The Effects Of Charging Juveniles Of Adults - 1689 Words

Reyna Lujan Steven Philbrick CRIJ-1301-032 October 22, 2015 Term Paper On the fateful day of July 28, 1999, six year old Tiffany Eunick was beaten to death by a 6 foot tall and 160 pound Lionel Tate. The autopsy report showed that Tate reportedly stomped on Eunick so hard her liver was lacerated, and the young girl sustained multiple bone fractures so severe that she was pronounced dead at the hospital hours later. Tate was controversially convicted of felony murder and thus sentenced to life in prison with no possibility of parole. Now why was this sentence so controversial? Because Lionel Tate was only twelve years old at the time of the murder. How do we determine mental competence of someone whose brain is still developing? How could someone who has not even finished puberty possibly understand the sever implications of such a brutal crime? How can we possibly try a juvenile as an adult when juveniles are proven to have diminished impulse control? This paper will discuss the history of charging juveniles of adults, discuss the issues that make this practice wrong while negating opposing arguments, and explain the various consequences that come with charging juvenile offenders as adults. When the United States was first established as an independent country, there was no such thing as â€Å"family court† or even the juvenile justice system. Therefore everybody was charged and treated as adults if a crime were committed, and juvenile offenders were always sent to adultShow MoreRelatedJuvenile Crimes And Crime Rates1478 Words   |  6 Pagesshort and relaxed sentences. Who are these criminals you might ask, and what makes them so special? Good morning___ and welcome to _____. So I will tell you who they are, they are people like you and me, juveniles under the age of 18 who commit atrocious adult crimes but are still tried in juvenile courts. They not only get off with shortened sentences but when released are given new identities to start a new life where no one knows what they previously have committed. They continue to live theirRead MoreThe Role Of Parens Patriae Within The Criminal Justice System873 Words   |  4 Pagescorresponds with the shaping of juvenile justice. Throughout history, the Criminal Justice System seldom focused on the understanding of the relationship between children and criminal responsibility and the special needs of juveniles. Despite of age, juveniles were often overlooked and were typically processed and subject to the similar punishments as adults. Consequently, juveniles placed in the same facilities as adults who committed heinous crimes were often influenced by adult criminals to engage in futureRead MoreJuvenile Delinquency And Its Effect On Schools Essay957 Words   |  4 PagesIntroduction Juvenile delinquency appears to be increasing daily and this increase has impacted schools, communities and the government. Several years ago, gang violence was the driving force in delinquency and specifically targeted certain groups. More heinous crimes are being committed by youth under the age of 18. The problem continues about where to place the youth based on the crime and also considering their age. The mirroring of delinquency has been perceived by others who are challengedRead MoreChildren Charged As Adults : Justice Or Not? Essay1840 Words   |  8 PagesChildren Charged as Adults: Justice or Not? Gina Picketts Kellogg Community College Abstract In the film 15 to Life: Kenneth’s Story by Nadine Pequeneza the account of Kenneth Young appealing his sentence of four life terms without the possibility of parole is detailed. Young was only 15 years-old when he was charged as an adult for armed robbery and sentenced to life behind bars. Why is it okay for the justice system to charge adolescents as adults? As a nation we can’t logically expect childrenRead MoreJuveniles Being Tried as Adults1328 Words   |  6 Pagesidea of a juvenile or teenager being tried as an adult has been a very controversial issue. When a juvenile commits a very heinous crime, many believe that that youth deserves to be tried as an adult, and given a full sentence. Some even believe that these juveniles deserve to go to adult prison. When a child kills, does he instantly become an adult? Or does he maintain some trappings of childhood, despite the gravity of his actions? (Reaves Para 1). What draws the line between a juvenile and adultRea d More Death Penalty Applied to Juveniles Essay1684 Words   |  7 PagesDeath Penalty Applied to Juveniles   Ã‚  Ã‚  Ã‚  Ã‚  In 1643 a sixteen year old boy was put to death for sodomizing a cow. Three hundred and fifty years later, sixteen states have legitimized the execution of juveniles. Four of those twelve states have lowered the legal age of execution to twelve. For whatever reasons the death penalty has been supported by the public since this countrys existence. In this day and age of increasing violence, both juvenile and adult, it is time to re-examine the use Read MoreJuveniles Getting Adult Jail Sentences: A Persuasive Essay1526 Words   |  6 PagesJuveniles getting Adult Jail Sentences Should juveniles get adult jail sentences? In todays society juvenile offenders are facing the law to full force, in two court systems. Not only are they tried in the juvenile justice system, but also charged as adults. The issue of charging juveniles as adults has stirred various views owing to the violent crimes committed by the young offenders. Politicians comment that the best solution is to lock up juvenile offenders for a long time and ignore rehabilitationRead MoreEssay on Juveniles in Adult Prisons1612 Words   |  7 PagesJuveniles in Adult Prisons A deep look into juveniles in adult prisons. Touch bases on several smaller issues that contribute to juveniles being in and effects of adult prisons. The United States Bureau of Prisons handles two hundred and thirty-nine juveniles and their average age is seventeen. Execution of juveniles, The United States is one of only six countries to execute juveniles. There are sixty-eight juveniles sitting on death row for crimes committed as juveniles. Forty-three ofRead MoreThe Law Should Not Treat Kids And Adults Differently2309 Words   |  10 PagesDorish Nguyen Professor Chichester English 015 11 April 2016 The Law Should Not Treat Kids and Adults Differently â€Å"If convicted, Leuchtner faces up to 16 years in prison.† This was almost as many years as I had known Lincoln Leuchtner. From kindergarten to the time he dropped out of high school, we had always attended the same school, and I watched him as he grew up. Lincoln was always a troubled child; he often acted out inappropriately and often lacked respect for those around him. When it cameRead MoreThe Legal Before 18?3888 Words   |  16 Pagesagree that being grown means that you pay your own bills, have a job, and don’t live under your parents roofs. But most people agree that if you are eighteen then you are legally grown and an adult. However we still have a system that gives prosecutors the unchechecked authority to push children into the adult system. In our court system injustices are treated very differently based on a multitude of things like race, sex, etc. I am taking a stance on things based on older people fully having wisdom

Earvin Johnson is Magic on the Basketball Court - 1795 Words

Earvin â€Å"Magic† Johnson is known to be one of the greatest athletes on and off the court. This is showcased in his autobiography, My Life, which follows Johnson’s life mostly through the 80s and early 90s. The 1980s is known to many people as NBA’s best decade. This era featured a combination of the best style of basketball, as well as some of the greatest players of all time. Magic Johnson headlined this elite group of players. Because of the immense amount of talent in the game at this time period, basketball was emerging as a big part of a lot of people’s lives. Basketball was growing in popularity and was becoming one of America’s favorite sports to watch. Magic Johnson only made this sport that more exciting. Also, in the late 80s and early 90s, the HIV virus was a topic of much uncertainty and fear to the world (Layman). Basketball served to be a great source of entertainment to keep the disease off of people’s minds, and to root fo r something. When Magic Johnson actually announced that he had the virus, the world learned more about the disease and admired Johnson for his braveness. This incredible announcement showed the world that there is hope for this terrible virus. Through this event, Johnson displayed what a great human being he really is. Magic Johnson is displayed to be this great person, hard-working athlete, and very confident in his autobiography, My Life. Jonathan Rowe, a critic of the book, writes, â€Å"He came across as a dedicated athlete and a good fellow†Show MoreRelatedHIV Came with Harsh Stereotypes and Discrimination for Many Including Magic Johnson1552 Words   |  6 Pagespoint guards in basketball was dominating the sport: Earvin â€Å"Magic† Johnson. Throughout his career Johnson gained three Most Valuable Player (MVP) awards and was admitted into the Basketball Hall of Fame (â€Å"Magic Johnson†). However, on November 7, 1991, Johnson announced his diagnosis of HIV and his retirement from the National Basketball Association (NBA). Following this abrupt and unexpected event, Johnson became one of the leading figures in the fight against AIDS. The Magic Johnson Foundation wasRead MoreEarvin Magic Johnson: A Brief Biography702 Words   |  3 PagesEarvin Magic Johnson Earvin Magic Johnson Jr. was born on August 14, 1959 in Lansing, Michigan. This is such a significant day in the history of basketball, because it is the day that arguably the greatest point guard in the history of basketball was born. He changed the game of basketball since he was so dominant with this big size and his amazing passes that would set up his teammates so efficiently. He is one of the greatest basketball players to play basketball and has set the most unbreakableRead MoreSummary Of Magic Johnson And Larry Bird1066 Words   |  5 PagesThe National Basketball Association (NBA) has transformed over the many of years as an organization and a brand, into a multibillion-dollar business that draws thousands and thousands of fans to each and every game. Many contributing factors have made the NBA what it is today, but the main cause of this gain in interest is the ultimate rivalry between two remarkable players, Earvin â€Å"Magic† Johnson and Larry â€Å"the Legendà ¢â‚¬  Bird. The battling rivalry amongst these individuals is comparable to the feudRead MoreNotes : Bird Vs. Magic862 Words   |  4 PagesBird vs. Magic One unknown to the game of basketball will assume Michael Jordan changed the game, or at least the one who made the game famous. However, before the ‘Gifted MJ’ there was one of the greatest rivalries in basketball, which raised television ratings, ergo, helped make the sport prominent. Magic Johnson and Larry bird’s rivalry was a sight to see. Magic and Bird’s contribution to basketball varies, their training techniques and personal life has led both of them to make phenomenal sportRead MoreWorld Class Athletes : The Best Athlete Of The 20th Century1725 Words   |  7 Pagesmissed more than 9,000 shots in my career. I ve lost almost 300 games. Twenty-six times, I ve been trusted to take the game winning shot and missed. I ve failed over and over and over again in my life. And that is why I succeed.† Magic Johnson is known for changing basketball by being the tallest point guard to play the game. Also being the first NBA player to come out with AIDS. He is now a successful entrepreneur. George Foreman is one of the most decorated boxers that have ever stepped in a ringRead MoreBasketball : The Greatest Sports Around Today1114 Words   |  5 PagesBasketball is one of the greatest sports around today. It was created in 1891 by a man named James Naismith who was born in Canada but moved to the United States to work as a professor, physical education teacher, and coach in Springfield Massachusetts. Springfield has some long, cold winters. On one of these days the team could not go out to practice so he created a game to condition his team. This game Naismith named basketball. When Naismith first designed basketball a net and a metal rim wereRead MoreEssay about The Winner Within688 Words   |  3 Pagesplayers and what it takes to be a successful team. Each chapter is based on one subject, and that subject is one of the many things that a team needs to be successful. Pat Riley shares his game plan for team players in all of life, not just on the court. All of the strategies in this book are very inspiring and motivate teamwork. I think that the first chapter in the book, ‘The Innocent Climb’, is one of the most important concepts you have to have on a team. The innocent climb is the surge thatRead MoreCorporate Social Responsibility : A Growing Community Service Initiative Within Professional Sports2157 Words   |  9 Pagesworldwide, but especially local to the communities in which the leagues’ teams reside in. This paper will analyze events beginning in 2004 to the present day in 2016 on how the National Basketball Associati on (NBA) uses community service and volunteerism to simultaneously help the local community as well as promote the basketball league, thirty teams, and hundreds of players that represent the organization in a positive image. The NBA has been one of the top sports organizations in the United States sinceRead MoreThe Life Of Larry Bird1332 Words   |  6 Pagesparticularly in basketball. Basketball has always been a fast-paced, exciting game to watch. The sport has even been nationally televised for decades. The game has gained special popularity because of its superstars. National Basketball Association (NBA) superstars are recognized by many as the most recognizable pro athletes. Larry Bird was one of the most famous stars of the league, and his popularity greatly increased the publics’ interest in the league. Larry Bird’s fame and basketball success wasRead More The Dream Team Era Essay example2087 Words   |  9 Pagesfeatured eleven of the NBA’s best players. Names like Michael Jordan, Earvin â€Å"Magic† Johnson, and Larry Bird headlined the games and the play of Scottie Pippen and â€Å"Sir† Charles Barkley stole the show. After only eight games, the world of USA basketball would never be the same. Since 1992 two more teams called themselves the â€Å"Dream Team† and two were simply labeled as â€Å"Team USA† but one thing is for certain, International basketball has taken a step in the right direction thanks in part to the NBA and

Cross-Cultural Approaches to Leadership Development

Question: Evaluate the factors which should be taken into account when managing such a culturally diverse and geographically dispersed team such as this. Prioritise the factors which should be considered when deciding the type of individual, in terms of experience, skills and competencies, who should be appointed as the manager of this team. Given the nature of this team, compare and contrast the approaches and styles of leadership that would be most effective in ensuring the successful delivery of this project. Answer: Introduction: Cross Cultural leadership is a term that helps to identify and recognize the diversity of the schools and also of the leaders those who are associated with the social, ethnic, linguistic and other cultural groups as well and such groups may act as representatives of the entire body that is working on behalf of the company as a whole. Cross cultural leadership makes an attempt to understand that how the individuals of various related cultures interact with each other. Along these lines cross cultural leadership has developed in a unique way so that it is able to understand that how the leaders work effectively and efficiently in a new globalized market. In todays world the international organizations need such type of leaders those who work in the newly globalized market. Todays international organizations require leaders who can work and adjust with different environments and adapt to changes quickly. It is expected that the leaders can work along with the managers as well as employe es of other cultures as well. It is assumed that if a manager is successful in one country then he is successful in another country as well. There is strong evidence that the majority of minority students (linguistic, ethnic, class, and socio-economic) do not perform as well in our schools as their peers from more middle-class, traditional backgrounds (Berliner Biddle, 1995). Less is known about the roles, personal educational experiences, and philosophies of educational leaders who are successful in cross-cultural situations. This study will begin to fill that gap. Cross-cultural leaders must understand how culture operates at different levels. At one level, individuals are shaped by their ethnic, racial, religious and national backgrounds. At another, they are influenced by the standards, ideals, beliefs, values and experience of their teams. And at yet another level, they are shaped by the culture of their organization. Culture is complex and multifaceted and today's leaders must confidently and competently manage across cultural borders. For this they need a new kind of intelligence - cultural intelligence has been i ntroduced. The Glug Plc is a company that planned to expand its business operation and so it initiated a large project management team that has staffs of over 50 who hailed from different geographical location with different types of management skill. The project success relied on the coordination between the culturally different staffs from diverse location. They will potentially be in touch with through the emails and the video conferences. There are chances of difficulty when the project manager would try to coordinate with the staff that are of diverse and dispersed in nature. So it is suggested that cross cultural leadership is the main aspect through which the multi-disciplinary, international team can be managed. Importance of cross cultural leadership: In the 21st century, many companies operate in international markets and leadership has to deal with the cross-cultural differences. Most researchers and practitioners are saying that the leader of tomorrow is someone who can jump across boundaries and disciplines and analyze cultural differences in global.The leaders have to learn how to get along with the employees and leading a good team of different cultural backgrounds. And some researchers have been predicting that globalization, increased technology and changing demographics would create new challenges for leaders who must manage in a diverse workforce. All of those factors have increased the possibly that workers are from various nationalities, different culture backgrounds and a variety of religions will be required to work together. There are two kinds of understanding of cross-cultural leadership. One is from the point of view of the organization to understand the cross-cultural leadership, cross-cultural leadership is the leader in the implementation of an organization constituted by the staff of different nationalities, different values and different cultural backgrounds to guide and coordinate the behavior. From this perspective, cross-cultural leadership is present in among the multinational and transnational organizations. In addition, an understanding from the perspective of cultural exchange and cultural changes, the cross-cultural leadership as to adapt to a new wave of globalization and services worldwide wave of cultural leadership activities. From this perspective, cross-cultural leadership is a unique phenomenon to test the ability of leaders is able to lead and adapt the cultural challenges. Because the cultural variances are knowledge so important for the multinational companies' leadership activities, it is significant for the leaders to develop good understanding about the key of different cultural variances (Rupp, 2011). Furthermore, nation's specific cultural attributes play an important role in determining the selection of leadership style. As offshore outsourcing shrinks boundaries between countries and makes the world a single marketplace, and as economies become more deeply interlinked, organizations are compelled to create global teams that are culturally diverse and geographically dispersed. Success lies in creating a collaborative, efficient and cost effective workforce by leveraging such Geographically Dispersed Teams (GDTs). GDTs are groups of people working across time, space and organizational boundaries, and communicating through complex webs of modern technology. The team members have complementary skills, the same set of objectives, common performance goals and are mutually accountable for achieving them. It is important for the Glug Plc that all the team members adjust to the team dynamics and create a synergy amongst them. Establishing processes, common values, a sense of urgency, trust and proper communication is critical for managing global teams. In this context, the project manager of the GDT must ensure some of the aspects of cross-culture leadership which are discussed below: 4 core aspects of managing offshore teams are: 1. People Management Interpersonal and people management skills assume considerable significance when managing virtual teams. Imparting proper training and dealing with initial glitches ensures smooth coordination. However, misunderstanding and miscommunications are bound to occur. Such situations call for greater effort to resolve coordination problems. The best approach is to address the root of the problem rather than the symptoms. To ensure smooth collaboration, Glug Plc must adequately facilitate GDTs as if they are in the same location (room, building or city) and like traditional teams, are able to engage in face-to-face meetings. Though technology makes it possible, face-to-face communication proves uneconomical, time consuming and often not feasible for diverse teams. The company in this regard has decided to acquaint the employees on a quarterly basis for discussing the progress of the projects. 2. Managing Cultural Diversity Members of GDTs are in different geographical locations across the world and exhibit cultural diversity, have varied backgrounds and speak different languages. Such work ecosystems can be challenging. They can create mixed feelings, avoidable tensions and problems, and create a kind of culture shock for the team members. As the Glug Plc has decided to transfers and relocate staffs from one geographical location to the other. This might create a problem of communication and a difference in the ideas and knowledge which might create a situation of disagreement within the workplace. the disagreement may lead to a fall in the productivity of these employees. So it is important for them to manage the cultural diversity among the employees. 3. Managing Geographical Diversity The phrase "out of sight, out of mind" applies to most cases of virtual team functioning. Vast distances and time zone differences contribute significantly to communication and trust issues. A few hours of time difference such as in neighboring cities, states or countries do not pose a major problem, but issues inflate multiple times when the differences are large-such as distant time zones of 8+ hours, holidays, work days as well as cultures. Actively managing such issues through rotating work hours and workdays, face-to-face meeting locations and establishing no-communication days, can minimize problems and burnout amongst team members. The Glug Plc has planned to interact and establish communication and coordination with the staffs that are located in different locations which might pose a difficult problem. The time difference in these international locations may make it difficult for the employees to communicate through the video conference as it might be difficult for an employee to attend a video conference in midnight when it is bright sunny day in other countries. This can create a communication dilemma and a drawback of the international project. 4. Managing Communication Managing modes of communication and language pose a huge challenge. For example, e-mail is the most common and popular form of conveying information and decision making. However, the verbosity and quantity of information included in an e-mail can be confusing for non-English speakers. Hence structuring communications is important, so that the team members interpret them correctly and take appropriate action. Devising a communication strategy is the key to addressing cultural diversity. Some key elements are face-to-face meetings at the start and during project execution; phone calls for one-on-one discussions; e-mails, instant messaging and conference calls (web, video etc.) for group meetings; conveying meeting agendas in advance as well as the context of issues and action items. The Glug Plc must consider the gap in the language of communication as the employees are from different cultural background. It is quite natural for them to communicate through their native language. The most common language is English through which official talks can be communicated but with the diversity in the work place can fetch the problem of communication with the native language of the respective place. Thus, there must be a communication programme that will help the employees to gain cultural knowledge. Factors which should be considered when deciding the type of individual: Employees who have the right attitude that translates to the best behavior are said to be the more competent. The concept of competency as a factor in recruitment, selection, hiring and employee performance evaluation has become very popular not only among HR practitioners but to the management echelons as well. Yet, in the more than three decades since it became a buzzword, still many are really unfamiliar with the details of the concept. More so with its appropriate application and utility. Competency is still equated or defined as skills, ability to perform, capacity, and knowledge. As such, the term has been used loosely. While it does not really matter much when used casually to mean physical and mental abilities, it does matter when used in job analysis to describe job requirements and performance standards. Competency takes more than skills and knowledge. It requires the right and appropriate attitude that eventually translates to behavior. For managers, competencies are vital if they want better performance in their employees. Whether during recruitment and selection phases or while already on board, competencies should be identified and studied. It should always be borne in mind that the competencies required of each job position differ from one another. In the job analysis and writing of job descriptions, quick guides can make the task easier. The following factors should be considered in determining the appropriate competencies: Level of Decision-Making, Responsibilities and Authorities. Level of Internal Personnel Inter-Action. Level of Customer Contact and Inter-Action. Level of Physical and Aptitude Skills and Knowledge. Many studies have been undertaken on the subject of job competency for managerial and supervisory positions, and they are one in categorizing and jumping them into: Administrative Competencies; Communication Competencies; Supervisory Competencies, and; Cognitive Competencies. These competencies were found to be the most important or vital for managerial and supervisory effectiveness. For the rank and file employees, the level of physical and aptitude competencies form the larger part in consideration. This is due to the lack or absence of decision making tasks that involve significant physical and manpower resources of the company. In many cases, their jobs entail routines, clerical and manual. Common to all jobs in the rank and file category are competencies that enhance inter-personal relationship, physical skills, and job knowledge. As one goes up the higher ladders of organizational positions, responsibilities widen in scope, authorities increase, and people management becomes more exacting. As a consequence, competencies will have to change or the mix of it will have to be altered in order to adjust to the requirements of the job. If an accounting clerk or a bookkeeper for example, is promoted to the position of an accounting supervisor, his competencies will have to be enhanced. Aside from maintaining his technical skill in computing and bookkeeping, he would need to be skilful in coaching, mentoring, scheduling of work, monitoring, appraising staff, and team building. The same goes true for a Finance Manager who is promoted as General Manager, where the competencies would require more of weighing risks and making decisions, setting goals and standards, plotting directions, leading the organization and inspiring the employees to excellence, rather than competencies in supervision, resource management and solv ing specific problems. In detail, these competencies would be the following: Administrative Competencies which involves "management of the job" and this includes more specifically: Management of Time and Priority Setting. Goals and Standards Setting. Work Planning and Scheduling. Communication Competencies that comprise of: Listening and Organizing. Clarity of Communication. Getting Objective Information. Supervisory or Building Teams Competencies that encompasses: Training, Mentoring and Delegating. Evaluating Employees and Performance. Advising and Disciplining. And, Cognitive Competencies which involve: Problem Identification and Solution. Assessing Risks and Decision-Making. Thinking Clearly and Analytically. Compare and contrast the approaches and styles of leadership essay: There are different ways in which leaders approach people to motivate them. If the approach emphasizes rewards, the leader uses positive leadership. If the approach emphasizes penalties, the leader is applying negative leadership. Negative leaders should be called bosses rather than leaders. There are three classes of supervisory techniques autocratic, participative or consultative and free-rein and corresponding to these three techniques, there are three management styles autocratic, democratic and laissez-faire. To these one more may be added-paternalistic style. Autocratic or Authoritarian leadership An autocratic leader centralizes power and decision-making in himself. He gives orders, assigns tasks and duties without consulting the employees. The leader takes full authority and assumes full responsibility. Autocratic leadership is based upon close supervision, clear-cut direction and commanding order of the superior. It facilitates quick decisions, prompt action and unity of direction. It depends on a lesser degree of delegation. But too much use of authority might result in strikes and industrial disputes. It is likely to produce frustration and retard the growth of the capacity of employees. The manager of the new international project of the Glug Plc must make sure that he must possess the skill of autocratic leadership in which it can impose authority over the staffs who are to commence the international project. But there are certain challenges to this type of leadership. This leadership style is less likely to be effective because (i) the new generation is more independent and less submissive and not amenable to rigid control; (ii) people look for ego satisfactions from their jobs and (iii) revolution of rising expectations changed the attitude of the people. Autocratic leadership quality in the project manager of the glug plc must ensure that he is manipulative towards the employee feels that they are participating in decision-making though the manager himself has taken the decision. McGregor labels this style as Theory X. Democratic or Participative leadership Participative or democratic leaders decentralize authority. It is characterized by consultation with the subordinates and their participation in the formulation of plans and policies. He encourages participation in decision-making. The manager of the international project must ensure that he encourages all the staffs to participate and share their skill, ideas and knowledge so that the manager is able to coordinate with the employees and make decisions as suitable. Advantages for democratic leadership are as follows: (i) higher motivation and improved morale; (ii) increased co-operation with the management; (iii) improved job performance; (iv) reduction of grievances and (v) reduction of absenteeism and employee turnover. The Laissez-faire or Free-rein leadership Free-rein leaders avoid power and responsibility. The laissez-faire or non-interfering type of leader passes on the responsibility for decision-making to his subordinates and takes a minimum of initiative in administration. He gives no direction and allows the group to establish its own goals and work out its own problems. The potential project manager of the Glug Plc must exercise free rein leadership or the laissez faire type leadership. In this regard the manager would not impose any decisions on the employees and that he should consider the suggestions and recommendations of all the employees and thereby formulate strategies. Paternalistic leadership Under this management style the leader assumes that his function is fatherly or paternal. Paternalism means papa knows best. The relationship between the leader and his group is the same as the relationship between the head of the family and the members of the family. The leader guides and protects his subordinates as members of his family. As the head of the family he provides his subordinates with good working conditions and fringe benefits. It is assumed that workers will work harder out of gratitude. This leadership style was admirably successful in Japan with her peculiar social background. The project manager of the Glug Plc must be like a paternalistic leadership which means that the manager must lead the employees with proper guidance and training so that the complex project on the international aspect can be commenced with efficiency. Conclusion: According to Service (2012) indicated that, the global venture problems occur because lack of leadership skills and knowledge in relating with the people in different culture backgrounds. Integration of technologies, nations, cultures, relationships, and interests continues to characterize the twenty-first century workplace. "Leading across cultures requires specific skills, and organizations should provide formal training along with expatriate assignments to develop leaders who can achieve results in this demanding environment". From the above analysis, in the 21st century, cause the globalization, the demand of cross-cultural leaders will be more and more, and for leaders of today's and tomorrow's businesses, the ability to connect people and leading successful teams in a cross-cultural environment is an important competency. The organizations need to become more effective when they are able to identify and foster the appropriate leader behaviors for the relevant cultural situation. The leader should know well about the difference of the culture background in order to avoid the culture conflict and leading more effectively. Recommendations: The project manager must acquire certain skills which need to be incorporated while maintaining the success of the international projects. Apart from the requirement of the project manager, there are several recommendations that need to be considered while managing the international team with diverse culture. The company Glug Plc must initiate a communication programme where the employees who meet after every three months are able to ease out their interaction level. The company can introduce language class where the employees can learn new languages of basic type so that they can at least communicate with the other employees or other stakeholders at a base level. The video conferencing must be done based on the work timings of each of the country so that each employee in other countries can participate in the conference. References: Derry, C., Roussillon, S. and Bournois, F. (2002).Cross-cultural approaches to leadership development. Westport, Conn.: Quorum Books. Fisher-Yoshida, B. and Geller, K. (2009).Transnational leadership development. New York: AMACOM. Frost, J. and Walker, M. (2007). Cross cultural leadership.Engineering Management, 17(3), pp.27-29. Goethals, G., Sorenson, G. and Burns, J. (2004).Encyclopedia of leadership. Thousand Oaks, Calif.: Sage Publications. Harris, P., Moran, R. and Moran, S. (2004).Managing cultural differences. Amsterdam: Elsevier/Butterworth-Heinemann. Kaplan, M. (2004).Cultural ergonomics. Amsterdam: Elsevier JAI. Kessler, E. and Wong-MingJi, D. (2009).Cultural mythology and global leadership. Cheltenham: Edward Elgar. Kippenberger, T. (2002).Leadership styles. Oxford, U.K.: Capstone Pub. Lakshman, C. (2013). Biculturalism and attributional complexity: Cross-cultural leadership effectiveness.J Int Bus Stud, 44(9), pp.922-940. Livermore, D. (2010).Leading with cultural intelligence. New York: American Management Association. McCauley, C., Moxley, R. and Van Velsor, E. (1998).The Center for Creative Leadership handbook of leadership development. San Francisco: Jossey-Bass. Mittal, R. and Elias, S. (2013). Social Power and Cross-cultural Leadership: A Conceptual Exploration.Academy of Management Proceedings, 2013(1), pp.15106-15106. Mittal, R. and Elias, S. (2013). Social Power and Cross-cultural Leadership: A Conceptual Exploration.Academy of Management Proceedings, 2013(1), pp.15106-15106. Murata, F. (2013). Cross-cultural leadership for global construction projects.Proceedings of the ICE - Management, Procurement and Law, 166(5), pp.240-248. Murata, F. (2013). Cross-cultural leadership for global construction projects.Proceedings of the ICE - Management, Procurement and Law, 166(5), pp.240-248. Mustafa, G. and Lines, R. (2012). The triple role of values in culturally adapted leadership styles.International Journal of Cross Cultural Management, 13(1), pp.23-46. Pisapia, J. and Pang, N. (2012). Influence actions of school principals in Hong Kong, Mainland China and the United States: a cross-cultural perspective.School Leadership Management, 33(1), pp.26-42. Pounder, J. (2008). Full-range Classroom Leadership: Implications for the Cross-organizational and Cross-cultural Applicability of the Transformational-transactional Paradigm.Leadership, 4(2), pp.115-135. Robertson, J. and Webber, C. (2000). Cross-cultural leadership development. J. of Leadership in Educ., 3(4), pp.315-330. Wang, Z. and Gagne, M. (2012). A Chinese-Canadian Cross-Cultural Investigation of Transformational Leadership, Autonomous Motivation, and Collectivistic Value.Journal of Leadership Organizational Studies, 20(1), pp.134-142. Yan, J. (2005). A Cross Cultural Perspective on Perceived Leadership Effectiveness.International Journal of Cross Cultural Management, 5(1), pp.49-66.

The Portuguese Sonnet, Sonnet 130 and The Glasgow Sonnet Essay Example For Students

The Portuguese Sonnet, Sonnet 130 and The Glasgow Sonnet Essay Sonnet 130 by William Shakespeare is all about love, but not in the usual sense. In this Sonnet Shakespeare speaks of his love in a manure not used by most poets. This sonnet isnt all roses and love hearts, his vision of love is more real, he describes his love exactly how she is, flawed. If snow be white why then her breasts are dull. In Shakespearian times women were supposed to have snow-white skin and breasts, but his love doesnt have white skin, her breasts are dull. Most poets wouldnt say this about their love, or even describe somebody in a poem like this, but Shakespeare did. As this is how he saw his love, with all of her physical flaws, but he still loved her. We will write a custom essay on The Portuguese Sonnet, Sonnet 130 and The Glasgow Sonnet specifically for you for only $16.38 $13.9/page Order now Another example of this is in some perfume there is more delight then in the breath that from my mistress reeks. This quotation means her breath isnt as sweet as perfume, but it reeks. This isnt something you would say to a lover, he was using it as a statement, that love isnt always with the most attractive person, but it is real. This idea is backed up by the final couplet. And yet, by heaven, I think my love as rare as and she belied by false compare. His love was real, and with a real woman. The next sonnet, the Portuguese Sonnet by Elizabeth Barren Browning also talks about love, but from a different prospective again. The theme of this poem is not to fall in love for the sake of it, not for looks or money, but for the real person underneath. The poem also talks about not falling in love with somebody for pity, as those feelings would fade in time. The way this sonnet is written is more conversational then the Shakespearian sonnet as it uses ellipses, and sounds more personal and intimate. But there is a similarity between those 2 sonnets, they both talk about loving for the real inner person, which is quite unique in poetry. The third and final sonnet the Glasgow sonnet by Edwin Morgan is very different from the previous 2 sonnets, as it doesnt directly talk about love, but an area. It talks about a derelict area of Glasgow, and whats so bad about it. It talks about a mean wind, this gives an uncaring edge and also a feeling of nature which is carried out more throughout the sonnet when is talks about how roses of mould grow from ceiling to wall. Knowing the area used to be populated and urban, now it is empty we get the idea nature is reclaiming the land. It also says that the children still play there, when it says play-fortresses of brick and bric-a-brac spill out some ash, they appear to have reclaimed this desolate area for themselves to play in. We then hear 2 people still live there on the forth floor, a mother and daughter. They are called the last mistresses, which gives a grand image, but not here. We then get an image of the area as its rat infested and there is lots of urban decay. When we then go onto hear the kettle whimpers on a crazy hob we get the same effect as the mistress quotation. The idea of a kettle on a hob is quite homely, but here the kettle whimpers on a crazy hob, which brings us back to he urban decay of the area. Finally the poem talks about a homeless man with nothing, no job and smokes lying on his side on the floor. Air too poor to rob which shows the kind f urban decay the area is experiencing. It is a derelict place to be in, but it used to be a good place to be when it was all in working order. This makes me think, taking into account the themes of the previous 2 sonnets, that this is a metaphor for his heart, he used to be in love, when the area was good and working, but he has lost it now and his heart is derelict, like this area of Glasgow. .u03059f6c508705589e5875cc71f1ff69 , .u03059f6c508705589e5875cc71f1ff69 .postImageUrl , .u03059f6c508705589e5875cc71f1ff69 .centered-text-area { min-height: 80px; position: relative; } .u03059f6c508705589e5875cc71f1ff69 , .u03059f6c508705589e5875cc71f1ff69:hover , .u03059f6c508705589e5875cc71f1ff69:visited , .u03059f6c508705589e5875cc71f1ff69:active { border:0!important; } .u03059f6c508705589e5875cc71f1ff69 .clearfix:after { content: ""; display: table; clear: both; } .u03059f6c508705589e5875cc71f1ff69 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u03059f6c508705589e5875cc71f1ff69:active , .u03059f6c508705589e5875cc71f1ff69:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u03059f6c508705589e5875cc71f1ff69 .centered-text-area { width: 100%; position: relative ; } .u03059f6c508705589e5875cc71f1ff69 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u03059f6c508705589e5875cc71f1ff69 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u03059f6c508705589e5875cc71f1ff69 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u03059f6c508705589e5875cc71f1ff69:hover .ctaButton { background-color: #34495E!important; } .u03059f6c508705589e5875cc71f1ff69 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u03059f6c508705589e5875cc71f1ff69 .u03059f6c508705589e5875cc71f1ff69-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u03059f6c508705589e5875cc71f1ff69:after { content: ""; display: block; clear: both; } READ: Old English EssayEach of the sonnets are different as they were written in different time periods, and each has something different to say, but all on the same subject. After reading all 3 sonnets we come away with 3 different perspectives to love, and they show us a lot about each writers experiences and opinions of love.

United States Northerners Essays - American Civil War, Free Essays

United States Northerners Essays - American Civil War, Free Essays United States Northerners 1850, Northerners never dreamed of war against south, why public opinion change?: North wanted to stay unified and as a country but the south was concerned that Lincoln would emancipate (set free) the slaves & it wasn't the emancipation of slaves that concerned the South, but fact that if Lincoln were to free slaves it would be denying the states their rights; northerners sought that to be like a rebellion against us and were determined to keep the Union together, N believed if S seceded both would fall apart economies dependent on factories in N and agriculture in S Historians say Mexican war was 1st battle of civil war, a/d: Agree, bc in many ways, the Mexican War (184648) was, indeed, the forerunner of the Civil War, for most of the great warriors of 186165 actually had their first taste of battle & tested their character in Mexican War. More importantly a direct result of the Mexican War the US gained control over lands that nearly doubled its previous size; future states of Texas, New Mexico, Colorado, Utah, Nevada, Arizona, & Cali were all obtained as a direct result of the war. Much of the future economic wealth of the USyes, its very status as a truly world powermust be attributed to this huge land acquisition. It changed the course of Amer. history and should be more widely recognized. It revived intense and heated debate about the expansion of slavery in the West. What was Britains role in the civil war: South expected the British to help them in the war since they were in a partnership (traded with each other) but Britain preferred to stay neutral instead of starting a war with the northern side of the US; union set up the blockade that did not allow these things to continue to take place; Britain sold weapons and war materials to both sides; Britain had suffered through many bad harvests around that time and desperately needed the northern wheat. They got cotton from Egypt and India instead of the south. Britain mostly tried to remain neutral

Definition and Examples of Stasis in Classical Rhetoric

Definition and Examples of Stasis in Classical Rhetoric In classical rhetoric, stasis is the process of, first, identifying the central issues in a dispute, and next finding arguments by which to address those issues effectively. Plural: staseis. Also called stasis theory or the stasis system. Stasis is a basic resource of invention. The Greek rhetorician Hermagoras of Temnos identified four major types (or divisions) of stasis: Latin coniectura, conjecturing about the fact at issue, whether or not something had been done at a particular time by a particular person: e.g., Did X actually kill Y?Definitiva, whether an admitted action falls under the legal definition of a crime: e.g., Was the admitted killing of Y by X murder or homicide?Generalis or qualitas, the issue of the quality of the action, including its motivation and possible justification: e.g., Was the murder of Y by X in some way justified by the circumstances?Translatio, objection to the legal process or transference of jurisdiction to a different tribunal: e.g., Can this court try X for a crime when X has been given immunity from prosecution or claims the crime was committed in another city? See Examples and Observations below. Also see: ArgumentationDissoi LogoiExigenceInventionJudicial RhetoricMetastasisTopoi EtymologyFrom the Greek, stance. placing, position Examples and Observations Although he recognized the need to define the question at issue in a trial, Aristotle did not develop a theory to cover the various possibilities, nor did he use the term stasis. . . . The word literally means stand, standing, stance, describes the stance of a boxer toward an opponent, and perhaps was transferred from that context to the stand taken by a speaker toward an opponent. Quintilian (3.6.23) saw the influence of Aristotles dialectical categories of substance, quantity, relation, and quality on concepts of stasis, which in Latin is called constitutio or status.(George A. Kennedy, A New History of Classical Rhetoric. Princeton University. Press, 1994)Hermagoras was the most important contributor to stasis theory before the 2nd century AD and made stasis theory a much more important part of the rhetorical curriculum. However, only fragments of the works of Hermagoras have been preserved. Modern knowledge of the evolution of stasis theory is derived primarily from Rhetorica ad Herennium and Ciceros De Inventione.(Arthur R. Emmett, Hermogenes of Tarsus: Rhetorical Bridge From the Ancient World to the Modern. Rediscovering Rhetoric,  ed. by Justin T. Gleeson and Ruth C. A. Higgins. Federation Press, 2008) The Stasis SystemIn Book One of De Inventione, Cicero discusses a system for thinking through a judicial case, called the stasis (struggle or stopping point) system. An aspiring rhetorician could learn the skill by analyzing a case by dividing the debate into the likely issues of conflict, or stopping points. . . .Students studying a stasis system learned to think through cases by following the points at which disagreements were likely to arise. These points of stasis, or struggle, . . . divided a complex case into its component parts or questions. Arguments relevant to questions of fact, definition, and quality were rehearsed and thus integrated into the students pattern of thinking.(James A. Herrick, The History and Theory of Rhetoric. Allyn Bacon, 2008)The Stasis Doctrine: Three QuestionsThe stasis doctrine, a procedure for determining relevant issues, was a staple concept for the Roman rhetoricians. According to the simplest interpretation of this doctrine, three questions are i nvolved in the crux of a given case: (1) Did anything happen? a conjectural question answered by physical evidence; (2) What name should be applied to what happened? a question answered by precise definitions; (3) What sort of an action was it? a qualitative inquiry allowing the orator to specify mitigating circumstances.Additional material could be adduced by employing the topics.(Donovan J. Ochs, Ciceros Rhetorical Theory. A Synoptic History of Classical Rhetoric, 3rd ed., by James J. Murphy and Richard A. Katula. Lawrence Erlbaum, 2003) The Stasis Doctrine Applied to Yogi BearTo return for a moment to Jellystone Park, conjectural stasis would have us ask whether Yogi Bear was responsible for the disappearance of the picnic basket, definitional stasis whether he grabbed it and snaffled the contents, qualitative stasis whether the bylaws of Jellystone Park prohibit the theft of picnic baskets, and translative status whether the alleged theft should be tried in a human court or whether this thieving wild animal should be summarily shot by a park ranger.(Sam Leith, Words Like Loaded Pistols: Rhetoric From Aristotle to Obama. Basic Books, 2012)Stasis theory has to this day exercised important influences on the development of Western law, even if the level of explicit attention to the doctrines of stasis in the rhetorical as well as the legal literature has fluctuated greatly.(Hanns Hohmann, Stasis, in Encyclopedia of Rhetoric, ed. Thomas O. Sloane. Oxford University Press, 2001) Pronunciation: STAY-sis Also Known As: stasis theory, issues, status, constitutio Alternate Spellings: staseis

Rhetorical Essay about the book SULA by Toni Morrison

Rhetorical about the book SULA by Toni Morrison - Essay Example Overall, the story revolves around Nel and Sula and how their friendship transforms over years. The main arguments presented include those regarding friendship, faithfulness, disloyalty, and forgiveness. Over time, the forms of friendship are shown to change. Initially, the book presents Nel and Sula to be very good friends. Nel is brought up by her mother so that she is well mannered and an obedient daughter. Nel does not like the way her mother treats her. It is mentioned in the book that Nel likes Sula’s house better as her mother is not scolding or screaming at her (Morrison 29). On the other hand, Sula does not like her mother as she sleeps with other men, and doubts her mother even likes her. One day Sula finds out her mother does not like her either. She feels sad and channels her grievance to Nel whom she feels really close to. In an attempt to be someone different than her mother – who sleeps around with many different married men – Sula eventually becom es more like her mother later on. Sula did not like her mother’s attitude and talks to Nel about it. After Nel gets married to Jude, Sula leaves the Bottom and returns after years. Initially, it seems as if Sula is very happy to meet her again and they are good friends until Nel finds Sula and her husband cheating on her. Nel who already has three children from Jude is extremely sad at seeing her very good friend with her husband. Jude decides to leave Nel after being caught with Sula (Morrison 105). Nel feels devastated and feels like crying, but the way she had been brought up does not allow her to show her emotions openly. The way Nel and Sula’s friendship slides as a result of the sudden change in Sula’s personality after years seems hurtful and illustrates the impermanence of friendship. Another argument made is that regarding betrayal and disloyalty not only in the conventional sense but also inadvertently happening and resulting in the characters getting hurt. Betrayal is obvious at various places. After Sula hears her mother saying that she does not like her, she feels said and betrayed. Her communication with Nel is good and she is able to share her thoughts with Nel. Nel and Sula had always been really good friends and after Sula returns 20 years later to the Bottom, Nel seems to be betrayed by Sula for being selfish and taking her husband away from her. Later, when Sula dies, Nel feels guilty of not having been a good friend and not having understood Sula. The story ends with a grieving Nel who finally forgives Sula. In another part of the book, Nel and Sula experience the death of a little boy named Chicken Little. Both Nel and Sula were swinging Chicken Little by the river when his hand slipped and he went underwater (Morrison 170). In a desperate need for help, Sula runs to Shadrack, but all he has to say is â€Å"always.† She gets afraid and both girls decide not to tell anyone about what happened. Sula feels guilty, but Nel reassures her that it was not her fault but was merely an accident. However, Sula seems to have taken the blame, and this causes her to change for good. Years after Sula’s death, Nel goes to visit her grandmother who says that she saw Nel letting Chicken Little drown. Sula’s grandmother blames both of them for his death. Later Nel does realize that it was really her fault as she enjoyed watching him drown rather than

What does the Government, Local Community and Employers Want from Essay

What does the Government, Local Community and Employers Want from Colleges - Essay Example In that line, one can clearly tell that colleges are very fundamental institutions in modeling any country’s economy. The better the training offered by colleges the more the surety of good economic contributors. It is evident that communities and employers have to maintain close and detailed watch of the various colleges to scrutinize the kind of graduates they produce to the community and production plants. The governments also have some stakes in the operations and output of colleges in terms of the quality of graduates they release into the market. Communities’ Expectations from Colleges Colleges are not only centers for learning but also employment sectors that offer job opportunities to service providers to the students and learners. Keller reports that colleges are grouped into two different levels depending on the driving body. Keller indicates that there public colleges, which are specifically driven and monitored by governments of different regions. The other division of colleges according to Keller is the private colleges, which are actually monitored and managed by private bodies or organizations and not governments. The listed division of colleges recruits workers from the societies and offers different portions of wages to the employees at different levels of operations. Communities have it as a routine that private colleges will always offer higher incomes to it workers at different levels of operation (Keller). Public colleges on the other hand are institutions that offer lower income margins as compared to the private counterparts. However, Keller provides clarity that public colleges with the low salaries offered to employees have well established retirement pension schemes that rewarded to the retired workers. Communities therefore will always keep careful look at the public colleges to reward pensions to their former workers within a certain period. The fact is contrary to the private colleges, which do not initiate in long-ter m pension plans. In addition, communities expect that workers in the public sectors will comply with the national retirement age and retire at the exact age indicated in the legislations of a country. Private colleges on the other hand do not have close sensitivity on the retirement age of its employees and could at times contract aged and highly skilled professionals to continue serving the institutions. For that matter, members of the community who happened to work in the public colleges and have attained the retirement age will call back to the private colleges in search of employment (Keller). In the views of Anna, communities keep watch on colleges to lower the costs of learning in order to accommodate particular individuals who never got the opportunities to advance their education to university levels. Furthermore, communities view colleges as the appropriate avenues for undertaking lifelong learning that is essential for long-term success of individuals. Anna further states that communities expect colleges to produce graduates who can challenge and compete with individuals who underwent degree programs. Additionally, communities expect colleges to offer high standards of education guaranteed by highly qualified and hardworking teachers (Gladden). In addition, communities expect colleges to act as crossing bridges to universities for individuals who never performed better in the high schools (Gladden). Due to the perceived small numbers of students in college, communities expe

Harrison Bergeron Essay Example for Free

Harrison Bergeron Essay Kurt Vonnegut’s fictional society adopted the theories of Social Contract and Social Justice to establish a new social and legal order. The people amended the constitution to attain equality for all. With the amendments, they created laws to make a uniform citizenry out of their people and in the process stripped them of their individuality. These laws were also intended to make them think and act alike which was their idea of equality. As to who is benefited from such extreme version of social control depends on whose viewpoint it was coming from. Despite their unrestricted freedoms no one was ultimately benefited in this kind of system. It was no guarantee of peace and absolute control, as in the case of Harrison. His physical and mental states were no match for the handicaps. Once both powers were unleashed and unrestrained what resulted was a blending and coordination that produced a beautiful symphony of dance and music. It was symbolical of the good things that can happen or that can be achieved if we let our natural gifts, talents and skills work for the common good. There can be unity in diversity and peaceful co-existence may be possible. In a controlled society as this fictional one, there were no norms, values, and culture that may identify them. For norms, values and culture were what will set them apart. This was a robotic society where the norms were that which are forced upon them because of the handicaps some were made to wear. Acceptable norms were absent because the standard (equality) was built into the system. In effect one had a common standard to follow in which to comport oneself, no less and no better that the others. There was only one value that stood, no one was above the other in appearance and in the treatment he gave and he got. Culture should define who and what this society was, but what would make it truly unique? There was nothing neither appealing nor interesting in it because everything went against the natural ways of man. People followed rules not out of their volition. How were they to know the good was turning bad, and worse was turning worst, if something in their brains signaled a censure. This restraint was basically against their good and benefit, but they had no choice but to obey what was programmed in their system. Once, this was a society that had reached the extreme end of the balance with their all-out freedoms and unchecked rights of individuals. The situation had reached unmanageable proportion that they had to resort to dramatic crisis control which brought them to the other extreme end by way of the encroachment on their rights and freedoms. This society took not only the people’s freedoms but their right senses as well. In what they figure to be the correct moves to effect change, their agitation towards a freak of nature was alarming, like when â€Å"some things about living weren’t quite right †¦ April not being Springtime† (Vonnegut, 1961). Law and society have interchangeable attributes. Law may change a society and society may change the law. In the case of Harrison Bergeron, society had made 3 amendments to their constitution out of desire for and necessity to change. They wanted to regulate and curb freedoms to a comfortable magnitude. The change in the law made this society a strictly tempered one. Lawyers and the legal system do not have a place in this society anymore. The Handicapper General proceeded to punish without trial law breakers. The only crime that can be committed was taking one’s handicaps off and that did not need investigation and defense. The crime and the criminal are self-evident. The fictional society does not have any direct similarities in today’s time. However, the inference to the curtailment of freedoms is plenty. When a society does not allow an artist to express his heart in his art, the Harrison Bergerons to criticize the government which should be for, by and of the people, and ease the fear of ordinary citizens, they are the translations of Vonnegut’s transgressions of freedoms in his fictional society. Instead of seeking for equality in the extreme, working with diversity might be the better option.

Essay --

Amy Herrera Instructor Ram Athavale ACA 090 16 December 2013 Zoology: A Career Goal Why is Zoology a career goal I would like to pursue? Why not go for a career as a doctor, or a lawyer? Well ever since I was a child I have enjoyed being around animals. I have always found them interesting. Interesting in the sense of how they react to certain things or how they behave in their nature habitat. When animals are injured they need people to help them out. It is like a fifty-fifty percent chance the animal will make it out alive if the injury is severe. That is how some animals become endangered or maybe even instinct. Ever since I was in middle and high school I have always had in mind that I would study to become a Veterinarian; helping and healing dogs and cats. However that was a past dream of mine; I changed that dream to become a Zoologist. I want to become a Zoologist because I enjoy learning about wild life animals; finding them more interesting compared to the original pets at home. The thing I love the most about these two careers is that they both help anim als, domestic and undomesticated. To become a Zoologist I need to fully understand what Zoology is, how I would get my career started also making sure there will be no bumps on the road, and finally being successful. What exactly is Zoology? Zoology is a branch in biology that deals with animals and animal life. Zoologist studies the behaviors of the animals as well as their habitats. For example they would go out in the wild life searching the animal, once found they would observe from a far distance and take notes of what the animal is doing or how the animal reacts to certain things. I compare Zoology with being a doctor. There are many different types of doctors... ... of success is doing what you love the most in life; either in career or in a hobby. For me it would have to be the love of animals and photography. I have wanted to become a Veterinarian but then changed it to become a Zoologist. I think that Zoology is more interesting and exciting; being able to be so close up with a wild animal, an animal that you would never thought about being so close to. To get that career goal train started I will go to community college then transfer to North Carolina State University. Having to overcome my two challenges of financial and academics; overcoming financial by applying for financial aid, grants, and student loans. Overcoming my academics by studying more often, having study groups, attend tutoring, and quizzing me with flash cards. Overall I think this career goal of mine will be a success; only if I overcome my challenges.

On the Road Essay

Response: Chapters 1-2 From the very first pages of the book it becomes clear that the book is a novel of characters rather than a novel of plot. I think the novel captures the audience due to unexpected movements of the main characters. First chapters show that the whole plot centers on the character of Dean Moriarty. The novel starts with Sal’s descriptions of his life before Dead. He has just split up with his wife, has recovered from serious illness and, we see that he simply doesn’t know where to move and how to arrange his life. Sal seems to be weaker personality than Dean, who manages to direct Sal’s actions the way he likes. Sal feels tired and depressed and I think that he has lost sense of life. It is Dean that sparks Sal’s personality into motion. It is possible to say that Dean is personification of Sal’s dreams. Sal has always dreamed of moving to the West and Deans arrives from there. Dean lives in San Francisco, travels across the country. Dean drinks a lot, uses drugs and has many women. Moreover, he is a father of four children from two different women. In the first two chapters Kerouac juxtaposes the ideas of the East and the West. The East is presented as old, intellectual, critical, saddened and stagnant, whereas the West is presented as passionate, wild, young and exuberant. Sal and Dean are described with attributes of the places they are from. The West is a new horizon for Sal, and the East is a new horizon for Dean. The novel is told from Sal’s perspective and we are allowed only to see and to feel through Sal. In the first chapters Sal remain unchanged; he is only sparked with the idea of something new and unexplored. Sal is impressed by Dean’s impulsiveness and recklessness. I think that Sal is willing to have the same qualities as Dean, he realizes that he may change his life, to introduce something new and wild in his bored lifestyle. Response: Chapters 3-4 We see that Sal’s adventure with Dean begins. Sal is very excited as he will become acquainted with places he has never been to. Thus, his descriptions of the passing places are exuberant and vivid. I think Sal fees younger, stronger and more confident. Through the long sentences and paragraphs, Kerouac shows that Sal’s exciting feelings are constant, they are rolling in motion. Sal reminds a child who is allowed to something secret, forbidden, something he has never been allowed to do. Relative lull occurs in the Des Moines hotel, when Sal awakes in the morning and can’t understand where he is, who he is and what he is doing. He realizes he is somewhere halfway across America, between the East and West. I think Sal realizes he is halfway from his long-awaited dream. Sal’s emotions are paralleled with surrounding geography. Through geography Sal manages to provide his emotions, ideas and dreams with definite forms. Sal’s emotions are changing and geography is changing as well. Interestingly, Sal feels when approaching the west everything is better and bigger. Even the ice cream and apple pie are testier. All the characters Sal meets on the road are individuals, they are epitomes of the region, embodiments of better living standards. To signify all events and characters, Sal describes everything in superlatives – the best, the prettiest, the hugest, etc. It shows that he is really fascinated with his journey and really obsessed with the West. For Sal, Denver is the Promised Land, Nebraska resembles the Nile Valley, and San Francisco is the greatest among them. Sal visits Denver, where Dean was born. Again Sal thinks Dean is envisioning the West. These chapters are the climax of Sal’s compassion, excitement and clear-eyed tolerance. We see Sal simply follows Dean in everything; he even reshapes his values and beliefs. Response: Chapters 5-6 Sal’s adventure with Dean continues: new impressions, new acquaintances, new ideas and new dreams. Sal realizes that the West is approaching, and he feels more confident that his dream will come true. Nevertheless, we see that Sal remains modest about himself, although he envisions place and people in grand terms. Sal is constantly pleased, and, at the same time, he seems not to believe that he may approach the West. He has been dreaming of the West for many years, and I think it is difficult for him to understand that his dream may be accomplished. He is thankful to Dean for opportunity of self-expression and self-realization. In my opinion, I can’t say that Dean is positive character. Yes, he has influenced Sal showing him new opportunities and new horizons, but Dean is too wild and mad. Sal didn’t understand yet possible outcomes of their so-called friendship. Dean is zealous and wild personality, though he is captivating as well. And his wildness and craziness attracts Sal who used to live a calm life. Sal begins picturing himself in the eyes of his new friends. He stumbles into Denver considering the city mysterious. Nonetheless, we know that Sal is too earnest and infatuated to affect something or someone. Sal is the person who is affected, not the one who affects. Despite Sal is with his friends, he feels less- confident. When he gives a cryptic answer, he is criticized and, instead of defending his position, he explains that he doesn’t know what they try to get at. In these chapters Kerouac shows that Sal is more an observer rather than performer. He faces new world and he doesn’t know how to cope with it, how to behave, what to expect from it. I think that the majority of Sal’s idealistic visions are nothing more than facades, and in future they will definitely result in sadness and disillusionment. However, Sal is mot aware of that fact.

African Americans: Fighting for Their Rights Essay

During the mid 1950s to late 1960s African Americans started responding to the oppressive treatment shown to them by the majority of white people in the country. They responded to the segregation of blacks and whites during that time and the double standards the African Americans were held to. African Americans responded to their suppression by participating in boycotts, marches, sit-ins, and trying to get legislation passed so that they could overcome their degrading situation. They were successful in many of these actions and through them brought around more rights for African Americans. Boycotts were a major way that the African Americans got their voices and wants heard. The most famous boycott was probably the Montgomery Bus Boycott. After the arrest of Rosa Parks for refusing to give up her seat to a white man, Martin Luther King Jr. , urged the people of Montgomery to boycott the bus system. African Americans didn’t want to be considered substandard to white people, and they didn’t want to be forced to be subservient to them on buses. They didn’t think it was fair that they had to sit in the back of buses and give up their seats to white people. As King put it, â€Å"[†¦] there comes a time when people get tired of being trampled over by the iron feet of oppression† (King 347). Because African Americans were ready to do something to support their rights they followed King’s advice to â€Å" [†¦] work with grim and firm determination to gain justice on the buses in this city [through boycotting]† (King 348) The Montgomery bus boycott made the public transportation system realize how important African Americans were to the transportation system. The combined effect of loss of money and pressure from around the country created a victory for the African American Civil Rights movement. The boycott lasted 382 days, until the law allowing racial segregation on buses was lifted and white people and African-Americans were able to sit wherever they wished to on buses. There were also boycotts of businesses where the segregation of African Americans was still very prevalent. Many of these boycotts were successful. The boycotts caused enough financial difficulties that the segregated businesses either had to close or integrate. Diners where African Americans had to sit separate from white people or where African Americans weren’t served at all were boycotted against as well until that diner served African Americans and allowed them to sit wherever they wanted and with whomever they wanted. Diners also faced the difficulty of sit-ins if they refused to serve African Americans. In Greensboro, North Carolina, a black college student named Joseph McNeill was refused service at the counter of a restaurant. The next day he and three of his friends came and sat at the lunch counter waiting to be served. They weren’t served that day. The four of them returned to the lunch counter each day, but were never served. The students were aware each day that they came to the lunch counter that they would probably not be served, but â€Å"they were also aware that this form of nonviolent protest could be a powerful method in accomplishing the desegregation of lunch counters† (McElrath 1). Then, an article in the New York Times, brought notice to this sit-in and many other students joined in on the sit-in. This started a chain of sit-ins around the country to protest the ill-treatment of African-Americans. Despite many hardships, including being beaten and doused with Ammonia, more people kept showing up at these demonstrations. The sit-ins were effective in the fact that restaurants either served the African-Americans at the counter, or closed down. In one case a restaurant took out all of the chairs in the restaurant so that no one could be served anywhere, which ended up causing him to have to close down. In addition to sit-ins, there were also kneel-ins at churches where African-Americans were not allowed to worship due to race. Sit-ins and kneel-ins were very effective. As John F. Kennedy said, â€Å"[the protestors] have shown that the new way for Americans to stand up for their rights is to sit down† (Kennedy 1). Marches were also a prevalent way in which African Americans showed their discontent and fought out for their rights. Black leaders like Martin Luther King Jr. led marches on major cities, trying to voice their support of the Civil Rights movement. One of the first marches in support of Civil Rights was the protest march led by three ministers, including Martin Luther King Jr. , in Birmingham, Alabama. The march was met by policemen and dogs and the three ministers were put into jail. This was where King wrote his inspiring, â€Å"Letter From Birmingham Jail,† which set forth the need for the non-violent protest against unjust laws. This call for non-violent protests was one of the major factors that induced people to take the path of non-violent protests in order to promote Civil Rights. Perhaps the most famous march in favor of Civil Rights was The March on Washington. Civil Rights leaders, Bayard Rustin and Philip Randolph, were the chief planners of the March on Washington for Jobs and Freedom. They wanted â€Å"to embody in one gesture civil rights as well as national economic demands. † (Randolph 1). The march was held on August 28, 1963, and more than 200,000 demonstrators gathered in front of the Washington Memorial to protest against the ill treatment of minorities, primarily African Americans, and to listen to many speakers, including Martin Luther King Jr. , who gave his famous â€Å"I have a dream† speech. The march had six official goals, but the major one was the passage of the civil rights law that the Kennedy administration had proposed after the problems in Birmingham. The march gained its purpose, but not without much controversy and struggle. The African American voice could not be ignored though, and many advances for Civil Rights were gained through the March on Washington, a march that would â€Å"go down in history as the greatest demonstration for freedom in the history of our nation† (King 1) Another very effective response to the degradation of African Americans was to try to get legislation passed. One of the landmark cases for Civil Rights was Brown v. Board of Education. This case over-turned the ruling in Plessy v. Ferguson which said that schools could be segregated as long as they were equal in education and facilities. Brown v. Board of Education explicitly said that there is no way that separate can be equal and that by having â€Å"separate but equal† schools, the government was blatantly ignoring the 14th amendment which states, â€Å"No State shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any State [†¦]deny to any person within its jurisdiction the equal protection of the laws† (Congress 1). This court case caused the schools to be integrated, which was one of the first steps to racial equality. Another important ruling in the fight for Civil Rights was the Civil Rights Act of 1964. The Civil Rights Act of 1964 states that, â€Å"All persons shall be entitled to the full and equal enjoyment of goods, services, facilities, privileges, advantages, and accommodations of any place of public accommodation [†¦] without discrimination or segregation on the ground of race, color, religion, or national origins† (Congress 350) This meant that. African Americans couldn’t be turned down from jobs due solely to race, their voting rights couldn’t be taken into question due to race, and they couldn’t be denied service in any public facilities. This piece of legislation had a far reaching impact, and furthered along the Civil Rights movement. Another very important piece of legislation was the Voting Rights Act of 1965. This outlawed the use of literacy tests to determine the right to vote. This gave more African Americans the ability to vote and to have a say in the government that was ruling them. The ability to vote allowed African Americans to have a voice in government and to elect people that they thought would further their rights. The ability of African Americans to get legislation passed that supported their rights was a major step in the improvement of the treatment of African Americans and made it so that legally people could not discriminate against, segregate, or deny voting rights to them. The different responses of the African American Community, including boycotts, marches, sit-ins, and fighting for legislation, changed civil rights in the United States. The African Americans fought out against injustice, just as our founding fathers fought out against the injustice of the British. Their efforts helped create a more integrated and accepting society where race is not the only thing people see when looking at a person. Although the society today is not perfectly accepting of all races, society is much more accepting than it was half a century ago, and that is due largely to the African American movements in favor of Civil Rights. Works Cited â€Å"Brown v. Board of Education. † Wikipedia. Wikipedia. 2 Feb 2007 . â€Å"African-American Civil Rights Movement (1955-1968). † Wikipedia. Wikipedia. 29 Jan 2007 . â€Å"Brief Timeline of the American Civil Rights Movement (1954 – 1965). † Timeline of the American Civil Rights Movement. 29 Jan 2007 . King, Martin Luther. â€Å"Reverend Martin Luther King Jr. Defends Seamstress Rosa Parks, 1955. † Major Problems in American History Volume II. Edited. Edited. Boston: Houghton Mifflin Company, 2002. â€Å"The March on Washington. † The Civil Rights Movement. 2 Feb 2007 . McElrath, Jessica. â€Å"African American History. † Lunch Counter Sit-Ins. About. 2 Feb 2007 .

3 Important Ways of Being Healthy

3 Important Ways of Being Healthy Free Online Research Papers There are certain good habits that a person must have to maintain good health body. By having a healthy diet, proper hygiene, and doing daily exercise. Keeping these three things accomplished every day you may have a happy and healthy life. Having a healthy diet is one of the main points, having a healthy diet is when you watch what you eat and you are sure that it is healthy for your body. Eating lots of fruits and vegetables is a good, healthy habit. This way you can get a lot of vitamins and fiber. Your diet should always be low fat and no cholesterol. Doing daily exercise keeps your body in shape and healthy as well. A normal person should do 30 minutes of medium anaerobic activity. This is recommended by doctors doing exercise keeps your joints and muscles working properly. By being an active person your metabolism will be more active, your body will burns more calories and work more efficiently. Keeping a proper hygiene is what every person should do. Always having your body clean not only helps you to smell good but also healthy skin and fewer germs. Always try to take showers after you work hard or sweat. Going to a once a year dentist and doctor check-ups is also having a proper hygiene. Washing your hands is a big one. People use there hands to do everything. Hands have to be washed after you do something like work and before you eat. Being clean and well-kept will reduce your exposure to bacteria and viruses that cause sickness. The key to a good healthy life is having these habits; healthy diet, proper hygiene and daily exercise. As my opinion, by completing these three basic easy steps will make your life happier and healthier. Research Papers on 3 Important Ways of Being HealthyMarketing of Lifeboy Soap A Unilever ProductGenetic EngineeringThe Spring and AutumnEffects of Television Violence on ChildrenUnreasonable Searches and SeizuresPersonal Experience with Teen PregnancyHarry Potter and the Deathly Hallows EssayIncorporating Risk and Uncertainty Factor in CapitalThe Effects of Illegal ImmigrationDefinition of Export Quotas

How to Organize Compare-Contrast Paragraphs

How to Organize Compare-Contrast Paragraphs Organizing two compare-and-contrast paragraphs is just a mini version of creating a compare-and-contrast essay. This kind of essay examines two or more subjects by comparing their similarities and contrasting their differences.  In the same way, compare-contrast paragraphs compare and contrast two things in two separate paragraphs. There are two basic methods for organizing compare-contrast paragraphs: the block format and a format where the writer separates similarities and differences. Block Format When using the block format for a two-paragraph comparison, discuss one subject in the first paragraph and the other in the second, as follows: Paragraph 1: The opening sentence names the two subjects and states that they are very similar, very different or have many important (or interesting) similarities and differences. The remainder of the paragraph describes the features of the first subject without referring to the second subject. Paragraph 2: The opening sentence must contain a transition showing you are comparing the second subject to the first, such as: Unlike (or similar to) subject No. 1, subject No. 2... Discuss all the features of subject No. 2 in relation to subject No. 1 using compare-contrast cue words such as  like,  similar to, also, unlike, and on the other hand,  for each comparison. End this paragraph with a personal statement, a prediction or another enlightening conclusion. Separating Similarities and Differences When using this format, discuss only the similarities in the first paragraph and only the differences in the next. This format requires careful use of many compare-contrast cue words and is, therefore, more difficult to write well. Create the paragraphs as follows: Paragraph 1: The opening sentence names the two subjects and states that they are very similar, very different or have many important (or interesting) similarities and differences. Continue discussing similarities only using compare-contrast cue words such as like, similar to and also, for each comparison. Paragraph 2: The opening sentence must contain a transition showing that you are pivoting to discussing differences, such as: Despite all these similarities, (these two subjects) differ in significant ways. Then describe all the differences, using compare-contrast cue words such as differs, unlike, and on the other hand, for each comparison. End the paragraph with a personal statement, a prediction, or another compelling conclusion. Create a Pre-Writing Chart In organizing compare-contrast paragraphs, using either of the above methods, students may find it helpful to create a compare-contrast-prewriting chart. To create this chart, students would create a three-column table or chart with the following headers topping each column: Subject 1, Features, and Subject 2. Students then list the subjects and features in the appropriate columns. For example, a student might compare life in the city (Subject No. 1) vs. the country (Subject No. 2). To start, the student would list Entertainment, Culture, and Food, in the rows under the Features header. Then, next Entertainment, the student could list theaters, clubs under the City header and festivals, bonfires under the Country header. Next might be Culture in the Features column. Next to Culture, the student would list museums in the City column and historic places under the Country column, and so on. After compiling about seven or eight rows, the student can cross out the rows that seem least relevant. Crafting such a chart helps the student create an easy visual aid to help write the compare-contrast paragraphs for either of the previously discussed methods.

Street Gangs in America Essay Example | Topics and Well Written Essays - 1000 words

Street Gangs in America - Essay Example The social relationships of gangs provide teenagers a sense of belonging, an especially important need for developing adolescents. In many neighborhoods, youths are actively recruited or intimidated into joining gangs and seemingly have little choice. â€Å"A few [teens] are virtually born into gangs as a result of neighborhood traditions and their parents’ earlier and perhaps continuing gang participation or involvement in criminal activity† (Moore, 1978). The gang offers disenfranchised youths experiencing feelings of isolation that are also wavering between their native and adopted cultures and connected to neither, a family-like affiliation. These are many reasons that young people join gangs, all of which are relatively easy to understand. Therefore, this discussion will focus on the gangs themselves, their motivations, characteristics, general make-up and current trends concerning street gang activity in America. The typical age range of gang members is 12 to 24 years old with an average age of about 17 to 18 years, but this average is generally older in cities such as Chicago and Los Angeles where gangs have been in existence longer (Curry & Decker, 1998). While the numbers of younger gang members are growing, the average age of members is also increasing. Gangs are progressively becoming proportionately older as they increase in total size throughout the country. Not surprisingly, male gang members well outnumber women by a large percentage, a disparity that widens as the members become older. Gangs differ in size depending on the types of criminal activity associated with the gang. â€Å"Traditional (large, enduring, territorial) gangs average about 180 members, whereas specialty (e.g., drug trafficking) gangs average only about 25 members. In large cities, some gangs number in the thousands and even tens of thousands† (Block & Block,

Roman Britain Essay Example | Topics and Well Written Essays - 1750 words - 1

Roman Britain - Essay Example Others historians evidence the long-term effect of the Roman presence in Britain for three and a half centuries. Client kingdoms were established to speed up the process of Romanisation, whilst units of the army (legions and auxiliaries) were put in place at intervals to defend the frontiers from outside attack and to look inwards as ‘police forces’ and to act in the role of a ‘pioneer corps’ 2. Caesar’s incursions and Claudius’ invasion saw many successful changes in the relationship between Rome and the British tribes, which were largely based upon the inescapable fact that neither side could afford to ignore the other. Rome wanted at least a balance of pro- and anti-Roman forces in southern Britain, if for no other reason than to sustain conditions which would allow unimpeded progress towards Romanisation. Client kings were appointed or dismissed at the whim of the current emperor. The institution provides a good illustration of Rome’s traditional readiness to adapt to circumstances. Usually the king’s task was to form a buffer between Roman territory and potential enemies; within the borders of the imperial, however, he might be appointed to rule areas whose terrain made them difficult to police, as in Cilicia in Asia Minor, where a mountainous area known as Rough Cilicia seems to have been administered by client-kings through most of the Julio-Claudian period 3. Rome’s interest in these outer barbarian lands was confined at this time to the safety of their new province. The practice, continued from an earlier period, had been to seek protection of frontiers through friendly states. A special arrangement under the Roman method of patronage visualised the creation or recognition of kingdoms, the rulers of which had a client relationship with the Senate and people of Rome and, after Augustus, with the Emperors. It was the primary duty of the client rulers to prevent people beyond the frontier from

Two Companies in the Leisure Industry Coursework

Two Companies in the Leisure Industry - Coursework Example Hence, in addition for being a leisure getaway for the locals, it is also a tourist attraction directly competing with the above mentioned attractions. The idea conceived by a husband and wife architecture team in 1989 and with the backing of British Airways it took them one and half year to complete the project. The London Eye in particular under the operation of the Tussauds Group that is in charge of other popular attractions mentioned earlier. The London Eye had outdone other London attractions in visitors number, which is at around 3.5 million a year (Barfield, 2007). As the tallest Ferris wheel in Europe and worldwide, it has few competitors that are taller. The tallest Ferris wheel is located in Singapore and it stands 165 meters, while the London Eye stands at 135 meters making it the third tallest Ferris wheel after Star of Nanchang at 160 meters. The 32 sealed and air-conditioned capsules can hold 25 people and allow them enough room to walk around. One complete round takes around 30 minutes and because of the involved slow speed, passengers can walk on and off the capsules without it stopping to accommodate them. The current owner as mentioned earlier is the Tussauds Group that was able to buy out British Airways and Marks Barfield, the family who were among the lead architects. The Tussauds Group after its purchase in 2007 by Merlin Entertainment and currently London Eye is officially knows as the Merlin Entertainment London Eye and the British Airways brand name is slowly giving way to the new brand name (Mann et. al, 2001) (BBC News). It is a successful attraction attested by the fact that since its opening around 30 million people had ridden in its capsules. The new owner is also leaving its print on the Ferris wheel by opening 4D theatre. It does not mean London Eyes did not have financial problems since it was besieged financially in the outset and later on, since some of the land it stands on belonged to other sources that had demanded a huge amount of rent, from 64.000 pound a year to 2.5 million pounds a year (Reece, 2001). However, the mayor of London had intervened and was able to obtain a 25 year lease on behalf of the Ferris wheel that will cost it around 500.000 pounds a year. Arena Leisure Plc Arena Leisure Plc is also another UK company based in London and it operates seven of the UK’s horse racing tracks. The company that started in 1997 also has under its wings golf courses, hotels and an interest of at least 47% stake At The Races making is in charge of at least 25 % of the horse racing business in the UK. The company claims that it has three main divisions namely racing, it operates the known UK race tracks, catering, it creates its own events and cater for others’ events, and At The Races is broadcasting what takes place in the UK and Irish horse racing. Its racing divisions consists of seven tracks and it is from this ownership the 25% share of the racetrack control comes from. In addition, t he company is involved in leisure activity that it avails through Lingfield Park Marriott Hotel and a country club with an 18-hole golf club. Its catering division is in charge of catering at the seven horse racing tracks. While its catering division is in charge of catering at the seven horseracing tracks, it has successfully won the bid to provide catering at some of the 2012 Olympic games. The company’

Performance Appraisal: Functions and Implementation

Performance Appraisal: Functions and Implementation Chapter 1: 1.1 Introduction This dissertation project has been undertaken for the fulfilment of the business degree MBA, General Management from the University of East London. The findings of this dissertation will contribute to concerned company and the author to complete the MBA degree. At the beginning, a leading mobile tele-communication organisation in Bangladesh named Banglalink was chosen as the research organisation. In the middle of the study, the management refused to cooperate with providing information. As a result the author had to find and choose a suitable company to collect research information and data to finish the study. Secure Facilities Management Company Ltd. (SFM) was the new company chosen to finish the research. The introduction chapter gives an overall idea about the study. In this part, the background, objectives and research questions and the structure of this dissertation will be discussed. 1.2 Background of the Study The study discusses about the functions and the implementation of performance appraisal in the new era. The concept of ‘Welfare Personnel was developed in the end of the British golden colonial history by the humane concerns of some business families like Cadbury and Rowntree. Then within the next century, the concept had changed and became Personnel Management and later on Human Recourse Management. Now the world has just entered into a new millennium and the concept of human resource management has become a strategic partner for the business organisations. (McKenna Beech, 2008:2 3) Organisations require many things in order to be effective, a method for producing a product or service, financial resources, a way of marketing and human resources. While all of these are important to organisational effectiveness, the only factor that represents a potential competitive advantage is human resources. This is why the concept of human resource management is s important to every organisation.. The basics of managing people are getting people, preparing them, stimulating them motivate them. To manage human resources in any organisation the following questions are to be considered: (Dessler, 2005:4-5) Are the persons hired for the job wrong? Is the organisation able to milk out the best from the employees? What is the most frustrated area of human resource management? Is the rewarding system working properly? The above refers to how people worked in the past, what changes are required in future to make the production system effective, what are the weaknesses of the system and how to improve. These actually refer to the evaluation of employees of job which is called Performance Appraisal. Performance appraisal system is an important function of personnel department in any organisation. The system has a close relationship between organisation goals and individual performance. The performance appraisal system represents a year round exercise of managing individual performance in an integrated manner with a view to enabling employees to perform at their performance standards. (Dessler, 2005:310) With the view of increasing organisational effectiveness through the effective management of human resources, the organisations use different methods of appraising performance of their employees. For this research a small security service company named ‘Secure Facilities Management Company Ltd. (SFM) a private single owner security service company has been chosen. SFM became a successful organisation in the last few years. Their high standard efficient employees are one of the key factors for their success. For that, SFM has been chosen to practice the theoretical knowledge and to get familiar with the existing system of Performance Appraisal of a small private company. 1.2 Research Question In general, most of the organisations have a kind of formal or informal performance appraisal system. Through the performance appraisal system, the employees get to know their performance standards, which area of their performance needs to be developed etc. The supervisor also provides them with feedback, development and incentives to help them eliminating their performance deficiencies. If performance appraisal system is effectively used, it can improve attraction motivation of the employees on the job. If inappropriately used the appraisal process can have disastrous effects (Dessler, 2005:310). Hence the discussion leads to the research questions: What is the level of understanding and compliance of the employees on performance appraisal? What are the reactions of the employees regarding the performance appraisal? What are the constraints of the performance appraisal in practical life? 1.3 Aims and Objectives of the Study The research has been undertaken for the fulfilment of the requirement for completion of MBA, General Management for the year 2008/2009. This is mainly aimed to develop the job expertise in the performance appraisal activities under the guidance of expert faculty member of University of East London. It is really a difficult task to assess consistency, relevance and reliability of the tools and techniques of the system, however and effort is made to have some ideas about the matter. 1.3.1 Aims The study mainly aims at knowing about the awareness, the level of understanding and compliance of the employees of SFM regarding performance appraisal system. The study attempts to analyse the present performance appraisal system and the role of both appraisers and appraises in connection with the implantation of the system in real life situation. 1.3.2 Objectives To be acquainted with and acquire practical knowledge regarding performance appraisal system of an organisation. To relate the theoretical knowledge of performance appraisal with practical implication. To determine the acceptability and reliability of the performance appraisal system in a certain organisation. To assess the constraints/factors which influence the performance appraisal system. 1.4 Scope of the Study Target group includes officers of all level. The working forces those who are working in the head office and also in the other sites. Value Perception of both appraisers and appraises of the organisation under study. 1.5 Limitations of the Study While preparing this report, the following limitations had been faced: At the beginning a renowned mobile Tele-communication company in Bangladesh, Banglalink, was chosen for the study but they refused to deliver any information and cooperation just one and half month before the submission date. As a result, the author had to choose a small security company, Secure Facilities Management Company Ltd. (SFM) to carry on and finish the study within such a short time. SFM has a master plan on performance appraisal, but at present implementing a part of it. As a part of the business strategy, SFM did not provide all information on their performance appraisal procedure. The major limitation of the study was the lack of time for such an intensive work which compelled the author to narrow the scope of the study. All officials were very busy with their own assignments. As a result, they had a little opportunity for giving much time in this regard. Limitation was faced on the volume of the report due to which many relevant and important things will remain unexplored in detail. 1.6 Organisation Profile Introduction to Secure Facilities Management Company Ltd. (SFM): Since its formation SFM has built its reputation by providing security personnel of the highest calibre. This has been achieved by combining sound management with sensible terms and conditions for all staff. SFM strives to ensure that their clients and staff benefit from a focused and well-defined professional approach, the ratio of management to client is kept to no more than one manager per 10 clients. SFM strives to provide the highest standards of efficiency to all its clients, both large and small. SFM understands the importance of first impressions and that their personnel are often the first point of contact for their clients visitors and residents. 1.7 Structure of the Research This structure of this study has the following five chapters: Chapter 1 is the introduction chapter where the background, research question and rationale, objective, company profile and structure of the research are stated. Chapter 2 contains a brief literature review on performance management, history and meaning of the performance appraisal, purposes, functions, types of performance appraisal, MBO, 360 degree appraisal, problems and solutions of performance appraisal and essentials of a good performance appraisal. This chapter will provide a basic understanding about performance appraisal which is related to the research questions. Chapter 3 contains Research Methodology which includes research framework, the design of the research, population and sampling, and questionnaire. Chapter 4 provides Data analysis, statistical analysis and findings of the research. Chapter 5 describes the critical review of the findings. Chapter 6 discusses on recommendation and conclusion of the study and reflection summery. Chapter 2: Literature Review 2.1 Introduction Organisations require consistent levels of high performance from their employees in order to survive in a highly competitive environment. In a view of this, performance appraisal can be a systematic system through which evaluation of an employee is done analyze effectively to determine required performance. It plays a key role in rewarding systems. It is the process of evaluating the performance of employees, sharing information with them and searching for ways to improve their performance. Appraisal is necessary in order to: Allocate resources in a dynamic environment; Motivate and reward employees; Give employees feedback about their work; Maintain fair relationships within groups; Coach and develop employees; and Comply with regulations. It is also a formal opportunity to do what should be done much more frequently in organisations to express appreciation for employee contributions. Companies must administer their employee performance reviews, at all levels, fairly and without discrimination. Since all appraisals can be used against a company in an appraisal employee lawsuit, it is critical that these reviews should be completely accurate. This practice of performance appraisal has been given a variety of titles. The academicians call it performance appraisal, performance review etc. In Government services in Bangladesh, it is known as ACR (Annual Confidential Report). In private organisations, it is often described as merit rating, personnel rating, progress rating, annual performance, etc. Performance appraisal plays a major role in Human Resource Management. The subject is a part of Performance Management. It is necessary to discuss the performance management briefly before proceeding to performance appraisal. Performance Management The primary concern of performance management is the improvement of individual and collective performance. It is a continuous cycle of self-renewing. The aim of performance management is make direct link together individual goals, departmental purpose and organisational objectives. It integrates the major elements of HRM like appraisal and employee development, performance-related pay and reward management, individualism and employee relations. In other way it can be called as day-to-day management activity as it deals with organising works to get the best result. â€Å" a strategic integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of tams and individual contributors†. Armstrong (2001:467) According to Armstrong (2001:475) the main activities of performance management are Role Definition, The Performance Agreement or Contract, The Performance Development Plan, Managing Performance Throughout the Year and Performance Review. These activities are a continuous cycle. According to Marchington Wilkinson (2004:187), the process of performance management system involves Induction and Socialisation, Reviewing and Appraising Performance, Reinforcing Performance Standards and Counselling and Support. Beardwell and Holden (2001:538) stated â€Å"Performance Management is not simply the appraisal of individual performance: it is an integrated and continuous process that develops, communicates and enables the future direction, core competencies and values of organisation, and helps to create an ‘horizon of understanding†. Performance Management is an effective tool by which the employees work behaviours are aligned with the organisations goals. There is no one way to manage performance. Whatever system is adopted needs to be similar with the culture and the principles of that organisation. However, most system of performance management has several parts: Defining Performance: Carefully defines employee performance so that it supports the organisations strategic goals. Setting of clear goals for the individual employee is a critical component of performance management. Measuring Performance: Measuring performance does not need to be narrowly conceived, but can bring together multiple types of performance measured in various ways. The key is to measure often and use the information for mid-course corrections. Feedback and Coaching: In order to improve performance, the employee needs information (feedback) about their performance, along with the guidance in reaching the next level of results. Without frequent feedback, employees are unlikely to know that behaviour is out of synchronization with relevant goals, or what to do about it. The major aim of performance management is to find ways of continual improvement of levels of both organisational and individual performance and performance appraisal is the perfect weapon for that improvement. The Rise of Performance Appraisal The performance appraisal has a long history which started China in the third century, the reign of Wei Dynasty. It was mainly used for the civil servants, army officers and managers until recently. Now it is very much wide spread all over the world and has become a popular management tool. In the UK most of the private sector organisations has introduced and are practicing performance appraisal during the last decade or two. Some people suggested that the reason behind for its growth is to use the individualised performance-pay system. Some other factors like market competition, managing change, organisation goal, milk out the best from the employees etc. are also important. Now the terminology ‘performance appraisal is changing to ‘personal development review and ‘performance review and development. (Taylor, 2004:247-248) Meaning of Performance Appraisal Performance Appraisal (PA) is a methodical, on the job-review of an employees abilities and accomplishments. Performance appraisal functions as a valuable management assessment tool and a superior employee motivation weapon. It enables us to strike a workable balance between organisations need for qualified and trained personnel and employees need for feedback and motivation. Performance is the contribution and appraisal is the procedure of measuring the contribution. Performance appraisal is an integral part of a system of managing individuals working in an organisation. Performance appraisal is an inevitable inspire of modern technology and all the systems and controls coming into widespread us, people remain the most important factor in all kinds of business, government agencies, charitable organisations and all other organisation. Performance appraisal is a process of bringing together the approaches of performance management like counselling, training, improving performance etc. that helps the managers to exercise them to achieve the goal of the organisation. It is a procedure of rewarding and disciplining the employees to improve the over performance of the organisation. It is the process of evaluating performance or contribution of an employee to the organisation during a specific period of time by his or her supervisor with relation to his or her job requirements. An effective, reliable and valid performance appraisal system recognizes the legitimate desire of employees for progress in their professions. Integration of organisational demands and individual needs through career management is the part of performance appraisal. Therefore, the performance appraisal program is inevitable for measuring the contribution of both â€Å"employees and managerial personnel†. Performance appraisal program is the basis of determining who is profitable to higher position and who is to be rewarded for better contribution to the organisation he or she belongs to. Performance feedback lets employees know how well they have performed in comparison with the standards of the organisation. Performance appraisal program is the administrative and employee development tool, which is the domain of the management not shared by the employees. Opponents of the performance appraisal attack it on a variety of grounds but without appraising performance of the employees career development, organisational development, recently a number of organisations have revamped their appraisal system in a bid to reduce possible negative outcomes. Appraisal, no doubt is a complex issue and it is clear that to be effective, a system must be designed and implemented with great care. â€Å"Performance appraisal means evaluating an employees current and/or past performance relative to his or her performance standards†. (Dessler, 2005:310) Michael Armstrong (2001:486) says â€Å"Performance review discussions enable a perspective to be obtained on past performance as a basis for making plans for the future.† He explains that the five elements of performance management (measurement, feedback, positive reinforcement, exchange of views and agreement on action plans) can be achieved through performance review. In the conclusion it can be said that, performance appraisal is the process by which an employees contribution to the organisation during a specific period of time is assessed. Performance Feedback then lets the employee know how well they have performed in comparison with the standards of the organisation. Who Should Do The Appraisal? By traditionally a managers authority typically has included appraising subordinates performance. The logic behind this tradition seems to be that since managers are held responsible for their employees† performance, it only makes sense that these managers do the evaluating of their performance. The employees immediate boss conducts about 95 percent of all performance appraisals at the lower and middle levels of the organisation. Purposes Purposes of Performance Appraisal: HRD Employees View Performance appraisal or evaluation serves a number of purposes for Human Resources Department and for the development of the employees. Management uses performance appraisal for general human resource decisions. Evaluations provide input into such important decisions, transfers, and terminations. Performance appraisals identify training and development needs. They pinpoint employee skills and competencies that are currently inadequate but for which programs can be developed to remedy. Performance appraisal can be used as a criterion against which selection and development programs are validated. Newly Hired employees who perform poorly can be identified through performance appraisal. Similarly, the effectiveness of training development programs can be determined by assessing how well those employees who have participated do on their performance appraisal. Performance appraisals also fulfil the purpose of providing feedback to employees on how the organisation views their performance. Furthermore performance appraisals are used as the basis for reward allocations. Decisions as to who gets merit pay increases and other rewards are frequently determined by performance appraisal. Purposes of Performance Appraisal: Organisations View Identify the successful less successful aspects of the employee needs organisational goals. Assist decision makers in allocating resources in planning for future. Assist managers in just frying expenditure accounting for those expenditures. Monitor employee activities to detect any change in activities or the quality of services. Serve as a benchmark, i.e. identifying best practice performance, using that performance as a goal, investigating the factors that led up to that performance, then trying to replicate that level of performance. Functions / Uses of Performance Appraisal Multiple uses of Performance Appraisal are: Development uses. Administrative uses/decision makings. Organizational maintenance/objectives. Documentation. Types of Performance Appraisal There are various types of performance appraisal which includes Alternation Ranking Method, Graphic Rating Scale, Management By Objectives (MBO) etc. (Dessler, 2005:315) These are explained below. Alternation Ranking Method It is the oldest simplest of formal systematic rating is to compare one person with all others for the purpose of placing them in a simple rank order of worth. In doing this, the appraiser considers person and performance as an entity; no attempt is made to systematically fractionize what being appraised into component elements. Graphic Rating Scale This method is widely used in merit rating is similar to the techniques in point-evaluation plan. This involves the supervisor to rate employee performance in terms of prescribed traits i.e. quality of work, quantity of work, initiative, dependability, knowledge of work etc. Each trait is defined various degrees of each are prescribed in some way. From traits degrees over-all rating can be obtained. Forced Distribution Choice Another attempt to counteract the tendency of raters to give average ratings or even sometimes to â€Å"twist† a report to bring about a desired result is the forced-choice technique. Here the rater is faced with groups of three of four statements, he must tick the one, which applies most nearly to the employee under assessment. These statements are so devised that it is impossible for the rater to know which will give the most favourable rating. Grading It is a further development to the guideline approach which attempts to provide a frame work of reference by defining a number of levels at which the characteristics is displayed asking Managers to select the definition which most closely describes the individual they are assessing. For example, in rating effective output the Manager in a typical grading scheme is asked to choose between: Outstanding Outstanding output of high quality work Satisfactory Satisfactory level of output effort Fair Completes less than the average amount of effective work Poor Low output poor worker. Critical Incident Method The critical incident method requires every Supervisor to adopt a practice of recording in a note-book of those significant incidents in each employees behaviour that indicate effective or poor behaviour. These are recorded in a specifically-designed notebook that contains characteristics under which the various behaviours can be recorded. Management by Objectives (MBO) Management by Objectives (MBO) is a critical process that often consists of four steps as a way to attain desired performance: Objective setting-joint determination by manager employee of appropriate levels of future performance for the employee, within the context of over-all unit goals resources. These objectives are often set for the next calendar year. Action planning-participative or even independent planning by the employee as to how to reach those objectives. Providing some autonomy to employees is invaluable; they are more likely to use their ingenuity, as well as feel more committed to the plans success. Periodic reviews-joint assessment of progress toward objectives by manager employee performed informally sometimes spontaneously. Annual evaluation-more formal assessment of success in achieving the employees annual objectives coupled with a renewal of the planning cycle. Some MBO systems also use performance appraisal to tie rewards for employees to the level of results attained. MBO had been taken likened to a modem form of scientific management. It is also subject to the same possible criticisms of too great an emphasis on individual job definition together with a management authority structure, the assumption of no conflict between individual organisation goals. MBO should not be applied simply as a pressure device by which management apply increasingly demanding targets which Staffs are expected to achieve. MBO draws attention to the objectives for individual members of the organisation as a whole. MBO is a potentially attractive system. It provides an opportunity for staff of accept greater responsibility to make a higher level or personal contribution. There is much to recommend it to both the organisation individual managers. 360 Degree Appraisal or Evaluation The latest approach to performance appraisal is the use of 360 Degree evaluations. It provides for performance feedback from the full circle of daily contacts that an employee might have, ranging from mailroom personnel to customers to bosses to peers. The number of appraisals can be as few as three or four evaluations or as many as 25; with most organisations collecting five to ten per employees. The appeal of 360-degree appraisals is to fit well into organisations that have introduced teams, employee involvement, and TQM programs. By relaying on feedback from co-workers, customers and subordinates, these organisations are hoping to give every one more accurate reading on employee performance. Appraising Performance: Problems and Solutions Few of the things a manager does which are more risky than appraising subordinates performance. Employees in general tend to be overly optimistic about what their ratings will be, and also know that their raises, career progress, and peace of mind may well hinge of how they are rated. This alone should make it somewhat difficult to rate performance; even more problematic. There are more numerous structural problems that can cause serious doubt on just how fare the whole process is. Some of the main appraisal problems and their solution are explained below. Dealing with the Five Main Rating Scale Appraisal Problems Five main problems can undermine appraisal tools such as graphic rating scales: unclear standards, halo effect, central tendency, leniency or strictness, and bias. Unclear Standards: The problem of unclear standards is illustrated. Although the graphic rating scale seems objective, it would probably result in unfair appraisals because the traits and degrees of merit are open to interpretation. For example, different supervisors would probably define ‘good performance, ‘fair performance, and so on differently. The same is true of traits such as ‘quality of work or ‘creativity. Halo Effect: The halo effect means that the rating of subordinate on one trait (such as ‘gets along with others) biases the way that person is rated on other traits (such as ‘quality of work). This problem often occurs with employees who are especially friendly (or unfriendly) towards the supervisor. For example, an unfriendly employee will often be rated unsatisfactory for all traits rather than just for the trait ‘gets along well with others. Being aware of this problem is a major step toward avoiding it. Supervisory training can also solve the problem. Central Tendency: Many supervisors have a central tendency when filling in rating scales. For example, if the rating scale ranges from 1 to 7, they tend to avoid the highs (6 to 7) and lows (1to 2) and rate most of their people between 3 and 5. In a graphic rating scale, this central tendency could mean that all employees are simply rated ‘average. Such a restriction can distort the evaluations, making them less useful for promotion, salary, or counselling purposes. Ranking the employees instead of using a graphic rating scale can avoid this central tendency problem because all employees must be ranked and thus cannot all be rated average. Leniency or Strictness: Some supervisors tend to rate all their subordinates consistently high (or low), just all some instructors are notoriously high graders and others are not. This strictness/leniency problem is especially serious with graphic rating scales since supervisors arent necessarily required to avoid giving all their employees high (or low) ratings. On the other hand, when the raters rank subordinates, they are forced to distinguish between high and low performances. Thus, strictness/leniency is not a problem with the ranking or forced distribution approach. In fact, if a graphic rating scale must be used, it may be a good idea to assume a distribution of performances-that, say, only about 10% of the people should be rated ‘excellent, 20% ‘good, and so forth. In other words, try to get a spread (unless, of course, the raters are sure all their people really do fall into just one or two categories). Bias: Individual differences among raters in terms of characteristics like age, race, and sex can affect their ratings, often quite apart from each rates actual performance. In one study, for instance, researchers found a systematic tendency to evaluate older rates (over 60 years of age) lower on ‘performance capacity and ‘potential for development then younger employees. The rates race and sex can also affect the persons rating. However, bias is not necessarily consistently against minorities or women, as it seems to be in the case of older workers. In one study, high performing females were often rated significantly higher than were high performing males. An interesting picture of how age can distort evaluations emerges from a study of registered nurses. When the nurses were 30-39 years old, they and their supervisors each rated the nurses performance virtually the same. In the 21-29 category, supervisors actually rated nurses higher than they rated themselves. However, for the 40-61 nurse age categories, the supervisors rated nurses performance lower than the nurses rated their own performance. The conclusion here may be that supervisors are tougher in appraising older subordinates. Specifically, they dont give them as much credit for their success, while attributing any low performance to their lack of ability. A related problem is described in the Diversity Counts feature. An employees previous performance can also affect the evaluation of h