Margaret Tudor Tudor Scottish Queen, Ancestor of Rulers

Margaret Tudor was the sister of King Henry VIII, daughter of Henry VII (first Tudor king), queen of James IV of Scotland, grandmother of Mary, Queen of Scots, grandmother also of Marys husband Henry Stewart, Lord Darnley, and great-grandmother of James VI of Scotland who became James I of England.   She lived from November 29, 1489 to October 18, 1541. Family of Origin Margaret Tudor was the older of two daughters of King Henry VII of England and of Elizabeth of York (who was the daughter of Edward IV and Elizabeth Woodville). Her brother was King Henry VIII of England. She was named for her maternal grandmother,  Margaret Beaufort,  whose persistent protection and promotion of her son, Henry Tudor, helped bring him to kingship as Henry VII. Marriage Into Scotland In August of 1503, Margaret Tudor married King James IV of Scotland, a move intended to repair relations between England and Scotland. The party escorting her to meet her husband stopped at Margaret Beauforts manor (mother of Henry VII), and Henry VII turned back to home while Margaret Tudor and her attendants continued on to Scotland.  Henry VII failed to provide an adequate dowry for his daughter, and England and Scotlands relationship did not improve as hoped.   She had six children with James; only the fourth child, James (April 10, 1512) lived to adulthood. James IV died in 1513 in battle against the English at Flodden.  Ã‚  Margaret Tudor became the regent for their infant son, now king as James V.    Her husbands will named her as regent while she was still a widow, not remarried.   Her regency was not popular: she was a daughter and sister of English kings, and a woman. She used considerable skill to avoid being replaced as regent by John Stewart, a male relative and in the line of succession. In 1514, she helped engineer a peace between England, France, and Scotland. That same year, just the year after her husbands death, Margaret Tudor married Archibald Douglas, earl of Angus, a supporter of England and one of Margarets allies in Scotland.   Despite her husbands will, she attempted to remain in power, taking her two surviving sons (Alexander, the youngest, was still alive at that time, as well as the older James). Another regent was appointed, and the Scottish Privy Council also asserted custody of the two children.   She traveled with permission within Scotland and took the occasion to go to England to take refuge there under her brothers protection. She gave birth there to a daughter, the Lady Margaret Douglas, who would later become mother of Henry Stuart, Lord Darnley. Margaret discovered that her husband had a lover.   Margaret Tudor rather quickly changed allegiances and supported the pro-French regent, John Stewart, the duke of Albany.   She returned to Scotland, and involved herself inn politics, organizing a coup that removed Albany, and brought James to power at the age of 12, though that was short-lived and Margaret and the duke of Angus struggled for power. Margaret won an annulment from Douglas, though they had already produced a  daughter.   Margaret Tudor  then married Henry Stewart (or Stuart) in 1528. He was later made Lord Methven shortly after James V took power, this time in his own right. Margaret Tudors marriage had been arranged to bring Scotland and England closer, and she seems to have continued her commitment to that goal. She attempted to arrange a meeting between her son James and her brother, Henry VIII, in 1534, but James accused her of betraying secrets and no longer trusted her. He refused her request for permission to divorce Methven. In 1538, Margaret was on hand to welcome her sons new wife, Marie de Guise, to Scotland. The two women formed a bond around defending the Roman Catholic faith from the rising Protestant power. Margaret Tudor died in 1541 at Methven Castle. She left her possessions to her daughter, Margaret Douglas, at her sons pleasure. Descendants of Margaret Tudor: Margaret Tudors granddaughter, Mary, Queen of Scots, daughter of James V, became Scotlands ruler. Her husband, Henry Stewart,  Lord Darnley, was also a grandson of Margaret Tudor -- his mother was Margaret Douglas who was Margarets daughter by her second husband, Archibald Douglas. Mary was eventually executed by her cousin, Queen Elizabeth I of England, who was Margaret Tudors niece. Mary and Darnleys son became King James VI of Scotland. Elizabeth named James her heir at his death and he became King James I of England.

Frederick Douglass Motif of Animals - 1045 Words

Michaela Barney Mr. Ried AP English 21 October 2011 Douglass: Motif of Animals In today’s society, almost all people are seen the same way, people have faults about them and have different traits, but all are considered human, men and woman are able to hold the same positions and jobs, and people of all races are able to live together in society. Frederick Douglass was born, and raised, a slave in the 1800s; life was very different, African Americans and white Americans were not seen as equals. As a young boy, Douglass was sent to Baltimore where he learned to read and write. By learning to read and write, Douglass knew the difference between slavery and freedom was literacy. After this crucial time in his life,†¦show more content†¦Douglass characterizes slave owners as fierce and wild animals such as tigers and snakes; he characterizes slaves as simple farm animals such as horses, cattle, and pigs (49). By comparing slaves and slave owners to these different types of animals, he contrasts their traits. Slave owners were seen as powerful , and beastly; while slaves were seen as powerless and very weak. Douglass not only describes slaves as animals, but he describes slave treatment as if they were animals to further describe the horrendous lives of slaves. Slaves were fed food in troughs (36). By choosing the word â€Å"trough†, Douglass emphasizes the poor treatment of slaves; slaves were not good enough to be fed from bowls or plates, they were no better than animals. Douglass also compares women on the plantations to breeding animals. Women were expected to reproduce in order to increase their masters’ wealth, not to create a family. Women and children were separated before the child was a year old so they would not form familial bonds with one another. When Douglass’ own mother died, he compared it to a stranger dying because he had no connection with her (18). Slaves were not only thought of animals, but also fostered as animals. Douglass describes Mr. Covey as a â€Å"nigger-breaker†, Douglass was broken in â€Å"body, soul, and spiri t† byShow MoreRelatedNarrative Of The Life Of Frederick Douglass Essay1132 Words   |  5 PagesMAJOR WORKS REVIEW GENERAL 1. Title – Narrative of the Life of Frederick Douglass 2. Author – Frederick Douglass 3. Date of Original Publication – 1845 4. Novel Type – Autobiography STRUCTURE 1. Point of View – First Person Point of View 2. Relationship to meaning: This point of view allows us to see how it was for Frederick Douglass from his own perspective. 3. Plot Structure a. Exposition – The story begins by Frederick Douglass being born in TalbotCounty, Maryland sometime around 1817 or 1818Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesand peace so consciously pursued through the establishment of international organizations and diplomatic exchanges. Despite these endeavors, the levels of domestic and international violence within human populations and the ravages visited upon animals and the natural world by humans vastly exceeded that of any previous era in history. In a century where human communities globally and individuals locally had the potential to be much more intensely connected by new communications technologies

About the Patients’ Vital Informations Free Essays

The male patients being dealt with in the case is a 35 year old male who is married. He has been reported to have been involved in drinking since he was 16 years of age. It could be noted that during those years, he developed a certain level of tolerance with the effect of alcohol upon his physical system. We will write a custom essay sample on About the Patients’ Vital Informations or any similar topic only for you Order Now Within those years of tolerance, alcohol became medicine-like source of his calmness. He claims in his narration of his experiences that he has normally been alcoholically dependent to the liquor that he drinks until his tolerance grew even weaker that he became much involved with drinking during parties. He admitted having to drink three rounds during parties then later on in the morning, he would still need to have another drink upon waking up to keep his sense back to normal for his job. At first, the seriousness of his tolerance towards the matter has not been recognized at once. However, although he denied telling the physicians with regards his passing out at times, several memory problems every now and then, having hepatitis illness, and also having a diminished sexual drive, it cannot be denied that as the years of tolerance prolonged, his ability to perform his responsibilities to his family and his wife as well as his responsibilities in the job accurately diminished as well. Although he continued denying the fact that there are already changes happening within his personal behavior, the symptoms became more and more obvious that it already affected his personal relationships and his reputation as an individual, most likely in terms of his professional life as he continues as an officer in an engineering company. It is undeniable that his personal adjustments needed to be given attention to. Hence, he attended a 28-day in-patient alcohol rehabilitation process and later on continued a three month AA therapy. He was also given a tranquilizer by a physician; however, because of fear of being depended in the medicine, he refused to take the prescription given to him. It could be noted through his narration of his past experiences and the progression that he particularly shows with regards his situation proves that he is quite in denial of the fact that he is already having a great tolerance with liquor intake. This effect upon his personal behavior could be noted to have detrimental effects with his personal dealings. This is the reason why it is very important that the said individual be given assistance through professional help. It may be true that he is indeed in denial, but through careful assistance, it is undeniable that the process could still be successful for both the therapist and the patient himself. How to cite About the Patients’ Vital Informations, Papers

Sustainable International Business Future -Myassignmenthelp.Com

Question: Discuss about the Sustainable International Business Future. Answer: Introduction: Organizations have been continuously expanding across the borders with the comprehensive marketplace becoming progressively more available for the small and large businesses similar, 2017 bringing in more prospects for working globally. Cross-cultural and multinational teams have been becoming a common factor where businesses are being able to benefit from gradually more diversified base of knowledge and other perceptive advancements to business issues (Muzychenko and Liesch 2015). However, along with the profits of expertise and insight, international organizations have been facing probable obstacles when it comes down to culture and global business. There are number of ways of defining culture, simply being described as certain common norms, which are accepted and shared by the society. However, in the context of the global business, one accepted and common professional norm from one country might be different from that of another (Bauer, Matzler and Wolf 2016). This paper would take into account the understanding and identification of the ways culture has been affecting global business in areas like communication, etiquette and organizational hierarchy that can help an individual in avoiding misunderstandings with contemporaries and clients on global basis and excel in the environment of globalized business. This paper would at length discuss about Global trade is now very established, so cultural differences should no longer be an issue in international business. Impact of Culture on Global Business: It would not be logical for a business in relying on the present loom of conducting business at a time when it is deciding on expanding at the international level. In a study of the international or global negotiations between the organizations, it has been maintained that successful negotiations not only need expertise in technology like the technique in communication, but also requires understanding the negotiations context that have been conducted in sheltering the profitable contracts. The cultural impact on the global organizations while expanding to newer regions with various customary cultures has been the subject of many research studies along with understanding the cultural differences. According to the Hofstede, culture can be defined as the communal agreement of the mind, which states that the member from one group is diverse from that of the others (Mazanec et al. 2015). His theory his mainly based on the value that can be placed upon six cultural dimensions. These are mainly power, collectivism, masculinity, indulgence, temporal orientation and uncertainty avoidance. Power distance can be defined as the level to which the less powerful associates of the organizations are expected to accept the fact that power is distributed unevenly. It does not gauge the power level in given culture but evaluates the way people feel it. In case of collectivism it is the level to which individuals are incorporated into various groups. Individualistic cultures signify attainment of personal goals whereas in the collective societies it is the well-being of the overall group. Masculinity takes in the allotment of emotional roles between the genders. This dimension takes in the level of significance a culture positions on stereotypical values of masculine as power, materialism along with feminine values like emphasizing on the values of human relationships. For indulgence it is about measuring the ability of the culture in satisfying the immediate requirements and desires of the members. Valuing of restraint means having strict social rules in which satisfaction driv ers are discouraged. Temporal orientation takes in the long term and short term orientation where short term orientation values the conventional methods and long term focuses on value rewards and being goal oriented (Beugelsdijk, Maseland and Hoorn 2015). Uncertainty avoidance takes in the tolerance of the society along with ambiguity. It measures the way society tackles with situations of unknown nature and unexpected events. As per the international business theory, global organizations have been trying in expanding to countries that presents with more similarities than the differences existing within two cultures so that the culture disparity is avoided (Chua, Roth and Lemoine 2015). It has generally been hard in making an absolute assumption that expansion of organizations into the territories with high level of cultural differences has an adverse effect on the performance. The knowledge of the organizational culture is important for the managers and should normally be measured in the feedback process, extrinsic and intrinsic rewards. For instance, US believe in strong relation between the pay level and job satisfaction, whereas in Japan the same fact has less effect (Efrat 2014). An American Manager, thus, would find it hard in motivating staffs through rewards and increments in Japan. Successful global companies understand the significance of culture that crops up from their marketing strategies that are culturally stranded of the targeted industries. A company having weaker understanding of the domestic culture of the target market can commend disastrous mistakes in improving on the marketing strategies through designing of the advertisements that might upset people for reasons containing unacceptable content. Companies that do not fully comprehend the culture of the targeted region, certain critical strategies of marketing fail to attract the attention of the customers right from the beginning. There have been many examples of the ethnically irreconcilable contents of marketing like use of an owl in an Indian advertisement is generally seen as positive luck content, while, animals wearing sunglasses and spectacles in advertisements intended for Thailand would not work well as they are generally thought to be lower life forms. Cultural Issues in International Business: Communication: Communication of effective nature is significant to the success of any sort of business venture, but is generally decisive when there is actual risk of ones message getting misplaced in translation development. Attitudes takes into account the way people behave and communicate along with interpreting the messages from certain other people. Perceptions of people can be manipulated by the differences existing within the values, priorities and advancement to the sort of the social organizations to where individuals belong. In many of the global companies, English is considered the primary language of business. However, the important fact is not the language one speaks, but the way the message is being conveyed. For example, Finns generally value succinctness and directness, whereas, the Indian professionals are more indirect and nuanced in their way of communicating at the organizational level (Brown 2014). Certain things like making direct eye contacts, dense handshakes or a kiss on th e cheek might be common work culture at certain countries, whereas, the same might be unusual or at times odious to a foreign client or colleague. For an individual, it is important to perform researches in advance of the professional connections with others of different culture. Navigating the factor of cross-cultural communication can be a challenge, it is important to advance the differences in culture with more openness, understanding and curiosity, comforting the others ((Efrat 2014). Societies differ significantly in their perception of the role of the manager. Much of this difference is aspect to the judgment of the one who would be taking the decisions and the peoples responsibility for certain specified tasks. Two issues in Cross Cultural Communication: Ambiguity: Cultures have been offering people with various thinking ways and construing the world. Same words can have different meaning to the people coming from different cultures, even at the time of speaking the same language. At the time when the language is dissimilar and communication is mainly through the process of translation, the probability for misunderstanding augments. Each culture has certain exclusive contexts and style of communicating. Ambiguity takes place in the communication development when individuals do not realize the cultural context of their own and that of the listener (Lee, Trimi and Kim 2013). For instance, an American manager was pleased with the performance of his Chinese team. Therefore, he decided on giving the team certain rewards and the motivational enhancement. The American manager promoted the top performers within the Chinese team to the post of Assistant Manager. However, to the surprise of the American manager, there was deterioration in the performance of the Manager in the next business quarter. Upon relevant discussion and individual research, it was found that the team generally performs well for the teams sake, but the members do not perform well when they are being put in situations where they work for the one individuals benefit (Samovar et al. 2015). It was big revelation on the part of the American manager as he apprehended the various values of culture. People from various cultures come together; they have a propensity in assuming certain things, not always aware of the difference in the style of communication and the cultural values, not taking the c ognizance of the system of values of other cultures. This generally leads to a situation where the listener generally loses out on the message part along with developing an inaccurate perspective about the information that is being delivered. Ethnocentrism: Ethnocentrism can be defined as the postulation where an individual considers his own cultural group to be more rational where he considers other cultures inferior. Ethnocentrism is often taken in as the unusual behavior that is complex to avoid in advance. When being confronted in a different culture, individuals tend to critic it with reference to their personal standards along with evaluating the new culture from the perspective of the host nation (Cavusgil and Knight 2015). The discerning listening and value decision factor, affecting severely the quality of communication, can also exemplify such a behavior. Workplace Etiquette: Various approaches to the professional communication can be stated as one of the immeasurable differences at the workplace norms globally. For example, the address formality is generally a bigger consideration while tackling with the colleagues and partners in business from diverse countries. Certain countries prefer surnames and titles whereas others accept the first name only. It generally varies across the organizations, with Asian countries like China and South Korea having the tendency to use formal Mr./Ms. Surname, whereas, Canadians and Americans use the first name only. The punctuality concept also differs between the cultures existing in a global business environment. Various ideas of the things that composes being on time, generally leads to cultural perceptions that are negative in nature. For instance, an American might turn up at a meeting a few minutes early, whereas an Italian or a Mexican individual might arrive several minutes late after the planned start time and still be measured on time. Along with the etiquette differences, comes the difference in attitude, mainly in things like altercation at workplace, rules and regulations and the unspecified working hours. Some determines the long hours of working as the sign of obligation and attainment, whereas, others might deem these extra hours to be exhibition of lack of competence or the reprioritization of the personal time (Morrell et al. 2013). Organizational Hierarchy: Organizational hierarchy along with the attitude towards the roles of the management can vary extensively between the cultures. The individuals working in the middle or junior level management positions at times are confident of speaking in meetings, questioning the decisions of the senior that happens bases on the cultural custom. Often this sort of attitudes led to a reflection of the societal values of the country or the level of the societal parity. For example, Japan conventionally values social hierarchy, comparative status and the respect for seniority; bringing the same to the organizational table. This hierarchy assists in defining roles and other responsibilities across the organization. This also takes into account that the senior management places command respect, expecting a certain formality level from the junior team members. However, the Scandinavian countries like Norway put much emphasis on the societal equality, having the propensity in having moderately flat organizational hierarchy (Koch et al. 2016). This can generally be seen as the informal communication, putting much emphasis on the factor of cooperation across the organization. At the time of defining roles in the global or cross-cultural teams having diversified outlook and anticipation of the organizational hierarchy, it is generally easy in seeing the reasons that make cultural differences an issue (Adler and Graham 2017). Models and Theories related to Global Trade: Over the years, there has been discussion over several theories and concepts that underpin the importance of global trade and the ways companies have been valuing international business and focusing on uniformity. Dealing with Cultural Differences in Global Business: In global business scenario, it is difficult for organizational managements in learning culture of their equivalents and tackles an individual as per their belief. However, there are certain ways through which cultural differences can be minimized in global business encounters. According to the determinants of competitive advantage in nations, any company striving for expansion globally should take into consideration the industry structure and rivalry existing in that particular country along with the government rules and regulations. Culture should not pose itself as a barrier for organizations that are planning global expansions. Companies do look out for certain benefits like cheap labor and tax exemption while trying to expand in foreign lands for increasing their revenue and profit margin. A lot of thought process and strategies goes into it in setting up of business in other countries. They try and invest in factors like technology and training for people of a certain country to get acquainted with the essential things that is required by a particular company for its operations in foreign land. Cultural differences sometimes pose a threat where organizations need to focus on advanced factors like researches, technology and human instead of only on basic factors like climate, demographics and natural resources (Adler and Graham 2017). As per Dunnings Eclectic Paradigm, a firm should take account of factors like ownership advantages (why), location (where) and internalization (how) advantages (Dunning 2015). It needs to address the why question for ownership, which takes in the firm detailed advantages, facilitating it for overcoming cost and other impediments factor of conducting operations in foreign land. The location factor takes in the where question, the firm needs to assess the location factor that would give it the maximum output through minimum investment. Land, labor and tax are certain factors that are looked after by companies in such matters. In case of internalization, it is mostly about how the company would be going abroad and the way it would be entering into the market. Companies should also consider the network model where organizations need to consider things like creating and maintaining relationships along with understanding their norms and cultures and the ways they do business (Mazanec et al. 2015). It is stated to be one of the database models that is being conceived in the flexible way of illustrating objects along with the relationships. Firms tend to make the best use of their network positions for extemalize the activities. Cultural Awareness: An increase in the inventory of cultural information, there is also an increase in the cross-cultural encounters. This would be assisting the business people in capturing the culture differences in quick fashion and acting accordingly. Adding to that would be the confidence of performing at an international level as cultural knowledge helps in offering customer service in more effective manner (Dabi?, Tipuri? and Podrug 2015). Knowing about other cultures provides an individual with competitive advantage in performing business across the borders. Developing a sense of cultural heterogeneity: Cultural heterogeneity can be defined as the belief in the factor of cultural pluralism. The primary building block of the cultural heterogeneity factor is that all people are not same, and that groups within the society do differ. A national culture might fluctuate based on the regional character, religious memberships and linguistic attachment. Hofstede in his explanation power distance in global context has generally grouped national cultures along with factors based on masculinity versus femininity, individualism versus collectivism and uncertainty avoidance dimensions (Pudelko, Tenzer and Harzing 2014). The bureaucratic and synergistic culture of the organizations presents a sense of heterogeneity that might be influential in maximizing the pros and minimization of the cons in the cross-cultural business encounters. Purpose and Task related focus: Once there has been an acknowledgement of the cultural diversity, business people would do well to focus on the purpose and the task of the business along with the subsidiary of the cultural differences. Averting of the ethnocentrism might be influential for subordinating the cultural divergences. Ethnocentric approach positions itself at the middle of judging others surrounding it. Apart from the factor of ethnocentrism, chauvinism might harm in the orientation of purpose and task in global operation as chauvinism imitate a negative outlook against certain other groups (Moran, Abramson and Moran 2014). Lack of ethnocentrism would result in an echelon playing field where everyone would be working in equal manner, for the purpose and task of the business. Create cultural synergy: Eastern cultures are quite different from the Western cultures. Despite of having these differences, both have been performing businesses successfully. The cultural synergy concept is one of the unique organizational concepts that determine the cultural assortment as a resource. Each culture has some uniqueness and in the perspective of multicultural, that uniqueness might end up yielding fresh solutions to the existing issues (Ferraro and Briody 2017). Several steps might be undertaken for using the better parts of other culture in solving the problems of business. Believing in win-win game: It is often being said that good businesses should enclose something for both the parties. Business people should generally stick to situations that are win-win in nature in negotiations taking place in global business. It is important in being empathic, trying to comprehend the expectation of the counterpart. It is indispensable in considering other aspects of the culture in negotiation, for instance, recognizing the decision maker, understanding the time concept and knowing time of doing the deals (Muzychenko and Liesch 2015). Conclusion: It can be concluded that as companies venture into regions having different culture it generally faces certain hurdles in the shape of various norms, beliefs and language. The organization needs to align itself with the culture that is prevailing for reaping the benefits of organizational expansion. The significance of understanding of culture as per the marketing strategies states the fact that marketing that are culturally irreconcilable can backfire and hamper the reputation of the organization in certain ways. The information flow is more significant for the fact that markets are becoming accessible and the organization having right products would want to reach as many consumers as they can. Reference: Adler, N.J. and Graham, J.L., 2017. Cross-cultural Interaction: The International Comparison Fallacy?. InLanguage in International Business(pp. 33-58). Springer International Publishing. Bauer, F., Matzler, K. and Wolf, S., 2016. MA and innovation: The role of integration and cultural differencesa central European targets perspective.International Business Review,25(1), pp.76-86. Beugelsdijk, S., Maseland, R. and Hoorn, A., 2015. Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis.Global Strategy Journal,5(3), pp.223-240. Brown, J.M., 2014. How Can Cultural Differences Affect Business Communication?.Small Business. Cavusgil, S.T. and Knight, G., 2015. The born global firm: An entrepreneurial and capabilities perspective on early and rapid internationalization.Journal of International Business Studies,46(1), pp.3-16. Chua, R.Y., Roth, Y. and Lemoine, J.F., 2015. The impact of culture on creativity: How cultural tightness and cultural distance affect global innovation crowdsourcing work.Administrative Science Quarterly,60(2), pp.189-227. Dabi?, M., Tipuri?, D. and Podrug, N., 2015. Cultural differences affecting decision-making style: A comparative study between four countries.Journal of Business Economics and Management,16(2), pp.275-289. de Gelder, B. and Veld, E.M.H.I.T., 2016. Cultural Differences in Emotional Expressions and Body Language. InThe Oxford Handbook of Cultural Neuroscience. Dunning, J.H., 2015. Reappraising the eclectic paradigm in an age of alliance capitalism. InThe Eclectic Paradigm(pp. 111-142). Palgrave Macmillan UK. Efrat, K., 2014. The direct and indirect impact of culture on innovation.Technovation,34(1), pp.12-20. Ferraro, G.P. and Briody, E.K., 2017.The cultural dimension of global business. Taylor Francis. Koch, P.T., Koch, B.J., Menon, T. and Shenkar, O., 2016. In cross-national teams, cultural differences can be an advantage.LSE Business Review. Lee, S.G., Trimi, S. and Kim, C., 2013. The impact of cultural differences on technology adoption.Journal of World Business,48(1), pp.20-29. Li, C., Brodbeck, F.C., Shenkar, O., Ponzi, L.J. and Fisch, J.H., 2017. Embracing the foreign: Cultural attractiveness and international strategy.Strategic Management Journal,38(4), pp.950-971. Mazanec, J.A., Crotts, J.C., Gursoy, D. and Lu, L., 2015. Homogeneity versus heterogeneity of cultural values: An item-response theoretical approach applying Hofstede's cultural dimensions in a single nation.Tourism Management,48, pp.299-304. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Morrell, D.L., Ravlin, E.C., Ramsey, J.R. and Ward, A.K., 2013. Past experience, cultural intelligence, and satisfaction with international business studies.Journal of Teaching in International Business,24(1), pp.31-43. Muzychenko, O. and Liesch, P.W., 2015. International opportunity identification in the internationalisation of the firm.Journal of World Business,50(4), pp.704-717. Pudelko, M., Tenzer, H. and Harzing, A.W., 2014. Cross-cultural management and language studies within international business research: past and present paradigms and suggestions for future research.Routledge companion to crosscultural management. London: Routledge. Samovar, L.A., Porter, R.E., McDaniel, E.R. and Roy, C.S., 2015.Communication between cultures. Nelson Education.

The Five Doctrinal Tenets Of Islam Essays - Islam, Muslim, Sunnah

The Five Doctrinal Tenets Of Islam Final Graded Copy Grade: 95 The Five Doctrinal Tenets of Islam: Supporting Pillars for the Faithful The Five Doctrinal Tenets of Islam: Supporting Pillars for the Faithful I. Introduction to Islam A. Numbers in Islam B. The Prophet Muhammad and the Hadith II. The Five Pillars of Islam A. The Statement of Faith (Shahadah) B. The Establishment of Prayers (Salah) C. The Giving of Alms (Zakah) D. Fasting (Sawm) E. Pilgrimage to Mecca (Hajj) III. The Effect of the Five Pillars on the Islamic Life The Five Doctrinal Tenets of Islam: Supporting Pillars for the Faithful Islam is, debatably, the fastest growing religion in the world today. At a level of 1.2 billion, they represent approximately 22% of the world's population. Moslems make up the second largest religion in the world, surpassed only to Christianity at 33%. This is according to the 1999 World Almanac and Book of Facts (724). What is Islam? Who is a Moslem? What do they believe? How does one become a Moslem? In 1964, Philip K. Hitti addressed the rapid emergence of Islam throughout the world in his writing History of the Arabs. In his book, he stated that ?every eighth person in our world today is a follower of Muhammad.? He continues to say ?The Moslem call to prayer rings out through most of the twenty-four hours of the day, encircling the large portion of the globe in its warm belt? (Hitti 3). Today, some thirty-six years later, Islam has become the place of comfort, peace, and faith for over one billion people. To have this type of growth there must be an underlying foundation to the movement. As any builder can attest, in order for a structure to maintain its integrity the support for that structure must be stabilized and strengthened. Within the holy writings of Islam the support and structure of the faithful is proclaimed. The concept of ?no deity except God? is always alive within the heart of a Moslem. They recognize that he alone is the Creator, the Provider and Sustainer, and the true Reality; the source of all things ? of all benefits and harm. This belief requires that He be worshipped and obeyed. In the Holy Koran, God has made obedience to the teachings of the Prophet Muhammad incumbent upon the all believers. The teachings of Prophet Muhammad are available today in the form of Hadith. Although Islamic faith and beliefs are vast, the establishing doctrine, i.e., foundation, for Islam remains to be the five pillars of faith. The first is a statement of faith, the subsequent four are major exercises of faith of which some are daily, some weekly, some monthly, some annually, and some are required as a minimum once in a lifetime. The Five Pillars of Islam These Five Pillars are the frameworks of a Muslim's life. At one time, when the Prophet Muhammad was asked to give a definition of Islam, he named the Five Pillars. In the Hadith, the collection of sayings of Muhammed, ?these exercises of faith are stated to serve man's spiritual purposes, satisfy his human needs, and to mark his whole life with a Divine touch? (Hadith Shih Bukhari, Volume 1, Book 2, Number 7). The writings comprising the Hadith, while regarded as an excellent guide to living, are not regarded as having the same status as the Holy Koran (Qur'an). The major duties, nevertheless, in the life of a Moslem are to fulfill these Five Pillars. They are: 1. The Statement of Faith (Shahadah) 2. The Establishment of Prayers (Salah) 3. The Giving of Alms (Zakah) 4. Fasting (Sawm), and 5. Pilgrimage to Mecca (Hajj). As distinct as the Ten Commandments are to members of the Christian and Judaic faiths, each of the Five Pillars are direct commands from Allah for his children. The first of these Pillars is: The Statement of Faith (Shahadah). Shahadah is the bearing of witness to Allah. This is a declaration of faith. In his declaration, a Muslim proclaims ?ASH-HADU ANLA ELAHA ILLA-ALLAH WA ASH-HADU ANNA MOHAMMADAN RASUL-ALLAH.? The English translation is ?I bear witness that there is no deity (none truly to be worshipped) but, Allah, and I bear witness that Muhammad is the messenger of Allah.? The Shahadah is repeated at least on a daily basis. Having acknowledged this within his heart,

Naturalism in Stephen Crane’s “A God in Wrath” Essay Essays

Naturalism in Stephen Crane’s â€Å"A God in Wrath† Essay Essays Naturalism in Stephen Crane’s â€Å"A God in Wrath† Essay Paper Naturalism in Stephen Crane’s â€Å"A God in Wrath† Essay Paper The 1880s to the 1940s Markss a period in American Literature known as Realism and Naturalism. This was the clip when most literary plants reflected the thoughts of pessimism and determinism. and where events and even God oppose human free will or stay apathetic to human desires. One writer and poet of this epoch was Stephen Crane. Crane published â€Å"A God in Wrath† in 1905 in a aggregation of verse forms called The Black Rider and Other Lines. The verse form. which is about a God tormenting a adult male. reflects the repeating subject of naturalism with cases of pessimism. determinism. and withdrawal. Naturalism in â€Å"A God in Wrath† Pessimism. Pessimism. or the apparent inevitableness of the happening of negative events. fills every line of the â€Å"A God in Wrath. † In the verse form. the really fact that a God is penalizing the adult male is possibly the greatest indicant of pessimism sing that no adult male can of all time be greater than a God. Therefore. no adult male can of all time get away a god’s wrath and so a adult male who is enduring from it will certainly endure till the terminal. Indeed nil can be more pessimistic than that. One peculiar line. â€Å"He cuffed him loudly† ( Crane ) . indicates that the adult male is bound and has no opportunity of flight of all time. Furthermore. one should take note that these turnups are put by a God and hence impossible to acquire rid of. Besides. the turnups are in the signifier of â€Å"thunderous blows that rang and rolled over the earth† ( Crane ) . This means that these are non merely simple bonds that merely necessitate a key to take but that they are every bit complicated as they are hard to detach. Possibly one more indicant of pessimism in the verse form is the presence of a crowd of people who are non shown to assist the adult male. or are portrayed as helpless animals that do nil but observe and add to the man’s hurt by stating â€Å"Ah. what a wicked adult male! † ( Crane ) . The adult male in â€Å"A God in Wrath† is already in deep agony when â€Å"All people came running† ( Crane ) . However. although he â€Å"screamed and struggled† ( Crane ) . the crowd. alternatively of assisting him. reprobate him more by naming him wicked. In existent life. one can see people who non merely ignore those who ask for their aid but even see them as immorality. Such is the image of the society that Crane may hold wanted to demo through the component of pessimism in the verse form. Determinism. Determinism in â€Å"A God in Wrath† centres around the thought that the adult male has no pick but to accept the wrath of God and finally his ain destiny. The whole verse form is a testament to the absence of free will every bit indicated in the man’s useless battle to get away. Man’s free will is figuratively strangled when the God â€Å"cuffed him loudly† ( Crane ) and that although he â€Å"screamed and struggled† ( Crane ) . which means that he wants to asseverate himself and his free will. no aid arrives and there is no flight. Possibly the man’s last opportunity of flight is the people who â€Å"came running† ( Crane ) . and possibly he smiles at the fact that all of them seem to come to his assistance. Unfortunately. it seems that he is predestined to endure and possibly even dice of his agony when he finds out subsequently on that the people who come running really do nil but say â€Å"Ah. what a wicked adult male! † ( Crane ) . Crane here shows that no sum of shrieks and battles from the adult male. or every adult male in general. can alter the class of nature. the will of a God. or man’s fate to endure. Detachment. The stone-cold objectiveness in Stephen Crane’s tone is felt in the verse form in his usage of such unidentified characters as a God. a adult male. and all people. The absence of a capital â€Å"g† in â€Å"god. † except possibly in the rubric. clearly indicates that this God is non needfully the Christian God but possibly any signifier of divinity considered to be a symbol of cruel and cold absolutism. It can even be faith itself which is shown here that makes adult male suffer. One can besides see that in the verse form. the adult male is nameless. which means that it can stand for any human being peculiarly those who seem to be sing a hopeless battle. Last. the phrase â€Å"all people† ( Crane ) may stand for everyone else in the universe of the adult male who suffers. Besides. the fact that all of them â€Å"came running† ( Crane ) tells us that they are united in their action. and that when they all together â€Å"cried. Ah. what a wicked adult male! † ( Crane ) . one can see that people in general are wicked and frequently show their ridicule and inhuman treatment in unison. On the whole. the component of withdrawal in Crane’s â€Å"A God in Wrath† tells us that the state of affairs portrayed in the verse form and its painful events are non sole to the characters in it but besides to every agony human being. Decision Stephen Crane’s â€Å"A God in Wrath† is a verse form that portrays the elements of the epoch of Literary Realism and Naturalism. which include pessimism. determinism and withdrawal. Pessimism is reflected by man’s apparently ageless battle with a God that is impossible to suppress and with people who are viciously apathetic to his agony. Determinism is present in the lines that show that his destiny seems inevitable and that no sum of battle and will to last may look plenty to liberate the adult male in the verse form from his agony. Finally. a sense of withdrawal is expressed by the fact that the characters in the verse form are nameless. Hence. this makes the peculiar literary work a mirror of what really goes on in the life of every human being who suffers and how much hurting he has to bear with the wrath of a barbarous God and the inactivity of his apathetic chap worlds. Crane. Stephen. 2010. â€Å"A God in Wrath. † Stephen Maria Crane. Poemhunter. com. May 24. 2010. lt ; hypertext transfer protocol: //www. poemhunter. com/poem/a-god-in-wrath-2/ gt ; Crane. Stephen. â€Å"A God in Wrath. † Withered Arm and Other Stories. Ed. George Bess. New Jersey: Viking Penguin. 1999. Print.

Introduction of the independant & independant variables Research Paper

Introduction of the independant & independant variables - Research Paper Example Findings revealed that there are large and significant race/ethnic and nativity differences in lung function, grip strength, and gait speed, and that childhood and current adult health and SES reduces race/ethnic differences in physical performance but does not eliminate them entirely (Haas, Krueger, & Rohlfsen, 2012). The systematic review of the data of 7,833 English consulters aged 50 years and above, and 6,846 Dutch consulters aged 18 years selected using cross-sectional health surveys assessed physical health status as it links to age. Findings revealed that of the 78 consulting morbidities, 43% was attributed to increasing age, 40% to morbidity severity and 17% to deprivation for English consulters; the figures were 21%, 42% and 31%, respectively for Dutch consulters (Kadam et al., 2009). The systematic analysis of data from the 2003 National Survey of Children’s Health of 102,353 telephone surveys of parents of children aged 0 to 17 years assessed the effects of multipl e social risks on children’s health. Findings revealed that the percentage of children in poorer health increased with the number of social risk factors across and more than half of children had >2 risk factors, and 24% had >4 (Larson et al., 2008). The quantitative questionnaire-based survey administered to 8,206 individuals aged 50 and above through non-probability sampling assessed the health status, quality of life, and well-being of older people in rural Tanzania. Findings revealed that among people aged 50 and over, having good quality of life and health status was significantly associated with being male, married and not being among the oldest old, and that increase in age increased the difficulty in performing routine activities, particularly in women (odds ratio 1.31; P >.001, 95% CI 1.15-1.50) (Mwanyangala et al, 2010). The cohort study of 2,631

World-system on the hierarchy of China and Hong Kong Essay

World-system on the hierarchy of China and Hong Kong - Essay Example First, a theoretical framework for the concept of the world system has been constructed using current literature. Second, the political and economic history of China and HK has been examined. Finally, the development of China and HK since the 1980s will be compared. World-systems theory is a set of nested and overlapping interaction networks which focuses on understanding the development of multicultural territory labour division across core and periphery regions (Chase-duun, 1993, 1995; Wallerstein 1974, 2000). Wallerstein (1974) defines the world-system as a multicultural territorial division of labour, and defines two types: core and periphery. These are defined by the nature of their industries: core regions are characterized by capital-intensive, well-developed tertiary industries and periphery regions by labour-intensive primary and secondary industries. The specific claims of world-system theory can be separated into system structure and system dynamics. System structure defines the characteristics and relationships of the system components, with reference to core, periphery and semi-peripheral regions1. System dynamics concerns the processes of the upward or downward mobility within the structure (Shannon, 1996). When Mao Zedong established the People's Republic of China in 1949, the government's priority was the forcible redistribution of property (Kenneth, 1992). Marrin (1993) and other critics describe the first few decades after the creation of the Republic as being full of chaos, famine and class struggles. The Korean War induced the United States and United Nations to enforce a series of embargo punishments on China. Furthermore, the Soviet Union withdrew loans and technicians in 1960 due to a downturn in their relationship. The Great Leap Forward and the Cultural Revolution (1958-1976) not only paralyzed internal production and economic activities, but also separated China from the world-system economy (Marrin, 1993). Because China rigidly controlled international investments and trade, Hong Kong became the only port where China could buy foreign currency and items that were not obtainable locally (Miners, 1991). Hong Kong (pre-1980s) Hong Kong became a British colony at the end of the Opium War in 1842. Although its governor was appointed by Britain, colonial government did not promote any ideology to enhance its political legitimacy. Hong Kong has often been described as a free society (So & Kwitko, 1990). Colonial government adopted a "positive non-intervention" policy towards the economy while maintaining a competitive business environment to attract foreign investment, and pursued export-led industrialization in the early 1950s (Haddon-Cave, 1995). After China's political upheaval in1949, an influx of over sixty thousand refugees to HK (Hambro, 1955) brought substantial capital and labour resources, which were used to set up manufacturing factories. The embargoes imposed on Chinese trade in the 1950s helped subsidize the HK economy, with HK acting as a buffer zone between western countries and the Chinese market.

The use standardized testing in the areas of cognitive ability, Essay

The use standardized testing in the areas of cognitive ability, aptitude, measure of standards-based achievement - Essay Example ed to improve students test scores have little or no effect on their cognitive abilities and aptitude to reason and logically solve abstract issues or problems. However, standardized testing permits students from different schools to compete fairly. In absence of standardized testing in schools, this comparison would not be probable (Carr, 2002). When students are allowed to take similar or common tests, it implies that students in one district or State can be compared with students in another district or State. Being in a position to compare information is valuable and is the main reason why the common core State standards have been implemented. In turn, this would permit for a more detailed and accurate comparison of students in different States. Secondly, standardized testing is more objective and reliable measure of the achievement of students. In absence of standardized testing, policy makers would have to base on tests done by students in individual schools that have certain interests in generating favorable results. Thirdly, standardized testing are very significant in that standardized tests are non-discriminatory and inclusive since they ensure that content learned is similar to all students. Using other tests or excusing disable children would not be fair to those students as this would create an unequal system without accountability (Smith, 2008). Lastly, standardized testing holds schools and teachers accountable in the sense that schools and teachers are responsible teaching pupils what they need to know and understand for standardized tests. This is due to the fact that scores are made public and schools and teachers who fail to perform can come under tight scrutiny. This scrutiny can make a teacher lose his or h er job and in some instances, it can lead to the closure of the school or being taken by the State (Carr, 2002). On the other hand, standardized testing has negative impact on students in that it evaluates the performance of a student on a

Post Fordism System

Post Fordism System Post Fordism is an industrial model that replace Fordism model in 1970. It is a production model which is closely associated with socioeconomic system used in most industrialized countries. Unlike Fordism which was used by Henry Fords plant where workers worked in a production line with each person performing specialized task in a repetitive manner, Post-Fordism is characterized by the use of new information technology with the coming of the globalize financial market. From this model, I have learned that production should be tailored to the needs of the customers and should be driven by market demand. This means that labor has to be managed according to the production process utilizing the current technology in the market. I have also learned that the production process should be more aimed at the consumers and their demands. Flexible organization is an approach which believes that production should not be aimed at the mass but it should be flexible enough in order to target a certain group of consumers. Firms no longer need to invest so much of their money in creating production lines for mass production but they sound rather embrace the modern technology which requires them to use intelligent labor and machine systems in order to respond to the market needs quickly. One example of such flexible organization or flexible specialization is just-in-time manufacturing. This concept of just in time production embraces producing what the consumers want and when it is needed taking into consideration the quantity that is needed. This ensures that there is not overproduction of goods and there is minimal wastage of resources. Just in time production has been described as a pull system of production in which the actual order signals the real product to be manufacturers. This is a demand pull which enables an orga nization to produce only what the market requires and in the correct quantity and at the needed time. This is a concept to minimize the cost of house ware since the levels of raw material, component the labor and end product are kept to the minimum. It means only the needed labor will be kept in the organization. The concept also requires that use of horizontal chains of authority. This means that unlike in the earlier model where authority came from the top, post-Fordism ensures that authority in the management of labor in an organization flows in a horizontal manner. It gives more authority to the line managers to make decision without relying on the decision from the top management. One of the concepts that support horizontal chains of authority is the concept of decentralized decision making. This means that there is more decision making power that is delegated to the junior and middle staff in an organization. It helps line supervisors and manager and even the individual employees to make their own decision and not wait for decision to come from above. Decentralize to decision making allows the labor force to have more space to make their own decision concerning their work. (Womack 2003, p. 45) Having a creative labor is advantageous to the organization. It helps the organization to create a competitive advantage in the market. To manage creative labor, the concept of post-Fordism applies in that the labor force must be given space and time to be innovative. This will help them to make the decision that they have to make in their work which increases their production. Basic critiques on post-Fordism argue on its structuralism, functionalism and evolutionism. Structuralism view change in terms of tensions, contradictions and dysfunction of structures not as a result of voluntary action of social agents. Functionalism continue despite opening of alternatives and faced with structures actors must make a choice. It has also been cricticised on the idea of selecting a single central factor as the impetus for change. From the topic I have learned that labor should be managed in order to be in line with the production needs of the organization which is dictated by the needs for the market. From what I have from the concept of post-Fordism it will help me in my future management practice since I have knowledge of labor management following the characteristics of post-Fordism. This will help me to manage labor specialization and feminism in the work place. It will help me manage labor to match the production needs of the customers. â€Å"Enron the smartest guys in the room† The above phrases come from a movie that was screened describing the collapse of the collapse of Enron Corporation. This resulted in criminal trails involving several top executive of the company. The film describes how the Enron trades were involved in the California Electricity crisis. This film gives an insight into the corporate cultures and the inherent problem that comes with its. It describes some mechanism which motivate a vast immoral and profit oriented corporate culture. It describes how the organization misused the employees in a bid to make higher profits. It also tried to describe how an individual can take an order before they question the reason why they are taking the order. It is a general review of how companies use immoral means to make high profits Form the case, we can relate the idea of organization complexity in how and organization is made of different people and of diverse characters. The film illustrated how Enron was made up of different people of different character and in the whole portrayed a picture of the complexity of the organization both in the making and in its operation. From the above I learned how the organization functions as a complex entry that needs a clear leadership in order to harmonize all the characteristics to function as one. The complexity in the operation of the organization comes out in the strategy that the company uses to hike price only to return electricity later in order to make more profit. However this movie has been crictsized on the ground that while it gave so much on what can happen on peoples lives which were ruined by Enron, it did not give them a real human face. It also illustrates the concept of how an organization functions as a system. In this film, the management creates an unhealthy competition that crates animosity on the workers. They start engaging in an unhealthy competition in a bid to outperform the other. This is because employees doing worst in an area were to be fired. The concept of organization as system means that the organization functions together as a system made of different interdependence parts. This means the management and the workers must work together to achieve the goals of the organization. But in this case the management uses the workers in order to make more profit. From this I have learned that the management should create a cordial working condition with the employees rather than creating competition between them. From this example we can see how the organization uses a fraud means in order to make more profit. Enron shifts power in order to create power shortage and raise price and later bring back power in order to reap the high profits. This happens in the full view of the managers. I have learnt that as a manager I am given the sole responsibility of deciding for the organization and I should use my power to prevent an organization from committing such fraud. I have learned that it is fraudulent to use the employees in ode rot make higher profit rather than protecting them. Once the Manager in the Enron knew that it was collapsing they started selling their shares and encourages the employees to retain theirs. In the movie there is the milligram experiment that is performed in order to understand how a worker can take order from a person without questioning such an order. A person is given an order to raise the voltage and push the button until he stops pushing the button on a moral ground. This showed a factor of leadership. This experiment was meant to show that there is a high probability that the one who is given an order to carry out questions it. From this I have learned that as a manager I should provide real leadership to those under me and not just issue order. Every one has the right to question why they have been told to carry out that order. In the future I will be able to provide real leaderships to the workers and explain to them the orders that I issue and at the same time allow them to enquire about the orders. Production chains and coff ee industry: â€Å"Black Gold† â€Å"Black Gold† was a documentary that was made as a film depicting the struggle African farmers in Ethiopians undergoes despite producing one of the most important primary commodity in the world. This film was made to illustrate how the western consumers fails to get in reality with the plight of those African farmers who toil day in day out to produce coffee for them. It also features the World Trade Organization which was just an illustration of how production chains exploit the farmers in Ethiopia who are faced with famine. This documentary showed how the complexity of the production chain continues to hamper the prosperity of business. It gives an idea of how reducing the production chain can benefit the primary producer like the farmer in Ethiopian Highland. However the documentary has been crictsized on the ground that while it highlighted the plight of the Ethiopian Coffee farmers, it did not give any solution on what can be done to improve the distribution chain. One of the most important highlight of this documentary is the need to reduce production chains. It shows how the chain from producer, middlemen exporter, importer, roaster, retailers and consumers pushes the price of the end product and at the same time reduces the price of the primary producer. Although we can accept the idea of chain production, a lengthy chain leads to exploitation. From this documentary I have learned that the longer the production chain, the higher the operation cost and the higher the price of the end product. Hence in my future management, I will be striving to shorten the production chain in order to make effectful use of the labor and reduce the production cost. This documentary also brings an important aspect of business ethics. Business ethics is an integral part of any business operation. It is the moral values that form the backbone of operation of any business. Business code of ethics is an important tool that should guide any strategy that is taken by management. In this documentary, it was clearly evident how the middlemen continue to exploit the Ethiopian farmer and how the western consumer rushes to give food aid to the Ethiopian farmer who is faced with hunger without taking into consideration how much they take from that farmer. I have learnt that as a manager we should conduct our business following a code of ethics. This is important since it helps us to operate with a clean conscious. It is also important since it avoids the exploitation of the consumer. In my future management work, I will strive to ensure that I keep to the business code of ethics. I will try to position the operation of the company with the need of other peo ple in regard to the needs of the consumers and the need of the employees. I will strive towards implementing strategies for the company which reduces chances of exploitation. The paradox that comes from the movie is that while the farmers are exploited, they are not aware of what they produce. They toil in their fields but they are not aware of the value to their products. They are not aware of the price their products fetch in the market. At the same time the western consumers are not aware of what the Ethiopian farmers goes through in the field as they struggle to produce sweet for them. I have learnt that informing the consumers of what we are producing is very important since they become aware of the source of that product. It is important to inform the consumers about the product right from the starting of the production chain up to when it reached them. In this regard as a manager I will ensure that all products from the company bears clear information on the label and carry out advertisement to inform the consumers on the product. It is important for them to realize that what they are consuming and where it has come from. References CKD, 2008, Director FAQ, Black Gold, Retrieved from http://www.blackgoldmovie.com/faq.phpon 12th march 2008 Dempsey, J Campbell, R 1999, A Value Chain Approach to Coffer Production, Available at, http://www.acdivoca.org/852571DC00681414/Lookup/WRSpring06-Page5-7-ValueChainCoffee/$file/WRSpring06-Page5-7-ValueChainCoffee.pdf. George, B 2004, Fordism, Social Analysis, Vol. 48, Issue 3, P. 2-5 Gloria, C 1999, Managing Fraud and Integrity Risk, Arthur Anderson Howard, R 2004, Business Ethics: Company with a conscious, Myers Templeton, Denver Independent Lens, 2008, Enron: The Smartest Guy in the Room, Retrieved from, http://www.pbs.org/independentlens/enron/ on 12th March 2008 Jacobsen, I 2000, Creating a Flexible Organization, The Innovator Leader, Vol. 9, Issue, 1, p. 6-9 Kiechel, W 1995, Managing Innovators, Kiechel Research Tutor 2U, 2008, Just in time Production, Retrieved from http://tutor2u.net/business/production/just-in-time.html on 12th March 2008 Varghees, J 2000, Centre for leadership and management, Griffith University, p. 1 Womack, J 2003, Lean Thinking, Harper Business Yolles, M 2004, Organization Complexity and management, MCB Publishers

Honda Cars :: essays research papers fc

Racial Riots in America   Ã‚  Ã‚  Ã‚  Ã‚  Over the past century, beginning before World War I, many incidents have occurred involving white mob assaults against entire black communities. In most of the cases these white mobs attacked the black neighborhoods, beating and killing the residents in many numbers. They also set fire and destroyed the blacks property. This was the result of the white society trying to maintain their superiority over the black communities, keeping them as the minority. These brutal confrontations are mostly referred to as race riots. Out of the many and many of these race riots that have been committed over the years, I have chosen a few to talk about in my paper.   Ã‚  Ã‚  Ã‚  Ã‚  In September of 1906, in Atlanta, Georgia, months of fury had broken out of race hatred. The newspapers had begun to treat black crime, mostly rape and assault, in an inflammatory manner. It had been reported that twelve white females had been raped in on week. The impression was given that it was black males who had been doing this. That began the riot. Mobs of whites murdered blacks, also destroying and looting their homes and places of work. This came with little help from the local authorities. The blacks attempted to resist the whites, but were too outnumbered. Some blacks armed themselves in self-defense, but were arrested. After the rioting went on for four days, two whites and ten blacks were dead with hundreds injured, and over a thousand had left the city. In 1917, in East St. Louis, many white working men felt that blacks were threatening their political and social status. After workers of a labor union at an aluminum plant went on strike in April of 1917, the plant hired blacks to do the work. When a militia, of both white and black, destroyed the strike the whites blamed the blacks for the defeat of the strike. A rioted was started, when whites began to burn and demolish black’s buildings. Many blacks were also beaten, and the only thing that the police did was to take the injured to the hospital. On July 1, a few whites in a Ford car drove down streets in a major Negro part of town. They shoot into many homes and buildings. After this the blacks armed themselves, so when the police came to investigate, who also were driving in a Ford, the blacks fired upon them, killing two police men.

Black People in Usa Essay

I have chosen this course because in my opinion Afro-American People’s history is very interesting. It reveals both how cruel human beings can be and how a discriminated â€Å"population† can all the same produce wonderful things. I. The discrimination that Black People have suffered and continue suffering in the USA. 1 °/ In the Past A.The Slavery. I don’t think one can discuss the suffering of this population without talking about Slavery. This abomination has lasted several centuries and has consisted of kidnapping innocent African and bringing them in a far country. They were deprived of their names, languages, religion, cultures †¦ As a result; one may say that they weren’t considered as human beings. They have had to do a hard work in the cotton fields, and their living conditions got closer to animals way of life. Actually, there were even some men who were called and used as reproductive. For the women, rapes weren’t punished. B.The Segregation After the Slavery was abolished, Black People even if they were free, have faced an other terrible discrimination: the Segregation. It took place in the Southern States, where the Black community was very important. Perhaps, it came from a fear of White people. It was written in the Law and as a consequence for instance Black people haven’t the right to sit or eat in the same places than White people. In the Northern States, even if it wasn’t written in the law there was a tacit rule. 2 °/ Nowadays A.Not really equal in front of Law Actually, it is said that a Black men has seven more chance to condemn to death penalty than a White men. So even today they are prejudiced. Moreover, the media reveals regularly some police atrocities against Black people. So even today, the law is double faced and it’s better to be White if one has any problem with the justice. B.Not the same Education Black pupils are concerned by the discrimination too. They are often sent to school in very poor areas. Thus, they don’t benefit from the same education’s level than the White pupils. Their chance to access to a good university is seriously reduced. There, it’s again a piece of evidence of discrimination. Until today, there is no significant action from the USA government to solve this problem, this unfair phenomenon. II. Some good things emerged from a catastrophic history 1 °/ A culture A. Music Today, nobody can deny the influence of Black community on the music. Several famous kinds of music as Rap, Jazz, R’n’B for instance are the direct product of this community. It all begins with the work songs by the Slave, the Negro Spiritual and the Gospel by the victims of segregation. Their music is spread all over the world and paradoxically without the terrible history which is behind I don’t think they would have done such wonderful music. It entails a artistic creativity in this community. B.Fashion Afro-American people also contributed to the fashion. In fact, in Harlem particularly in the nineties, the people’s clothes have been taken as model by some garment firms. Nowadays, one can notice that the Rappers’ or R’n’B singers’ way of being dressed is imitated all over the world. A huge part of them are developing their own clothes’ lines; 2 °/ Last but not least: the Individuals A. Rosa Parks In the sixties this courageous woman contrasted against the Segregation. In a bus, she has refused to leave her place to a White man. This act which can be perceived as common today is the origin of a huge movement’s success. She has showed the way to several Black-American and emphasized an injustice. B.Martin Luther King Jr. He was a Reverend who has leaded the Civil Right’s Movement in the sixties and died, murdered, in 1968. He started to have a great success after the bus story. He has supported Mrs. Rosa Parks. He also has fought against the discrimination without any violence. He has defended the equality between Black and White People and inspired people who were discriminated against all over the world. His most famous speech named â€Å"I have a dream† is known by everyone within it he advocated the brotherhood. Even after his death, some people remained animated by his struggle. As a conclusion, I think that the terrible history of the USA entails some very good things but the price for benefiting from them has been very important.   The question is how and when the USA’s authorities will admit that they have to do something. We know that the Affirmative Action measure hasn’t really been efficient so which measures can be enforced to help Black-American people. In my opinion, compelling firms to hire Black people is not a good idea and the better is to educate younger generations by teaching them to be more tolerant.

Employee Motivation Essay Sample

Employee Motivation Essay Sample Employee Motivation Essay Example Employee Motivation Essay Example Every business is expected to yield profit. However, raising profits can only be possible if the managers and workers perform their duties with their best efforts towards achieving a common goal. A workplace where the employers and employees are dedicated to their work and meet their deadlines without being supervised can score better proceeds. In the competitive business world, each organization yearns to succeed and improve the quality of its services and raise performance levels. Employee motivation is what makes an employee willing to improve personal performance and effectiveness, resulting in the provision of the high-quality outcome at the workplace (Berrin Bauler 182). It is divided into intrinsic motivation (internal factors), such as a feeling of enjoyment brought by the work, and extrinsic motivation (external factors), such as rewards. This paper will research on employee motivation types, factors affecting it, its importance, and techniques applied in motivating employe es. Types of Employee Motivation Intrinsic motivation is a feeling that comes from within a person. It is self-driven and comes from the inner feeling of an individual rather than being imposed by someone or being triggered by a particular reward (Kovach 59). When a worker feels motivated by the work, it is referred to as intrinsic motivation. It is the job itself that motivates a person, especially when it is enjoyable and includes an understanding of the reasonable goals. One can be intrinsically motivated by the work environment. For example, if the environment is favorable, an employee is more likely to feel at peace with the work thus driving him/her to work even more. On the contrary, if the environment is unfriendly, the employee is more likely to be discouraged to work. In fact, he/she will not like the idea of going to work. Intrinsic motivation may be generated through job satisfaction. Most employees feel gratified with their job when they are permitted to have control and liberation and to contribute to innovations on their job. Intrinsic inspiration can also be prompted by an environment that emboldens the exploration and learning. Intrinsic motivational factors can be accomplished by job design that encompasses job simplification, job rotation, job enlargement, and job enrichment. Extrinsic motivation is a type of motivation that is affected by the external factors to self-motivate an employee (Kovach 62). These factors usually drive an employee to reach a particular goal either willingly or unwillingly. They originate from the management, and the employees can either react to them positively or negatively. Thus, employers should use external motivators that generate a positive response from the workers. The examples of these factors are punishments and rewards system. When a punishment is set for not achieving a particular target, employees tend to do their best to hit the target. Likewise, when a reward is given to those workers who meet an objective, they will be motivated to work harder to reach the target and get the award. However, in some cases, a punishment produces a negative result; for example, some employees may cheat in their results when they are given a precise target to achieve, making the organization calculate its performance rate on false in formation. This information will include data that supports the improvement but no financial proceeds to support it. Employee motivation is important because it facilitates the sustainability of the business organization by enhancing its improvement. Without motivation, whether intrinsic or extrinsic, it will be challenging for a business to succeed and prosper in the future. Thus, a key to the development of any company is motivation. People cannot be forced to work well but rather be motivated to perform better than before. Employee Motivation Techniques The following are techniques used to create and increase motivation of employees: fashioning a positive work environment, celebrating achievements made by employees, offering job security, providing incentives, training, surveys on employees, and promotions to best performers, and, lastly, sharing profits with the workers. A positive work environment motivates the employees because they feel free, comfortable and welcomed at the workplace. Promoting teamwork and sharing of ideas between employers and employees result in enhanced job performance (Berrin Bauler 223). Bonding is necessary at the workplace because employees will learn to work together to achieve a common goal and promote healthy competition among workers. A manager should be a good mediator when a conflict arises at the workplace and eradicate conflicts as soon as they arise. As much as teamwork creates a positive work environment, employees should be reminded to work independently to perform their assigned task. Recognizing and celebrating achievements made by the workers motivate them to perform better than before (Berrin Bauler 228). Naturally, people like to be recognized for their achievements; the same regards a workplace setting. Awarding workers with the certificates of accomplishment, vacation days, and employee of the month or year titles, giving trophies and gift vouchers are ways of recognizing and celebrating the efforts of the employees. When an employee is honored and known for an excellent work done, he/she will be motivated to do their best. However, if his/her achievements are not recognized, they will be discouraged because their efforts have not been celebrated. There is no need to make a success if you are not going to be known for it. Setting goals to be achieved by the end of a specified time gives an employee a reason to strive to attain a particular target (Berrin Bauler 237). Professional goals encourage competition between workers thus motivating them to reach a particular objective. However, the goals should be reasonable that is an employee can achieve that. When goals are not set, it is difficult for employees to know what is expected of them; thus, they will feel relaxed at their job. On the contrary, when a goal is set, they are made aware of what is expected of them. Setting specific goals and time limits will motivate the employees. Incentives boost employee motivation because when an incentive is put in place, it lures the employees to work harder and smarter (Berrin Bauler 255). Those include cash prizes, gift cards, parking spot and office space. Employees are more likely to be motivated if their efforts are rewarded. Conducting surveys to get feedbacks on how employees feel about the management if they face any problems will provide possible solutions to the problems. This technique can determine if there is a barrier in the workplace and allows the managers to solve the problem. If there are no barriers in the workplace, employees will be motivated to work because there is a peaceful co-existence (Berrin Bauler 228). A survey can be facilitated with questionnaires. These questionnaires should be filled by employees anonymously for the protection of their identification and making them feel free to share their feelings and ideas. A promotion granted on performance motivates employees to perform better. When an employee sees a reward or promotion for good job performance, they will be motivated to work their best. When one worker sees his/her co-worker being promoted because of performing well in his/her duties, he/she will be motivated to do the same to get a promotion (Berrin Bauler 250). Promotions come with a monetary increase in the salary, bigger office and better rank in the office. Acquiring a status through the promotion motivates the promoted employee to work at his/her best not wanting junior workers to think that their senior employee cannot handle the assigned new tasks. It also encourages other employees to copy the behavior of the promoted employee to achieve the same success. The managers should motivate their employees by encouraging them to get more knowledge by sending them to seminars and workshops. This technique enables the employees to acquire new knowledge that helps them advance in their job. Training is very important because it ensures that employees are knowledgeable about new technology or any new way of performing a job. New work is made easier after undergoing a well-constructed training; the training also works as a refresher course for the profession (Berrin Bauler 262). Providing job security also motivates the workers to work better. A worker who is at a company that offers job security is calmer, relaxed and has trust in the business, unlike an employee who is working in an organization with no job security. An employee has faith in an organization where job security has been offered hence will do what is expected of him/her by the employers (Kovach 64). Unlike an employee who has no job security, whose managers may dismiss him/her any time they wish too, he/she will always be anxious and tensed because of being unsure at which point the employment will be terminated whether he/she works at his best or not. Sharing of the company’s profits is also another way of motivating the employees (Berrin Bauler 259). When the profits of a corporation are reflected in the employees salary, it will make him/her want to get more profit for the company to earn more. The more profits they make, the more money they get. That is salary plus profits made by the company. Financial gains mostly motivate employees. When they release an input, they expect an output to them by the management. Theories of Employee Motivation These theories support the techniques of motivating the employees and are divided into process and content theories. Motivation content theories concentrate on the exact thing that motivates an employee (for example, Maslows Hierarchy of Needs, McClelland’s Achievement Motivation, Herzbergs Two Factor Theory, and Alderfers Modified Need Hierarchy) while process theories look at how behavior is instigated and sustained; they include Vroom Expectancy Theory and Adams Equity Theory. Herzberg’s Theory is also referred to as Hygiene Theory. It is a two-factor approach that states that two different factors influence satisfaction and dissatisfaction (Herzberg, Mausner, Snyderman 288). Herzberg ’names the factors that influence dissatisfaction as dissatisfiers (maintenance and hygiene factors) while factors that influence satisfaction are called satisfiers or motivators. Dissatisfiers include working conditions, policies, job security, and status while satisfiers include recognition of achievements, responsibilities, and growth. Dissatisfiers do not have the same impact on job satisfaction but rather influence job dissatisfaction. These factors will not motivate an employee, but their absence in a workplace will influence job dissatisfaction (Berrin Bauler 188). To motivate workers effectively, the management should work on providing good hygiene factors that ensure the staff’s job satisfaction thus motivation. Maslow’s Hierarchy Theory of Needs arranges the interdependent needs of a human being from the basic need to the highest level of requirements (Berrin Bauler 184). The author concludes that once a person has satisfied the lower level of need, the next level of requirements motivates him/her to work harder to attain it. The most fundamental needs are physiological, for example, shelter, food, air, and clothing (Maslow 372). They are the key needs to sustain life, and when they are not met, it affects a person physically. Once a person can sustain his/her life, he/she can be motivated to achieve the next step; but if he /she cannot afford these basic needs, it will be difficult to move to the next level. Employees should be able to afford these necessary basic needs with their salaries to be motivated to get to the next level. Safety needs are the next level, where employees feel a sense of having security, feeling peaceful and orderly at the workplace (Maslow 380). Social need s comprise of friendship, a sense of belonging to a certain group, love and acceptance in a certain environment. Employees usually want to fit in a particular group at a workplace or feel accepted and loved by the others. To satisfy these needs, they tend to work harder to reach a target that will allow them to be identified and accepted by others. A person will strive to reach that rank. Esteem needs generate motivations only when the lower needs are satisfied. They include self-esteem, freedom, and self-confidence. When an employee satisfies these needs, he/she feels capable, in power and worthy to be in that place. However, if the needs are not met, an employee will lack esteem and will feel inferior to the others. What is more, he/she might not be able to tend even to the duties. The highest need is self-actualization that includes creativeness, self-realization, and self-fulfillment (Berrin Bauler 185). When an employee realizes his/her potential, he/she feels the satisfaction of oneself. This process serves as a continuous motivational fact because when an individual completes one need another need arises. Alderfer’s Modified Hierarchy of Needs is a modified Maslow’s Hierarchy Theory (Berrin Bauler 187). Alderfer agrees with Maslow that human needs can be arranged in levels but instead of categorizing them in five, he reduces them to three levels of existence, growth and relatedness. According to Alderfer, two levels can be achieved at the same time. It is not necessary to move from one stage to another (Berrin Bauler 187). A person can attain the highest level of need without fulfilling the lower needs. Thus, in these two propositions, he is not in agreement with Maslow’s theory. When an employee satisfies growth needs, he/she will have the desire to meet relatedness needs. The fewer existence needs are met, the more desire a person will feel to fulfill them. In McGregor X-Y Theory, X stands for autocratic management while Y is participative management. X theory assumes that external motivation is achieved through punishment or threat while Y theory believes that an employee is internally motivated with a good environment. X Theory assumes that people dislike work and, therefore, have to be pressured to contribute to a companys goals. Y implies that although punishment can motivate a worker to work, it is not the only way because employees are self-motivated. Employees can get motivation from within themselves because of good environmental factors surrounding them at a workplace. According to McClelland’s Need-Based Motivation Theory, human beings have three needs: achievement, power, and affiliation (Berrin Bauler 190). In his research, McClelland found out that businessmen have a desire for achievement motivation. According to him, motivation achievement can be taught through training by teaching an employee to act in terms of achieving a motive (Berrin Bauler 190). Locke’s Goal Theory illustrates how setting specific goals to induce high performance and setting more challenging goal increase performance efforts. Through employees’ participation in making goals, they will set higher goals and be motivated to achieve even more to gain superior performance. Workers will set reasonable and attainable goals since they are the ones expected to reach the objective unlike when employers set unreasonable goals. In this theory, for a goal to be achieved, there has to be an effort to achieve it. When the goals set are unreasonable, there will be no motivation to attain them. Thus, it is important to involve the staff in setting the goals. Skinner’s motivation through positive reinforcement suggests that stimuli trigger behavior. Thus, in a business set up, any factor that results in behavior change is a motivational change (Berrin Bauler 205). The change can either be positive or negative. Skinner advises managers to use positive reinforcers such as promotion and salary increment to promote motivation in the workplace. Managers should also solve problems in the workplace to create a peaceful environment that will motivate employees. The staff can only be motivated if there is a positive reinforcer. Vroom’s Model Theory asserts that effort leads to performance and performance leads to either positive or negative rewards. Positive rewards motivate employees while negative rewards do not motivate them. Employees’ work effort is based on what they are expecting to gain at the end of it thus the expectancy theory (Berrin Bauler 203). Ensuring the staff expects a pay rise and promotion will motivate them to work harder on achieving the set goals. When there are no reward expectations, a minimum effort will be put since there is no potential gain at the end of it. No one wants to work for free unless it is charity. Work is believed to have some payment after its completion; thus, an extra work of achieving a goal should have an extra bonus to the salary. If the management considers bonuses, its staff is more likely to be motivated. Adam’s Equity Theory illustrates how employees seek fair treatment at the workplace in cases of rewards and the rate of their efforts (Berrin Bauler 195). Employees base their judgments on comparing themselves with people around them or with persons of the same profession. They will feel undermined if they realize that they are contributing more than the other employees and are not being rewarded the same way. The level of motivation is based on the percentage of fairness that has been found out by the employees. When employees believe they are treated equally, they will be motivated; but when they believe there is unfairness; they will be discouraged. Unfairness can cause the staff to be hostile, disruptive and silent. This paper has critically explained the concept of employee motivation and the various advocated theories used to motivate employees towards helping the organization to accomplish its goals. Theories of employee motivation suggest that there are many variables influencing how employees perceive their work and are motivated to achieve a high level of performance. Concepts of fairness, hierarchy, motivational effects and external motivational factors all give tools to help to analyze motivational influences and come up with strategies to increase levels of motivation at a workplace. Although most theories seem to conflict, they do shed light on those areas of motivation. Motivation is a vital area in the study of organizations and management, and it cannot be ignored even with the presence of many unanswered questions and conflicting theories. Employees are the most important resource in an organization and, for this reason, they should be treated well and should always be motivated. Well-motivated employees are always ready to work hard towards achieving the set goals of the organization. Employees individually and collectively contribute to the attainment of the set goals for sustainable competitive advantage. It can be achieved through various ways including providing safe working conditions for employees, rewarding the employees well according to the work they do, and providing training programs to sharpen the employees’ skills.

Take These 6 Steps to Become a Travel Nurse -The JobNetwork

Take These 6 Steps to Become a Travel Nurse -The JobNetwork If you love the idea of supplying patients with quality medical assistance but aren’t crazy about working in the same environment every day, then you may want to consider becoming a travel nurse. Travel nurses work at temporary jobs in locations all over the country, usually for periods of a dozen weeks or so. Since being a travel nurse comes with its own particular set of challenges, you may need some extra direction when pursuing this particular career. Here are some tips that should help you achieve your goal of becoming a travel nurse.1. Become a registered nurse.To become a travel nurse, you must first become a nurse. That means you have to graduate high school or get your GED, complete an accredited nursing program at the college level, and pass the National Council Licensure Examination (NCLEX). Some hospitals might also require a Bachelor of Science in Nursing (BSN), and if its relevant to your area of specialization, Basic Life Support (BLS) or Advanced Cardiac Life S upport (ACLS) certification. Before becoming a travel nurse, you also need a minimum of one year of specialized nursing experience. For travel nurses, those specializations include ER, PEDS, TELE, and Home Health. If ICU or OB is your area of specialization, you may need more than one year of experience.2. Consider your goals.In what kind of environment do you want to work? To where do you want to travel? You should consider such goals to pin down your ideal position since all travel-nursing agencies are different. You must also think the salary and benefits you expect to earn. Since moving around is involved in your work, such benefits as housing, travel stipends, and rental cars might be considerations along with more standard benefits such as medical and 401k packages. Make a list of your ideals so you know what to look for when viewing job listings and deciding where to apply.4. Compare agencies to find the one for you.Travel nurses get jobs through agencies, and all agencies ar e different. If you have specific goals, you will want to find an agency most in line with your particular ones. Consider these agency’s online ratings as well. A great online tool is BluePipes, which is like LinkedIn for healthcare professionals. If you know trustworthy travel nurses, perhaps they can refer you to a quality agency.5. Prepare your paperwork.There’s quite a bit of paperwork involved in securing a travel nurse position. An application, skills checklist, and clinical references will be included in your submission profile. Your nursing agency will provide you with these documents and expect you to complete them. However, if you use BluePipes to prepare your submission profile, you may not have to fill out a new one every time you visit a new agency. Also be sure to have all required licenses and certifications, as well as recently obtained medical records, in order.6. Establish a tax home.In order to qualify as a travel nurse with tax-free stipends, you wi ll have to establish and maintain a â€Å"tax home.† In order to qualify, you must work far enough away to have to stay overnight in a place other than your residence when working. You must fill out a form to qualify for tax-free stipends. The good news is that even if you fail to qualify for tax-free stipends, you can still work as a travel nurse.

Immigrants from Columbia Essay Example | Topics and Well Written Essays - 250 words

Immigrants from Columbia - Essay Example Men usually shake hands with direct eye contact and use of appropriate greeting of the day is very vital. Women often do not shake hands but rather grasps forearms. The official language in Colombia is Spanish and it’s spoken widely and the rest are American Indian languages. Religious wise, Colombians are Roman Catholics and such personal issues as marriage and family life have been highly influenced by the same. Thus my approach in trying to work with this family would be to first approach the elders of the family (in this case the grandparents) and strike a friendship with the them since they are the most revered and will obviously have the final say. I would engage them with the language that they understand best and then try to deduce claims of abuse. If the claims are true, then I will follow the right way to have the children registered in the appropraite way so as they can benefit from the Department of Children and Family, of course with the full support of their mother and

Why do women belong in combat Research Paper Example | Topics and Well Written Essays - 1500 words

Why do women belong in combat - Research Paper Example These positions were accepted because the women were safe of capture. The Soviet Union in large scale used women near/in the front lines as the medical staff and political officers. Sniper female units were also set and also combat fighter planes. In the Soviet Union and Yugoslavia, a few women were used in combat roles, in resistance movements. After 1945, all the women combat roles were ended in all armies and their experiences got forgotten (Campbell, 301-323). While the Australian government plans to open up women combat jobs in 2016, New Zealand offers no restriction on the women roles in their defense force. They can serve in infantry, artillery, armor and a special air service. Norway is the first known country to permit women to serve on its submarines. (This was in 1985). In fact, the first female commander of a Norwegian submarine was Kret Solveig in 1995. In Sweden, women can serve in any if not all positions in the military since 1989. Today, about 5.5 percent of the officers are women. In WWI and WWII( first and the second World War), women served in many roles e.g. the Army Nurse Corps as well as the Womens Army Corps. They carried out different tasks such as clerical work, photo analysis, mechanical work and sheet metal working. The qualification of enlisting became the same for men as well as women in 1979 in the US. However, in 1994, the Department Of Defense(DOD) officially banned American women from serving in combat but th is ban would only last for nine years. On January 24th, 2003, Leon Panetta (secretary of defense) removed the ban. It is clear that women cannot physically compete with men. With rare exceptions, many women are unable to lift heavy stuff/weights, scale barriers or to pull themselves along a rope that has been suspended above a safety net. If women and men are sought according to sex and tested by making two mile runs, the result will suggest that the average woman took 18 minutes while the