industry .To measure a general opinion on the topic, it will be necessary to gather research which is relevant to the aim, objectives and the suggestion . This research was done by the journals, books, e-journals, the internet and publications such as building magazine. Chapter 3 will assessed by the possible mean of data collection, which is that the most appropriate method can be implemented this chapter of the research will be to find the most suitable method of measure the thoughts and views of construction professionals from different backgrounds, to determine whether value management is there knowledge of experience is being used fully in the construction industry. In this chapter will also evaluate the type of data that will be collected. There are two types of data which can be collected in order to test the assumptions namely quantitative data and qualitative data which is a combination of both plan may help to achieve a more conclusive end result; Naoum (2003) describes qualitative research as subjective with an emphasis on meanings, experience and description with (Fellows and Liu, 2003) describing qualitative research as subjective whilst providing a richness of data that cannot be obtained from quantitative data. And finally this section of the dissertation will measure of formal inference to determine which method is most appropriate given the type of data to be collected. In the chapter 4 of this dissertation the method which we discussed before will be implemented to produce and analyse a primary data, and enabling the earlier outlined aims and objectives to be met. When the results have been fully examined and checked, they will be visually presented in the form of tables, charts, diagrams and graphs. This will allow the answers of results of the tests to be visually conveyed. Statistical inference is employed which is to be done by the applicability of the results to the issues under examinations. The results will be use to prove or disprove the suggestion. In chapter 5 will be the results to conclude in the context of the theory to conclude in the context of the theory and literature review, and in light of the aims objectives set out at the beginning of the project. The finding will be considered in light of theory with the scope by advancement of knowledge. A critical review of what has been achieved throughout the course of the study will be carried out. This will allow the recommendation to make for the further works to be carried out. 1.5 Principal related work Ashworth and Hogg K (2000) Added value in construction. Essex, Pearson Education Ltd Hogg K (2000) Factors inhibiting the expression of value methodology in the UK construction sector : SAVE international conference proceedings available at; http://www.value-eng.org/pdf_docs/conference_proceedings/2000/2012.PDF Male, S Kelly, J (1998) the value management Benchmark; A good practise framework for clients and practitioners. Thomas Telford. Chapter 2: theory: Secondary Data 2.1 Introduction This was originally came from the manufacture Industry in the 1950s,The value analysis tool has came through different names and concepts into value management process as we all know it today which the key industry drivers was used to manage that of cost, time and quality. Value management include design management concepts of whole life costing, risk management and human resource management (Green, 2002) and is principally aimed at achieving the best value of money (in terms of both, decision arising from the process of value management, the following product and the process itself) to certify a best use of time and resources. Research and development work was brought out by Kelly and male (1998) together with Green (1990) and palmer (1992) which gave consideration to the application of the philosophy and the process within value management in the UK construction industry. Value management at this time was addressed commonly with passion and seen to have significant importance in the development of a move efficient and reasonable construction industry (hogg, 2000) Certainly in later years the UK construction industry has came under heavy scrutiny and has received high analysis from major sources. In 1994 the Latham Building the team Identified the inefficient built in an adversarial construction industry setting a challenge for change and developments. These analysed coupled with clients increasing demand for achieving value for money have seen designed and contractors take up the gauntlet and improve different types of business relationships and evolved new methods of good practices, and methodologies to develop effectiveness and value to the client. The meaning of value management was more highlighted when another government endorsed report, Rethinking Construction, (Construction Task Force.1998) Which also criticised ineffectiveness in the UK construction industry was presented the deputy prime minister. The report highlighted value management as a mean developing performance describing it as: A structured method of eliminating waste form the brief and the design before binding commitments are made.value management can also reduce costs by up to 10% (Construction task force;1998, P13) 2.2 What is Value Management? The value management was defined in order to which the idea of value must be understood firstly. The idea of value relies on the relationship between the satisfaction of many differing needs and the resources used in doing so. The less of the resource used or the greater the satisfaction of needs, the greater the value. Stakeholders, internal and external clients may all hold differing views of what represents value. The scope of value management is to reconcile these differences and enable an organization to achieve the greatest progress towards its stated goals with the use of minimum resource (which you can see in figure below) What is necessary for desired user = Satisfaction of needs Use of resources Value Everything that is required to satisfy needs It is important to understand that value may be improve by increasing the satisfaction of need even if the resources used in doing so increase, provided that the satisfaction of need increases more than the increases in used of resources(I.V.M. 2007) Value Management has a variety of meaning, but the basic principal of adding a value to the project in terms of the customer to remain the same. Kelly and Male (1998) defined value management as a service which maximises the functional value of a project by a managing its development from concept to completion and commissioning through the audit (examination) of all decisions against a value system determined by the client.They advice that the value system of the customer might be made explicit using functional analysis to expose the relationship between time, cost and quality. Value management is a planned approach to the recognition and valuation of project objectives and of the means by which these may be achieved is order to obtain value for money using a specialist facilitator and workshop techniques. According to institute of value management, the value management approach involves in three root principles; A continuous awareness of value for the organization, create measure or estimates of value, monitoring and controlling them; A focus on the objectives and targets before seeking solutions; A focus on function, providing the key to maximize innovative and practical outcomes. Value management utilizes workshop techniques, in which the customers and their advisors seek to identify the customers needs and objectives. These workshops, help by a value manager use brainstorming techniques and functional analysis to increase value in light of the clients need and requirements by certify that design solutions evolve in accordance with the agreed objectives. A consistent and chronological path is achieved through the use of job plan these workshops, following a five step process: The workshop begins with an information phase n which details of the project are presented in participants. This phase should give a clear due to all parties as to what the clients needs, wants and limits are the smart method of value management may be utilized at this stage. SMART value management is based upon technique known as the simple multi-attribute rating technique SMART value management understand that it is not sufficient merely to achieve the required function cost-effectively firstly it is necessary to ensure that the key project stakeholders have developed a share understanding of the strategic objectives, with is both the sound in its theory and practical in its implementation (Green, 2003) The next phase is the speculation phase, which involves generating alternative solutions and ideas. This phase of the workshop is usually performed with the aid of brainstorming and other creative thinking techniques such as the Gordon Technique to encourage the contribution of suggestion to improve value. The evaluation phase is used to assess the merits of the ideas generated during the creative phase, and compare the various ideas, which have been put forward. A list of best ideas is then carried forward for further development. The improvement phase considers in detail all of the ideas accepted from the evaluation phase to determine whether or not an idea should become a firm proposal. It should be developed in detail which is of ideas and then need to be priced in order to make a decision whether to present the ideas. The completion stage is the presentation phase which the teams proposals are presented to the client and their representatives. Diplomacy is an essential part in proposing changed to the original design. The ability of the catalyst is central to the success of the value management process. The success of the value management process. The facilitators role is to advising upon the selection of value management team, co-ordinating pre-workshop activities (E.g. issue of relevant information to selected value management participants), deciding upon the timing and duration of workshops, managing the workshop process and preparing reports. The management of the workshop can be a difficult task requiring a variety of skills. These include; the ability to adhere to an agenda; identifying the strengths and weakness of team members and promoting their positive interaction; motivating and directing activity; overseeing functional analysis; promoting an atmosphere conducing a disciplined structure (Ashworth Hogg, 2000). Which the test created by Kelly and male (1998) where the test created by Kelly and male (1998) where the outlines of a member in criteria, which is to be met, in order to conclude the authentic value management is being carried out .Those criteria are as follows; The workshop should consist of a multi disciplinary team. It use of a qualified value management as a facilitator. Implemented the brainstorming techniques. Implemented of functional analysis (as detailed below) Observance to a job plan (as detailed below) In this piece of work the above test together with the proceeding definition. Shall be use to define whether value management is being carried out. 2.3 Functional Analysis Functional analysis will mainly give the idea of identifying the common functions of an item, and in terms of construction, It identifies the clients need in terms of function. It is simple and effective with underlying the principle of functional analysis. when the technique applied to a building component on element it invites the question what does it do as opposed to what is it with this in mind, when searching for alternatives, we look for something that will perform the required function rather than attempt to find a substitute for the previous solutions (Palmer, 1992) FAST is an analysis process that was developed by Charles Bythway. It builds upon work by miles and allows functional analysis to be modelled and used as a means of multi disciplined communication. The application of fast is universal. It is based upon logic and allows aims and objectives to be translated into action Green (1994) indicates that the functional analysis system technique(FAST) is best used for the hard technical problems associated to value engineering which are normally carried out at later stage in the design process than more strategic SMART model used in value management functional analysis, which is central to the FAST technique, forces conciseness and eliminates ambiguity. FAST were also examines the cost Vs worth aspect, allowing full consideration of varying functions of one component. The aim of FAST is identifying the clients wants in terms of function not things (Bythway, 1992) One method of carrying out FAST analysis is use of a FAST diagram. This is a power ful technique in identifying the functional requirements of a project. 2.4 Value Management in Practice The recent years the UK construction Industry has come under heavy research, and has got heavy criticism from major sources. During the 1990s the Lathan and Egan reports Building the team and Rethinking construction identified the inefficiency inherent in an adversarial construction industry. In particular Rethinking construction set a challenge for change and improvement. These criticism coupled with clients increasing demand for achieving value have seen designers and contractors take up the gantlet and develop different types of business relationships and evolved new methods of good practice, and methodologies to improve efficiency, and value to the client. To this end, a growing number of companies claim to offer value management as a service, incorporating design management concepts, whole life costing, risk management and human resource management ( Kelly and Male, 2002) and is principally aimed at achieving best value for money (in terms of both, decisions arising from the value management process, the ensuring product and the process itself) to ensure best use of time and resources. However there could appear to be some confusion as to what actually constitutes value management. The modern day agreement for value management is not that it is a cost cutting exercise, or a method of keeping projects within budget, rather as a means of achieving best value for money to the client. Kelly and Male (2004) describe value management as the process by which the functional benifits of a project are made explicit and appraised consistent with a value system determined by the client value engineering, on the other hand, is concerned with achieving a given function at minimum cost. This there is some confusion between the vaue engineering and the value management. That as the value management will do achieve a high value to the client, in terms of meeting client objectives, which the value engineering will contrast looks to improve value in monetary terms by reducing cost, after analysis of function. In other words its aims are to achieve the function, at the least possible cost. That it may not lead to the greatest added value to the client. (DellIsola 1982) This confusion in terms has the lead some commentators to go so for as to question whether the value management differs from the established procedures of cost management (Green, 1992) The lot of majority of material studied however, were of the opinion that value management is a useful tool in identifying the clients needs, and utilising functional analysis to formulate a plan how best to meet these needs. In 1995 the RICS publication, Improving value for money in construction It is stated value management must be undertaken as part of the part of the process of establishing the clients business case in to ensure that the project address real needs and adds value. In todays UK construction industry, the use of value management is touted as having increased competition and encouraged growth by allowing better, more informed decisions to be made by IVM (Institute of Value Management,2000) In project delivery opportunities for such improved decision making exist through a project inception, design, construction and disposal (Kinnan and Martin,1997). Allowing value management to be introduced at any stage of project, with the later stages being used to assist project Integrating and procurement, often through the use of builadability concepts and partnering (Hyan,1997) without value management, however, significant additional costs can be incurred in late design changes (DellIsola,1982) as well as; Outcomes that represent poor value for money; In appropriate strategic for providing service need; Poor definition of service needs; An asset operation that cannot support service delivery; In effective communication among client/owners; Deficient project briefs; and Lack of project ownership by end users and managers. (Daddow and Skit more, 1993). Therefore to find the unsurprising the value management in construction industry has received attention and support from the government since the early 1990s (Institute of value management, 2000) and for more it use in becoming a requirement in the development and assessment of projects. whether this will ultimately lead to value management being a mandatory requirement in similar way to quality management in the 1980s is not yet known.(Daddow and Skitmore,1993) Indeed the RICS voice that value management should be made mandatory. Stating value management should be an automatic part of every project and not be an option in the 1995 publication, Improving value for money in construction. (RICS, 1995, P29) In the USA for example, a system of incentives and rebates, referred to as value management incentive and rebates, referred to as value management incentive clauses, are increasingly being introduced into contracts to formalise the arrangements between parties, for sharing the costs involved in implementing value management (Thiry,1997). The degree of success, which value management is touted to achieve is also varied. That the most easy source to quote is Sir John Egans report (1998) rethinking construction; presented to the deputy prime minister, in which a figure of a 10% saving on the contract sum, being forecast as figure to reasonable expected. As previously mentioned, this particular report was damming in assessing the UK construction industry current state, with regards to inefficiency and waste. However value management in particular was singled out, as one of the ways to address these problem, describing value management as a structured method of eliminating waste from the brief and from the design before building commitments have been made(Egan, 1998; p13) Ashworth Hogg(2000) to back this figure up somewhat, claiming that for a 1% be on construction cost, It is possible that a total saving of up to 10%-15% on construction costs can be achieved, should the correct procedures take place. How accurate the es timates are, is hard to prove, and in all likelihood vary from case to case, with many variables determining the success of the value management process. There are various differing reports from other leading commentators such as Palma (1992) who although not rejecting the advantages of value management, suggest that is not as clear at as deciding to implement value management. Palmer states that effectiveness of value management depends largely on the personalities involved, the timing of the study the interaction of the team and the role of the client and the input of the design team, whilst going onto say that as functional analysis often gets ignored the whole value management process is often no more than a cost cutting exercise. That of man paper seems to agree that there are numbers variables which affect the success of the value management process. Koo et al (2005) suggest the success the key reasons for failure of a value management exercise being; Lack of experience and skill of the facilitator. Improve use of functional analysis. Lack of purpose of purpose of FAST diagramming and no description of FAST diagrams. Unsatisfactory and impromptu function analysis of the value engineering project was performed in order to get results quickly, easily and superficially. The table below illustrates the causes and reasons for unsuitable FAST analyse according to Koo et al (2005) Causes and reasons of the unsuitable function analysis Description Causes Reasons Functional Analysis Function Definition Unrelated function definition for the project Deficiency of purpose and methodology of function analysis Unsuitable function definition Lack of recognition of function analysis Lack of community between function definition and follows Lack of education an experience of value engineering team members Job plan Unsatisfactory understanding of value engineering project Function Classification Classification confusion of the main and secondary function definitions Lack of understanding of value engineering object Lack of objectives for function selection Too much or too little secondary and function description relating to the main function Fast diagramming Lack of purpose of FAST diagramming Difficulty and lack of expertise for diagramming No description of FAST diagram. Lack of adaption value engineering diagramming logic

The Medieval Crusades: Launched to Spread Worship of Dionysus :: European Europe History

The Medieval Crusades: Launched to Spread Worship of Dionysus Although it is a popular notion that the crusades of the Eleventh through Thirteenth Century Europe were launched to spread Christianity, it is a seldom realized fact that they were actually launched to spread the worship of the Greek God Dionysus. While many fundamentalist radicals and even some historians who ought to know better will dispute this,it is,nevertheless,true. During the Middle Ages in Europe,there were a series of ten religious crusades launched over a period of three centuries.It is commonly believed that these were organized and carried out by Christian religious leaders to unite more territory under the red and white flag of their cherished religion. The fact that accounts of the Crusades were recorded as they are in the history books is due to the overwhelming influence exerted by overzealous religious leaders on historians of the day.It is an unfortunate fact that little remains of the historical representations of what actually happened. While the Church leaders of the day destroyed all written account of who initiated the ten Crusades and what really occurred in the course of these religious conquests,the true story of what happened survives to this day.High in the mountainous terrain of Northern Turkey exists a tribe of dedicated monks who,with their female counterparts,still engage in the rituals of Dionysean worship,just as they have for centuries in their mountaintop isolation. These are the chosen few who engage in the festivals of uncontrolled drinking and the shared group enjoyment of their female members characterizing their worship of this fun-loving God.It is to these few that practice not the self-denial of the Christian Church,but rather the indulgent,free-spirited way of the Dionysean following that the true story of the Crusades is known. While the historical accounts of the participants and the motives behind the Crusades are inaccurate,they do correctly identify the routes taken by the Crusaders.Their objective was to come up through Europe,eventually arriving in Turkey,staging festival after festival along their way,in much the same manner as the original followers of Dionysus did. After that,however,they planned to return through what is now the Soviet Republics,so as to avoid angry festival-goers recovering from the ill effects of excessive alcohol consumption and various social diseases contracted during the festivities.After the tenth Crusade,after numerous military encounters with opposing religious groups occupying various territories,they had arrived in Turkey. There,a tremendous celebration and public orgy was held,as this would be their final destination before returning home. Unfortunately,however,the group lingered too long and was overrun by unruly,hung-over citizens.The Dionysean company's chariots and wagons were burned,and they were forced to flee into the mountains of

Essay --

Teagan Seeley Word Count: 1294 HWC 204 Benjamin Guyer December 17th 2013 â€Å"Exploration of Similarities in Religious Texts: A Further Look at the Koran, the Tanakh and the New Testament† People who practice the Abrahamic faiths of Judaism, Christianity and Islam collectively comprise over one half of the world’s population, and while disparities between these three religions are widely spread and politicized, the similarities between their religious texts outweigh their differences. A crucial similarity between these three religions is their view on Abraham as their spiritual patriarch (lecture). The Koran makes use of both the Tanakh and the New Testament, and while minor differences exist between these texts, the perspectives they share are far more significant. The Koran retains many of the core ideas found in the Tanakh and the New Testament, specifically in regards to the perception of Abraham, the status of God, and the role of women. Any religious text can be interpreted in any number of ways, and while it is easy to pull apart texts of different faiths and dissect the differences, finding common ground and similarities is arguably more important. As previously mentioned, one of the most important similarities between these three texts is the perception of Abraham. Abraham’s commitment to God was tested, and as it was proved, he is the basis for all three of the Abrahamic faiths. In Genesis, God speaks directly to Abraham, saying, â€Å"I will bless those who bless you, and the one who curses you I will curse; and in you all the families of the earth shall by blessed.† (Genesis 12:1-3) In the Tanakh, Abraham’s loyalty to God is tested throughout the Bible, and as Abraham’s devotion become apparent, God solidifies ... ...he New Testament, large themes and important messages resonate similarly across the three faiths. The power, authority and oneness of God is undeniable and unquestionable. Similarly, those who disobey the direct commands of God and who do evil will undoubtedly face his punishment. Also, all three religious texts outline a specific hierarchy that is inherent to the believers; God is above Christ, Christ is above men, and men are above women. The roles and rights of women were limited, and not questioned. As with any ancient text, a reader must be aware of the difference in historical cultures, interpretations and biases. With these texts not all being written at the same time, cultural shifts undoubtedly occurred, but the Koran makes use of ancient Jewish and Christian Scriptures, as evidenced by the similarities between the Koran, the Tanakh and the New Testament.

Family Practice: Summary :: essays research papers

Family Practice: Summary The American family today, has the same problems that the American family of yesterday had. Daniel A. Sugarman, a psychologist in "Family Practice" introduces us to several case studies that seem to be the main nucleus of family problems today. He has put together a system called "Seven Ways to Keep the Peace at Home," in which he describes seven different problems within our American households today that can cause daily emotional and physical pain within the family structure. The Seven case studies are based on children's values that are driven by their parents emotions. "Giving up the myth of the perfect Family," is the starting point. This is where the parents low self esteem is driven into their child. The next step, "Tell it like you feel It," describes how families should share their feelings and not hold them in. After that comes, "Don't play telephone", this is where a third person is used to communicate between two parties. Another step is, "Make your blueprints Flexible," you should not pre-plan your child's life for them. Then he goes into the next step, which is about Contracts called, "Learn to use contracts." With this step the family makes contracts with one another and then monitors and up dates them so often. This helps with everybody holding to their end of the deal when it comes to the family issues. One of the worst steps of all is, "Stop the "Good Guy-"Bad Guy, " routine. I feel that having someone to blame for every problem that arises can devastate a child. Parents need to think about what they are going to say before they say it. The last step is, "Get rid of old emotional Baggage," I have personal experience in this category. I had a hard time in letting go of the old when trying to start new. These seven steps that Dr. Sugarman has came up with are great ideas in dealing with Family problems. Family Practice: Summary :: essays research papers Family Practice: Summary The American family today, has the same problems that the American family of yesterday had. Daniel A. Sugarman, a psychologist in "Family Practice" introduces us to several case studies that seem to be the main nucleus of family problems today. He has put together a system called "Seven Ways to Keep the Peace at Home," in which he describes seven different problems within our American households today that can cause daily emotional and physical pain within the family structure. The Seven case studies are based on children's values that are driven by their parents emotions. "Giving up the myth of the perfect Family," is the starting point. This is where the parents low self esteem is driven into their child. The next step, "Tell it like you feel It," describes how families should share their feelings and not hold them in. After that comes, "Don't play telephone", this is where a third person is used to communicate between two parties. Another step is, "Make your blueprints Flexible," you should not pre-plan your child's life for them. Then he goes into the next step, which is about Contracts called, "Learn to use contracts." With this step the family makes contracts with one another and then monitors and up dates them so often. This helps with everybody holding to their end of the deal when it comes to the family issues. One of the worst steps of all is, "Stop the "Good Guy-"Bad Guy, " routine. I feel that having someone to blame for every problem that arises can devastate a child. Parents need to think about what they are going to say before they say it. The last step is, "Get rid of old emotional Baggage," I have personal experience in this category. I had a hard time in letting go of the old when trying to start new. These seven steps that Dr. Sugarman has came up with are great ideas in dealing with Family problems.

The History of Espn

$91, That’s all it cost to have ESPN incorporated back in 1978, when it was only run by three people, Bill Rasmussen, Scott Rasmussen, and Ed Eagan. Now if you take a look at ESPN today, you’ll see one of the world’s largest broadcast corporations. The History of ESPN is a long and pretty interesting story. Like stated above, the history of ESPN truly begins on September 7th, 1978, when the three founders paid $91 to have the company incorporated. After deciding to go with a 24-hour broadcasting schedule, ESPN debuted with Sports Center later that month, and then began to air a large variety of sports ranging from professional soft ball, to NCAA wrestling. Their fist dabble into a massive professional sport would be with the United States Football League, who’s games would be aired on the network. The league only survived for three years, but it gave the network the experience it needed when they gained partial rights to air Sunday Night football games, in 1987. Sunday Night Football would be on the network for nineteen years, till they switched to Monday nights. These are just the starting years to the massive behemoth that is ESPN. The 1990’s, a good a time period as any for ESPN. They gained rights to air MLB games, and also saw the founding of ESPN 2, in 1993. ESPN radio kicked of a year before ESPN 2, in 1992, making the company multi medial. 1996 saw the presence of Disney corperation, the parent company of ESPN, merge ABC sports and ESPN together. In 1997, ESPN started using SKYCAM to air it’s NHL games, and would soon put that innovative tech to use with the three other major sports leagues, MLB, NFL, and NBA. Company founders were long gone now, and things were looking really good for the future of the company.

Comparison of ‘Bayonet Charge’ and ‘Belfast Confetti’ Essay

Both ‘Belfast Confetti’ and ‘Bayonet Charge’ present individuals caught up in conflicts. However, the speaker in ‘Belfast Confetti’ is a civilian whereas ‘Bayonet Charge’ the subject is a soldier who has chosen to go to war. Carson is writing about a topic he knows well as he is an Irish poet living during the Troubles in Northern Ireland. Hughes is imagining what it must have been like for a soldier in World War One. The speaker in ‘Belfast Confetti’ is right in the middle of the action – ‘Suddenly as the riot squad moved in†¦Ã¢â‚¬â„¢ and is caught up in the streets of Belfast during a bomb scare. He is panicking because he cannot escape the ‘labyrinth’ of the streets although he knows them very well. Calling the streets a ‘labyrinth’ is a metaphor which shows the confusion and panic he feels as a labyrinth is something you cannot get out of. Carson uses punctuation as a metaphor for the riot squad itself as they block the streets and stop the speaker escaping: ‘blocked with stops and colons’. This is effective because punctuation is used to control and give order to a sentence and this is what the riot squad are trying to do in the chaos of the city. Carson also uses punctuation as a metaphor for shrapnel, saying that it is ‘raining exclamation marks’ which is the metal objects the IRA would pack into their homemade bombs. This is effective because exclamation marks look a bit like lethal weapons because they are thin and sharp like a tomahawk. The speaker feels trapped not only by the riot itself but he is trapped in the political situation of the time. The two sides were trying to resolve conflict but couldn’t find a way to communicate without returning to violence. So Carson using language and punctuation to represent the conflict is effective. He struggles to communicate: ‘I was trying to complete a sentence in my head, but it kept stuttering’. This metaphor gets across the sound of gunfire and the speaker’s struggle to express and communicate the chaos of the situation. It could even be a metaphor for the Troubles themselves. In the same way as Carson, Hughes lands the reader right in the middle of the  action, beginning the poem with ‘Suddenly†¦Ã¢â‚¬â„¢ which creates the same blunt, startled effect that the soldier himself must have felt as he began his bayonet charge. By keeping the soldier anonymous, Hughes makes it seem as if this experience was universal among soldiers who fought in the First World War. He was not a soldier poet himself, unlike Owen, so the powerful images he uses conjure up the energy and physicality and terror the soldier feels. The simile ‘sweating like molten iron from the centre of his chest’ describes vividly the heat and intensity of pounding through ‘shot slashed furrows’ charging at the enemy and facing death. Ironically, any bullet which may kill the soldier would also cut through his flesh but from outside his body, so this ‘molten iron’ coming from his insides creates an awkward parallel which makes us think of the death he is facing. Both poets use enjambed lines, but Carson’s poem is more chaotic and stuttering because of the caesuras in it, whereas Hughes’s is more fluid. Carson breaks up his lines and has a mixture of short and long lines because they represent the streets being blocked as he tries to get down them. Although Hughes uses caesuras too, the effect is different. Because Carson is using punctuation as a metaphor you notice it more and it is more powerful, whereas in Hughes’s poem the caesuras make it more narrative. Also, the caesuras in Hughes’s poem are disguised because the stanzas a re more regular. Neither of the poems use any rhyme. Rhyme can sometimes suggest harmony as the sounds match, but Carson is trying to stress the division in the city and the blunt, aggressive and violent events. In Hughes’s poem the lack of rhyme is perhaps because the man has just ‘jumped up’ and is running in a bewildered way, so again, rhyming would be too neat and ordered to effectively convey this chaotic and panicked experience.

The Crusade: Unjustified Attack on Muslims

The Crusade, or the â€Å"Holy War† was a medieval military expedition between the Europeans and the Muslims. Their main goal was to conquer the Holy Land, as it will give the conqueror prosperity. Pope Urban II was known for starting the First Crusade which begun in 1096 and lasted till 1099. Within this period of time, chaos and destruction was unavoidable. With both sides having their own schemes of conquer, this resulted to be an endless blood striving battle for control. Despite the clever tactics of the Christians, their attacks toward the Muslims were unjustified. Christians believed that the Crusades were justified because of multiple reasons. Being one of the most powerful religions back then and today, they were well known for their strong devout beliefs. They believed that it was God’s will and their duty to attack the Muslims (Crusaders Capture). This leaded into a more in depth theory that the Crusaders took caution of. Those who failed to achieve their duties serving God, â€Å"He will condemn [you]† (Muslim Belief). Furthermore, the Crusades believed Pope Urban II’s speech. All who die by the way, whether by land or sea, on in battle against the pagans, shall have immediate remission of sins. †(Littell). In exchange for their faith, â€Å"†¦in your coming you will find your reward in heaven. † (Littell) Thus, this convinced them to believe and become attentive to all their activities so they will not displease God for they did not want to face any consequences. It was also an encouragement for Chr istians to confirm their decisions of battling against the Muslims since it gave them hope to think for all that is worth, it was a justifiable action. The Muslims believed that the Christians were unjustified. Firstly, Jerusalem was a holy land to the Muslims, for Muhammad visited a temple that was located there. Their main goal was to protect their land from barbaric vengeances. As for Muslims, they also had their own God. Following the same concepts as the Christians, they relied and trusted the one and only God, Allah. â€Å"There is no god but He, the Living, the Self-subsisting, Eternal. † (Juma) For those who disbelieve God, their punishment will be to receive devastation as well as to fail their mission, returning home defeated and worthless. If a Muslim monarch failed to please their people, they were sentenced for slavery (Beha-ed-Din). People were punished if they did not succeed their commission towards warfare. Convinced by this conjecture, the Muslims were cruel towards the Christians. Their religious beliefs were the main reasons for the Crusades. Both parties, especially the Muslims, had confidence towards their God and it angered the Muslims that the Christians did not believe their one and only Allah. For those who believed in Allah: â€Å"He will help you firm your feet†(Translation). The Muslims trusted these messages therefore it motivated them into satisfying both their nation and religion but left them unjustified due to the Christians. Following this premise, the Crusades were inequitable. By considering the concepts above, it clearly shows that both had different intentions from its many viewing points. However, Muslims tend to show an unrighteous side towards the affects that the Christians had constructed. The Muslims indicated a strong will of unjustification towards its attacks. In 1187, Saladin once more triumphed Jerusalem and most of the Holy Land. Hearing its news, Richard the Lion Heart began the Third Crusade to vanquish the city once and for all. Arriving in 1191, he massacres and held the Muslims as prisoners. Saladin feared that his approaching plans of conquer would definitely cause his empire to collapse therefore, he offered agreements. Nonetheless, Richard stated an execution to be held for the Muslim defenders. Their agreement never worked out accordingly. Richard) In addition, the Muslims had a better rebuttal for ruling Jerusalem. Muhammad had conquered the â€Å"Holy Land. † The Christian power was being dissolved at that time and the Muslims had a period of peace. This is significant because it explains how the Muslims came to occupy the land before the Christians had. They later came back and declared war to regain the city they thought to be theirs also intended to weaken Muslim forces. (Translation) Lastly, the Western scholars in dicated bias towards the Christians leaving this unjust to the Muslims to a greater extent. They â€Å"highlighted the Christian desire to rule the Holy Lands† (Juma). This clearly proves that the Muslims were unsatisfied with this situation. To conclude this, the statements and opinions declared in the previous paragraphs are all debatable from both sides. It is agreeable that they have influential arguments that can take place. The Christian had their own purposes of attacking while Muslim’s motives were to keep the land. To come to a respectable factor, both sides had the same ideal objective. To make what they believe in that was right just. Muslims believed that it was an injustice act that the Christians did. During the period of time, many events occurred that obstructed and caused hardship towards the unlucky. Today, this phenomenon has struck the society into an influence of warfare. This is important because we are able to take notices of what the history had left us either benefiting us in either a positive or negative way. Humans can easily use this as an advantage as well as a weapon towards today’s society.

International Issues Essay

Abstract No two countries have the same political and legal system. Each country has its own laws and regulations on business and products. When doing business in another country it is important to know the laws and abide by them. Culture plays a huge part in a business’s success when venturing into a foreign market. Being sensitive to the cultural and religious beliefs in that country is important to a business’s long term success. A business needs to be educated in the laws, customs and cultures of that country so that business will be able to comply and coincide with that country. A business needs to know how and where to resolve any legal issues that may arise while doing business in that country. Disputes need to be handled in a way that is respectful to that country and adheres to the contract in which the parties agreed. International Issues Issues in Legal Disputes in International Transactions â€Å"International transactions and dispute resolution requires both an understanding of the law and a sensitivity to foreign culture, politics, formal and informal power structures and decision-making approaches† (White and Williams LLP, 2013). When entering into a contract with a foreign country, one needs to be very specific in the contract about how to resolve any issues that could come up between the two companies. Deciding and agreeing on where issues will be resolved is a key element in the contract. Going to court can be costly for both companies and the decision made by the court could take an extended amount of time. If the companies were to go to court, deciding in where the court hearing would take place is another issue. If the hearing was to be held in the foreign country, the laws might not be the same and that country might not have much experience in international disputes. If the hearing was to be held in the United States, the other company and the country’s government it resides in could become hostile and not uphold the ruling. Arbitration would be the best way to resolve any disputes between the two countries. Arbitration can save a lot of time and money for both companies while also protecting the images of both companies by not having a lengthy trial in the press. â€Å"Arbitration is often less costly, less litigious, and less time-consuming, and offers more privacy to the parties than litigation† (Companies Export, 2008).The ruling from the arbitration could be binding or non-binding depending on what is agreed upon in the contract. Practical Considerations When trying to resolve a dispute with a company in a foreign country, one would need to look over the written contract that was drawn up at the beginning of the relationship. â€Å"The governing law clause will set out which country’s law will apply to any dispute under the contract, and the jurisdiction clause will state in which country the legal action must be taken† (Smith, 2007). The U.S. based company needs to be aware of the laws that affect the company and the business dealings in the other country. The company needs to consider the cultural aspects, the ethical behavior, and the legal structure within that country. â€Å"U.S. laws governing the international business activities of the U.S. companies fall into two categories. The first consists of laws, such as antitrust, employment, and economic-espionage laws, that are also applied frequently in the domestic context. With respect to these laws, the international business activities of the U.S. companies are a rguably at special risk because management educated and trained outside the United States might be less familiar with these laws than management educated and trained in the United States† (Winer, 2013). Bribery is also a consideration when taking legal action against a foreign business partner because this is illegal under the U.S. Foreign Corrupt Practices Act (FCPA). In some countries, bribery and gift giving is not seen as an illegal or unethical act but a form of showing respect and gratitude. A company needs to be careful on how this is perceived because it could be seen as an illegal act on the company’s part. Factors against CadMex Time and money would work against CadMex in the sublicensing agreements. In the simunlation, Candore is under an epidemic and needs the medicine ViroBlax at a subsidized price. There would not be enough time, due to the epidemic, to work out a contract that both parties will agree upon. Each separate pharmaceutical company in Candore would have to be sought out and a new contract would have to be drawn up for each different company. This is not only costing CadMex time but countless dollars on man hours. CadMex would have to invest a lot of money into properly training the employees and building the proper facilities. CadMex would also have to insure that the generic products were to the proper standards and up to regulation. Even if CadMex was to invest the time and the money into sublicensing the drug, CadMex would lose money because the drug is being sold at a subsidized price. The royalties that would be paid out with sublicensing still would not gap the margin of loss that CadMe x has. When Customs and Laws Conflict When the local customs and the local laws conflict with the customs and laws of an organization operating abroad; the organization should look at the customs and laws in which it is operating under and those should prevail, as long as the company is following the laws in which it is to operate by. When operating abroad, it is important to be aware and sensitive to the customs of that country. Allowing employees to observe religious and cultural holidays will not only keep moral high but also will keep the company within the laws that country has. Knowing the cultural normalities and integrating those into the business model will allow for the employees and members of the community to feel that the business has their interests mind. Being able to comply with the laws of the country in which the business is in while also complying with the laws set by the country, in which the mother company resides, can be a hard line to walk. Complying with the laws of the country in which was agreed upon in the contract at the onset of the partnership would prevail. Making sure to follow the rules of the country that the business is in is important because that is where the business will produce its goods. â€Å"Employees who engage in international business are responsible for knowing and complying with both the laws and regulations of the countries in which the businesses operate and the U.S. law and regulations that apply outside U.S. borders. If U.S. law conflicts with the local customs, or if the local law is more restrictive than U.S. laws or company policies, one must follow the more restrictive law, custom or policy† (Olin, 2012). Resolving Domestic and International Issues Resolving domestic issues can be done through arbitration or through the court system. It can be as simple as suing a party and showing up to court. When trying to resolve an issue domestically, the laws are well known for both parties and the venue in which the issue will be settled is easily accessible to both parties. Resolving an issue internationally is more work involved. The issue has to be resolved through which venue both parties agreed upon when signing the contract. Both companies need to know the laws of that country and travel might be needed. If arbitration was selected, both parties would need to submit all paperwork to a panel of arbitrators and adhere to the judgment in which the panel decides. If one party does not comply with the ruling, then legal action must be taken. Conclusion When doing business internationally, a company needs to be aware of many factors. Conforming to the culture and abiding by the laws that are set in that country are essential to that business and its success. A company needs to know how to resolve issues that will come up in the daily running of the business. Being sensitive to religious and cultural norms will not only help with the moral of employees but the community as well. Adhering to the contract in which the company agreed upon will help avoid any legal action being taken against them. By following the laws and cultures of the country the business resides in will ensure success of the company and future dealings in that country. References Companies Export. (6/4/2008). Retrieved from http://export.gov/regulation/eg_main_018226.asp Olin. (2012). International Business. Retrieved from http://www.b2i.us/profiles/investor/fullpage.asp?BzID=1548&to=cp&Nav=0&LangID

Case Of Organizational Behavior Samples

In a very broad sense, organizational behavior refers to the study of how human individuals interact or behave within a group. These studies are conducted extensively to understand how to better integrate the employees and run a business more efficiently. At the core of this field of study lies the idea that scientific approach can benefit an organization through better managing the workers and, thus, making sure the individuals work more cohesively and as a single unit. Organizational behavior may be loosely described as the process of understanding and predicting of human behavior as a group member or as an individual in order to manage and maximize their output within an organization. Organizational behavior also studies the behavioral traits or patterns individuals show to one another within the organizational sphere. The effects of these interactions are also studied in depth. Organizational behavior is the study of every behavioral aspects of an individual who is a part of a bi gger organization, the interface of two or more individuals, or between the individual and the organization or of the organization itself. Organizational culture is the single most important aspect and parameter that decides how will the performance of the employees be as individuals or a whole group. Moreover, organizational culture is the conglomerating bundle of the assumptions, values, ethical considerations, ideologies and other organizational parameters that decide how would an individual or a group within the organization behave while their interactions and interfaces between themselves and the organization or amongst themselves (Alvesson and Sveningsson 2015). These parameters all have important and extensive influences upon individuals and modulate their behavioral patterns, dictate how they dress or act as a member or part of the organization. Organizational culture also often sets the bar that decides and measures how will the performance of the individual and the group is (Alvesson 2016). Every single organization has distinct and visible organizational culture that varies from each other and are unique in i ts nature. These organizational culture are developed over days and are maintained tirelessly to uphold the organizational reputation within the industry. This reputation is one of the biggest attributes for ensuring a successful business (Ehrhart and Kuenzi 2017). Organizational culture is primarily a very basic but overall guideline or boundaries as to how should the employees behave while representing the company. Organizational culture is the unification of the values, ethics and behavioral pattern of the employees that make up the unique environment for each organization (Ostroff and Schulte 2014). While these behaviors are often up-front and are very visible, it is also often the case that these are embedded psychologically. The very core beliefs and values are personified by the behavior of the organization and, in some cases, the employees as well. The managing authorities are the ones who decide how would the employees behave within the organization. Organization culture fl ows down from the senior authorities to the employees and not the other way around (Ashkanasy and Dorris 2017).    Also termed â€Å"corporate culture†, organizational culture is reflected through a few basic functions of the company. It is the guidelines and broad paths through which an organization functions and operates its business: how does the organization treats and interacts with its customers and employees as well as how does it serve or helps the wider social communities (Bortolotti, Boscari and Danese 2015). Organizational culture decides upon how much freedom is given to the employees to have inputs about the operations of the company and what contributions do they have in the decision making process, providing new ideas for development and benefit of the organization or how much leniency is tolerated for p3ersonal expression. The hierarchical construction, the flow of power and how free flowing is information within the organization are all decided by the organizational culture and work ethics(Barbera 2014). The organizational goals and purposes demand the employees to believe and be committed to them and organizational culture plays a pivotal and decisive role in this: the organization must be able to make the employees feel welcomed and a valuable part of the organization so that they want to work for the employers and help them to fulfil the objectives that were set out with in the first place of starting the company (Glisson 2015). If the employees are made to feel they are important and they understand that the company is taking their care, they will themselves take care of the customers. The whole functioning of the company will be much smoother and the higher authority need not be directly involved in the interaction with the customers, rather, they can be focused more on other more pressing issues. Customer care and services, post sales services, product quality are all results and/or shaped by organizational culture (Hogan, S.J. and Coote, L.V., 2014). Another very important aspect of running a business in the modern world is the environmental s ide of it. Every business, industry or organization must abide by the rules and requirements to protect the environment and reduce the process of global warming. A strong and ethical organizational culture helps to make sure that organizations keep this in mind and not cause any harm to the planet (Dubey et al. 2017). Virtually every single step of the operations of an organization is impacted by the organizational culture: how will the idea of a new product or service be conceived and shaped, how will the marketing tactics be planned, how to reach the potential customers and how to penetrate the market (Uzkurt et al. 2013). Organizational culture takes a lot of time to achieve and once established, it is so involved in every operation of the organization that it becomes almost impossible to change. That is why organizations must be very careful from the very beginning, having a concise and cohesive idea about what they want to achieve through the business, i.e. the motives of the company (Kangas et al. 2016). Employees and customers have to be able to identify with the organizational business operations or goals if they either want to work there or buy the products or the services of a particular company. Organizational culture is defined as an â€Å"emergence† of a state within an organization that is highly complex and is incalculable. This state results from a few very simple ingredients, though the final outcome is different for every organization. There are three parameters within an organization that can be controlled, moderated and managed: the employees, the work and the customers. These are the three basic pillars of any organization and every single operation is executed and planned with focus on any, or all, three of these. Organizational culture is almost always highly influenced by regional cultures (Modaff, Butler and DeWine 2016). The beliefs and ideals of different social community shape how an organization will behave, treat its customers and employees. These beliefs and values are deep inside the collective social mentality, and it is only natural that these will be some of the primary things to decide what will be the operations of the organization. The creation of any organizational culture is dependent upon the beliefs and values of its leaders. Workplace culture is entirely created by the leaders as they are the ones with a proper idea about what is to be done band the true motives of the organization (Asgary and Li 2016). However, it is not the final deciding factor: while most of the times leaders do shape the organizational culture, there are also times when organizational culture also decides what kind of a leadership is possible, or how will the leaders behave him/herself. An established culture influences and shapes a leader just as much as it being influenced by the leader (Fullan 2014). An effective organizational culture decides and governs the mentality and behavior of the employees and the authority that will ensure the employees reaching their goals while adhering to the collective motivations. When an employee feels that she or he is being assisted and helped by the leader to fulfil their personal goal, job satis faction also gets better and this, in turn, pushes the employees to work even harder. While a strong organizational culture will help the employees in the process of achieving its goals and grow together, a weak one will have disruptions in the work and functions of the organization. However, if individual employees are seen as to be more important than the organization itself, sustaining the operations and striving towards the organizational goals may become difficult as the company will be having a tough time trying to balance the priorities (Goetsch and Davis 2014). The market orientation and culture of an organization must be focused at generating a profit and should revolve around results. Competition within an industry must be kept up with, if the organization wishes to stay in the game and keep generating a profit. Having an adaptive culture can help organizations immensely. This means an inclusive work culture where all the employees are included in the decision making process of the company. An adaptive or inclusive work culture ensures that the company y will survive through time, simply because it will have all the employees looking after its interests. A flexible work culture is dynamic in nature and are focused upon risk-taking and innovation (Glisso n 2015). Power culture within an organization decides how would information flow within the organization among the different departments. It also determines the hierarchy of the organization and the power structure. This kind of work culture is spearheaded by a single leader who takes all the decisions on behalf of the entire organization and controls the marketing and other strategies of the company. A role culture is where the employees all know their specific jobs and roles in the organization and report to their seniors. Efficiency and accuracy are paramount in a work culture like this one. There are some basic characteristics of organizational culture, despite being unique to every organization. Some of them are elaborated below: The organizational culture is a self-sustaining pattern that gives an idea about how things are to be done in the organization. Organizational culture is mostly instinctive and repetitive and cannot be easily categorized or labelled. Corporate culture is always evolving: slowly, but surely (Katzenbach, Oelschlegel and Thomas 2016). While it is almost impossible to change the entire established work culture, it is possible to control certain emotional aspects of it to control the performance and outcome of some of the functions. Cultural inputs and catalysts help companies to make changes that last longer and have more positive impact on the performance of the employees (Modaff, Butler and DeWine 2016). There are some basic principles of the organizational culture that help companies to achieve long term success. These can be defined as follows: Now that a rough but cohesive idea about the basic tenets of organizational culture has been comprehended, further discussion would try to establish the same as an important of business running. To achieve this, three case studies are looked into in greater detail and discussed how did they manage to be so successful despite such fierce competition in the sector and what role did organizational culture had to play in it. It is not unknown that Google has a very strong work culture that is also the biggest reason behind it being recognized as one of the most sought after companies to work at. Even pictures from inside Google’s offices make people chart their education and career plans so that one day they can achieve that. A company does not achieve such a status just like that. The very essence of the core ideals and beliefs of the company is forged within the organizational culture of the organization, that prompts its actions and every other strategy (Wei, Samiee and Lee 2014). The company has teams who are solely focused towards keeping the employees happy and making sure that productivity is consistent and regular. While it may seem intrusive to many, it is also true that great visions are often misjudged and/or frowned upon. It is understandable if some companies are weary of the organizational culture simply based on the fact that the industry of Google are absolutely different. While di fferent sectors do demand different work cultures, it is also true that some basic ideas can be used by every sector or organization within it. It has already been elaborated in the previous section about how can a greater employee integration help an organization to achieve higher degrees of success can happier employee circle ensure higher performance. This section will look into the different ways through which Google tries to achieve this aspect of organizational culture and, in turn, attain success. Google firmly believes in the fact that it is the employees behind the success of the organization. There are innumerable applications to work for the company and every single one of them are reviewed. The employee integration process begins at the very first step of hiring a person as an employee. In the interview process, the applicants are faced with odd situational questions and are asked to provide answers. The answers are not expected to be correct, rather the company tries to see which of the applicants have an aptitude for imagination and can come up with innovative ideas under pressure. This gives the organization an insight about the inner capacity of each individual at the very beginning. Human resource department relies solely on scientific research and data analysis to understand an d measure the performance of each individual employee properly. Extensive application of algorithm based formulae help the company to predict when will an employee leave the organization; optimal size of tables is also assessed using scientific methods. Google discovered that female employees take twice as many leaves as the male counterparts and this led the company to revamp the entire leave plans, giving the female employees paid maternity leaves. All of these steps taken provided the company with employees who were happier. Retention of the employees was achieved through providing them with higher perks and better paid leave plans. Google gives its employees a lot of perks including the advantages of bringing the children to the office and availing day care right there, sleep pods, free food throughout the day and many more which make the employees want to stay at the company. Studies have also shown that the employees perform better as well under these conditions. Google has clearly written guidelines about what are the ideals and organizational values. These ten grounding premises serve at the very core of the company and help the applicants properly understand what the organization expects them to do, which skills to possess and what are expected of them should they be selected to work for the company. Google shares all of its information with all of its employees. This makes the operations of the organization clear and transparent. The company also takes care to resolve any questions an employee may have regarding the organization. This assures the employees with a sense of security and makes them understand the operations of the company properly and enables them to work for the company in a clearer and proper fashion. Keeping the employees informed and enlightened about which direction the company is headed enables them be aligned with the objectives of the company and cohesively work towards the collective goals. Every employee is given recognition for however small an achievement may it be, encouraging them to work harder so that they can achieve even more credit for their work. At the same time, failure on the part of any employee or team is also highlighted. This type of clear and open appreciation of their efforts make the employees want to improve their performance and ensu res an office culture which is fearless. Google encourages its employees to socialize even outside of office so that a sense of a bigger society can be formed where everyone knows each other. This gives the employees a level of comfort to be working among the people they know, and being relaxed they can work with better concentration. This case study reveals that Google uses some basic and very normal ideas to form an organizational culture through employee appeasing, based on the very core idea that happy employees guarantee happy customers. Another very important aspect of Google’s work culture is that; it is never stagnated. The company is always changing and evolving its work culture, making sure any new aspect that would make the employees happier is not ignored. The company policy on employees is one of the most important things that ensure the employees’ higher performance rate and establishes the organizational dominance in the overall industry. Google is evidently highly successful in being able to use organizational culture by means of integrating the employees within itself and making themselves a successful company. All of these steps have helped Adobe to become the successful company that they are today and enjoy a great market share. Companies and organizations invests billions of dollars and uncounted amount of hours only to ensure that innovation and creativity are boosted. To stay ahead of the curve, to ensure organizational leadership in the industry and grabbing maximum market share, there is no substitution for innovation. Creativity helps every organization to come up with new ideas that help to create a new product or develop on an already existing product and innovate something. The aspiration to do something, to create something new is a great driver for motivation to work harder. This improves performance by a huge margin and often boosts the overall company performance as a whole. To ensure that the employees are going to work hard, Adobe looks into the fact that their employees are having fun at work. The organization firmly believes in the fact that innovation and creativity can be ushered through relaxation, where pressure is not an issue. Culture is the conglomeration of ideas, customs, beliefs, values and behavior of a particular person or of group as a whole. Adobe, above all encourages the employees to creative and tries to establish a work culture within the company that will itself evoke creativity. It is an observed fact that the companies that take these steps can see higher growth rate as well as better revenue. Adobe is one of the biggest software companies on the planet and also one of the most lucrative places to work at. Creativity has helped the company to stay ahead of its competition simply by making sure their products offer something extra that the other products do not. Adobe believes that creativity is something that should start at the top and should be reflected through the behavior and the working of the senior authorities. The people at the top are expected to lead the way by displaying innovative thinking themselves. If the leaders fail to behave in the company’s desired way, the employees would also fall short of their tasks. The leaders in the company are bestowed with the responsibility to unleash the creative capabilities of the employees. â€Å"KickBox† is a unique concept of the company that allows every employee to bring their imaginations and ideas through life using the company’s own resources. These are funded by the organization themselves to encourage the employees to develop new ideas. The employees are not expected to submit any proposals for it: they just go ahead with the plans. Adobe has a corporate culture that embraces risk taking rather than shunning it away. Risk aversion is believed to be, by the company, the single biggest threat to innovation. Adobe gives out its employees the signal that they are open to new ideas and new interpretations of existing products so that they are encouraged to take risks. If the risks are worthy, the organization rewards the employees and credit is given elaborately. This is another way through which the company ushers in new ideas for products. The leaders again play a pivotal role here: they have to make the employees understand that risk taking is awarded and not something that would land them in trouble. The training and development program of Apple is very well planned and organized. The employees of Apple are treated as one of the key advantages in the departments of the research and development as well as marketing. In order to attract and retain skilled and competent employees the Apple Inc. provides effective training and development program (Shafie, Siti-Nabiha and Tan 2014). These employees will improve the ability and benefit of the company. To meet its transformational challenges, the company needs to train new and current staffs. The ways in which the employees learn and achieve reflect as well as transform how the company does its business. Thus, they engage the employees to work responsively and improve the products. On the other hand, they raise awareness about the employees’ rights. To Apple it is not enough only to find and correct problems. Apple’s training programs are specially designed to educate employers about laws, rights, health and safety of the workers as well as suppliers (Cornelissen and Cornelissen 2017). Verità © and the Fair Labor Association — two organizations recognized internationally, dedicated to human rights have worked with Apple to figure out the quality of the company’s social responsibility training. It shows that the knowledge and awareness of the rights of the employees has been increased through Apple’s mandated training. They train supervisors and managers on their responsibilities, direct hire processes and even onsite management of foreign workers. Supplier Employee Education and Development (SEED) program has been launched by Apple to enhance professional development opportunities. Here, the classes on finance, computer skills, and the English language are offered. The company also made a partnership with Chinese universities to allow workers to achieve associate degrees. Over 60,000 workers participated in their first pilot program in 2011 and came up with higher morale are promoted more often than other employees (Myers and Fellow 2014). Their final suppliers have onsite e-learning centers. In order to follow up and compute the employee’s performance Apple audits. In 2011 the company conducted training sessions to prevent underage labor. This year, no cases of underage labor could be found in their audits. While the organization is encouraged by these results, Apple claims that they will continue regular audits and go deeper into their supply chain to ensure that there are no underage workers at any Apple supplier (Asgary and Li 2016). The company has decided to continue regular audits to ensure that there are no underage workers at any Apple supplier. Apple has made their training and development program intensively dedicated in order to bring out and sustain the competitive advantage. Apple frequently produces new products like computers, music devices, media sales, and telephones that require skill in completely different industries. Therefore, the expertise of its employees needs to change faster than at almost any other tech firm. Apple feels that the employees must be self-reliant. The reason behind it is that in a fast-changing environment, employee self-reliance gets weaken for providing target competencies and prescribing training. In order to develop the required skills, the employees need to learn continuously which employee ownership of development encourages. Instead of giving training how to sell a product, the employees are empowered which will shape them according to the company’s requirement as well as the customer’s. Apple’s team environment helps to build cohesion within team. The cohesion strengthens when the different development teams work competitively. This healthy competition helps in their development and they learn from each other. Apple’s effective training and development programs motivate and encourage innovation and creativity of the employees. Apple has compensation policies and packages which is structured and prepared by a committee. The compensation committee prepares, review, and modify the incentive programs and policies. The board set the committee members and empower them to take external or internal counseling, advice and ask for any employee. Apple provides very good benefits like health and life insurance, Short- and long-term disability coverage, flexible Spending Accounts, disability coverage and employee stock exchange plans. As found in the official website of Apple, the company has built plenty of flexibility for the employees and their families. Apple’s executive compensation aims to attract and retain the executives with genius, creativity and entrepreneurial skill. To the company, the employees are their assets. It is the executives who are responsible to transform the company and bring success in the international market. The Compensation Committee examines the compensation program and determines the compensation for the executives. The distributes annual performance-based cash bonus program for the employees and follows pay system based on performance. Every executive is awarded with cash bonus equal to 100% of his basic salary. The compensation committee compensates fairly and adequately. In today’s weak economy, Apple has taken advantage of job demand and provided a good ambience to work. It faces no difficulty to replace the employees who have resigned. Apple maintains a healthy work culture that helps the company to flourish and prosper internationally. From the above discussion and a good look into the cases of the three organizations, it can firmly have concluded that organizational culture does help an organization to be successful. Organizational culture has been seen to be one of the most important aspects of business running which can make pivotal differences between a successful organization and one that is not. A strong work culture is something that would enable companies to make its strategies in a way that would help them to achieve the collective organizational goals and would also enable to establish a strong sense of bond within the company as well. 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