Pride and Prejudice Essays (453 words) - Mr. Darcy, Romance Novels

In fact, Pride and Prejudice was originally entitled First Impressions. However, the novel is not only about first impressions. Although we can find the first impressions about the characters through the first few chapters, this book shows us the effects of those impressions on the individual characters--prejudices of the characters. The story almost evenly describes the defects of Fitzwilliam Darcy who show "pride" at the beginning of the novel; he speaks carelessly and insultingly to Elizabeth Bennet, and George Wickham who deceives others on purpose and conceals his truthless character. Elizabeth misunderstood both of them at first because of her prejudice. At first I have assumed that the title of this novel alludes clearly to Darcy's "pride" and Elizabeth's "prejudice." I also thought that the novel tells how Darcy and Elizabath overcome their pride and prejudice. However, I realize that this over simplifies the author's purpose. We can certainly see that Elizabeth has "pride" as much as Darcy has. She is proud of her intelligence, comprehension and independence. Actually, Darcy's pride disappears quite a bit early in this novel. By chapter 6, he is starting to change his attitudes towards her. He is humbling himself to be close to her. This shows Darcy's change: "But no sooner had he made it to clear to himself and his friends that she had hardly a good feature in her face, than he began to find it was rendered uncommonly intelligent by the beautiful expression of her dark eye" (16 page) "He began to wish to know more of her, and as a step towards conversing with her himself, attended to her conversation with others." From this point, Darcy's prejudice against Elizabeth begins to fade while her prejudice towards him still remains because he refused to dance with her at the ball. Her prejudice spreads throughout the book, and that prejudice is an outcome of her wounded pride. The main subject of this novel is courtship and marriage. Jane Austen, the author of Pride and Prejudice, shows and indirectly criticizes the 18th century England's rural society and the pride of high class through several people's marriages who are in different social position. Although the novel talks about the marriage and courtship, it's main focus is on pride and prejudice that complicates marriage and courtship. This difficulty is apparant in Darcy and Elizabeth's relationship. Elizabeth refuses to take Darcy's hand in marriage at first because she still has her prejudice towards Darcy. The happy ending of this novel suits the novel because it stresses the point that pride and prejudice can be overcome. Hence, nothing in Austin's novel is pointless or distracting from the main theme--pride and prejudice

Total Quality Management for Operatiing Manager Essays

Total Quality Management for Operatiing Manager Essays Total Quality Management for Operatiing Manager Essay Total Quality Management for Operatiing Manager Essay TQM stresses a commitment by management to have a continuing company wide drive toward excellence in all aspects of product and service† I agree this statement. Because quality decisions influence each of the 10 decisions made by operations managers. Each of those 10 decisions deals with some aspect of identifying and meeting customer expectations. Meeting those expectations requires an emphasis on TQM if a firm is to complete as a leader in world markets. Seven concepts are used for an effective TQM Program.There are 1. Continuous improvement 2. Six Sigma 3. employee empowerment 4. Benchmarking 5. Just in time (JIT) 6. Taguchi concepts and 7. Knowledge of TQM tools. Continuous improvement Total quality management requires a never-ending process of continuous improvement that covers people, equipment, suppliers, materials and procedures. A continuous improvement model is plan, do, check and act. And operations manager is a key player in building a work c ulture that endorses continuous improvement.Six Sigma is a program designed to reduce defects to help lower cost, save time and improve customer satisfaction. It is a strategy because it focuses on total customer satisfaction. It is a discipline because it follows the formal Six Sigma improvement model known as DMAIC. Which are Defines, Measures, Analyzes, Improves and Control. And also it is set of seven tools. Successful six sigma projects are clearly related to the strategic direction of a company.It is a management directed, Team based and expert-led approach. Employee empowerment is enlarging employee jobs so that the added responsibility and authority is moved to the lower level possible in the organization. Bench marking involves selecting a demonstrated standard of performance that represents the very best performance for a process or activity. JIT system is designed to produce or deliver goods just as they are needed. JIT is related to quality in three ways, there are 1. cu t the cost of quality 2.Improve quality and 3. Better quality means less inventory and a better easier to employ JIT system. Taguchi concept aims for the target because product produced near the upper and lower acceptable specifications results in higher quality loss function. Knowledge of TQM Tools, everyone in the organization must be trained in the techniques of TQM. 7 Tools of TQM are Cheek sheets, Scatter diagrams, Cause and effect diagrams, Pareto charts, flow charts, Histograms and Statistical process control.

Cultural analysis of Inda Research Paper Example | Topics and Well Written Essays - 750 words

Cultural analysis of Inda - Research Paper Example It climate varies from the temperate in north to tropical monsoon in south. Its topography includes the â€Å"upland plain in the south, flat and rolling plain along the Ganges, Himalayas in north and deserts in west† (Vohra, 2001). Extended families in India are experiencing challenges due to modernization and a high cost of living that encourages individuals to keep small families. Others believe that rights of an individual should supersede family matters. As result, people live in small nuclear families. However, extended families are found in rural India where people still uphold their traditions. They consist of father, mother, children, grand parents, uncles, aunts, niece, nephew and other family members (Khasgiwala, 1993). Parents’ roles include advising the young ones on various matters like religion and education. They also ensure their children access services like education, health, recreational and better financial security. They also act as teachers and disciplinarian at home. Lastly, parents are viewed as political advocates of their children. They usually advocate for a good aboard that would safeguard the future of their children (Khasgiwala, 1993). Parents organize majority of marriages in India. The dowry was initially viewed as a gift to the parents for taking care of the partner (Nagaswami, 2002). However, dowry is currently a tool to enhance family social lives. However, modern Indians look for their own partners, court them and eventually marry them. Males and female complement one another in the Indian society. Traditionally, women were supposed to bear children and educate them about cultural practices. They were also supposed to maintain their families and homes. Men were the sole bread breadwinners and providers of the family. However, these roles are changing because employed Indian women are able to provide for their families just like their male counterparts (Singh, 2008). It is crucial to note that more than 62.8% of

Assignment2 person2 Assignment Example | Topics and Well Written Essays - 2000 words

Assignment2 person2 - Assignment Example The above agencies are assisted by the Association des Hoteliers et Restaurateurs de li’lle Maurice, which is a non profitable organization established in 1973 to represent and sponsor the interests of hoteliers and restaurant owners (International Travel and Tourism, 2012). Various natural attractions form the pride of Mauritius tourist business. They vary from man-made features, beaches, interesting fauna and flora, to the culture of the indigenous people. The sub – tropical climate is also exceptionally fine for holiday seekers. Five star beach resorts and hotels that offer top class accommodation services to visitors facilitate these attractions. The hotels and resorts are renowned for being among the best in the world in reliability (Reid & Bojanic 2006, p. 209 Mauritius has taken approximately 30 years to develop from a low-income country to a medium income country. The country started with an economy that heavily relied on agriculture but currently, the economy r elies on several strong sectors. The economy was dependent on agricultural products such as sugar and textile products. A decline in the world sugar market and the dwindling textile industry prompted the government to explore other avenues including the expansion of the tourism industry. ... Statistics from the International Travel and Tourism organization (2012) indicate that Mauritius received 18,000 visitors in the year 1970. The figure has then risen to 103,000 in the year 1977 and subsequently to an approximate figure of 656,450 visitors in the year 2000. Most of the tourists visiting Mauritius come from European countries. However due to the economic downturn experienced in 2011 especially in Europe, the government was forced to act by searching for alternative markets. Statistics from the International Travel and Tourism (2012) also indicated that Mauritius received 964,642 tourists in the year 2011 that was low compared to 965,642 visitors in the year 2012. In the year 2012, the market was slightly improving. The first course of action that the government took in 2011 was to provide direct fights to Africa and Asia. The two regions boosted the country at a time when travelers from the other regions were adversely affected by the global economic crisis. The Maurit ius government has been busy developing new strategies to compete in the tourism market. This includes the recent action plan dubbed the â€Å"opening of the sky†, which is aimed at improving the local tourism industry. The strategy puts emphasis on the development of new markets. To get new markets, the government will have to forge relationships with new countries and market their products in the new countries i.e. new countries represent potential markets. The authorities will also have to seek new client profiles (Mehta, Rosenbloom & Anderson 2000, p. 77). Future of Tourism in Mauritius The government has also put emphasis on the construction of new facilities such as hotels to accommodate the increasing

Statistics - P-Values versus Critical Values Essay

Statistics - P-Values versus Critical Values - Essay Example However, if the calculated value is less than the critical value, the null hypothesis is accepted and the alternative hypothesis is rejected. The advantage of this method is that it helps define the rejection region in terms of the sample mean and therefore if the same experiment is repeated many times in the field, one can draw the conclusion of the hypothesis test right then without having to make any other calculations (Statistics Glossary, para 22). The disadvantage of this method is that one is stuck with a fixed level for the test. The probability value or p-value method is a measure of how likely the sample results are, assuming the null hypothesis is true. Small p-values suggest that the null hypothesis is unlikely to be true. The smaller the p-value, the more convincing is the rejection of the null hypothesis. The advantage of this method is that, by reporting the p-value one allows the reader to decide if the result is significant or not (Statistics Glossary, para 26). For e.g., one might think that the 5% level of significance is good while the reader may prefer 2% level of significance. Therefore, the p-value allows the reader to draw their own conclusions. The disadvantage of this method is that one can’t make quick conclusions based on just the sample values as can be done in the critical value method.

The Barriers for Women in Career Advancement

The Barriers for Women in Career Advancement Chapter 2 LITERATURE REVIEW This sections presents a review of literature pertinent to this study including a history of mentoring, the barriers for women in career advancement, the relationship between mentoring and career advancement, mentoring in healthcare administration, and the advantages and disadvantages of formal and informal mentoring. History of Mentoring Mentoring is rooted in Greek mythology and arose as a concept in a story where Athena, the goddess of wisdom, assumed a male form and called herself Mentor. Athena acted as a surrogate parent to Telemachus when the boys father, Odysseus, fought in the Trojan War. Athena provided guidance and instruction to the boy as the latter assumed the leadership of the household and groomed him to be Ithacas future ruler (Butler, 1944). Hence, the concept of mentoring has been shaped by the notion of a relationship where a more experienced adult guides a youthful individual (Kram, 1985). More specifically, Kram (1985) describes mentoring as â€Å"a relationship between a younger adult and an older, more experienced adult [who] helps the younger individual learn to navigate the adult world and the world of work† (p. 2). Lacey (2001) states that the term â€Å"mentor† has since evolved to represent either a counselor, teacher, or friend and the mentoring relationship now connotes a p artnership where the primary purpose is the exchange of information and knowledge distinct to a given industry or organization. Other authors refer to mentoring relationships as â€Å"sponsor, patron, and godfather† relationships (Rowe, 1978, as cited in Kram, 1985). A literature review on mentoring across various disciplines by Hayes (2001) produced the definition of mentoring â€Å"as a process of building trust between two people, one is experienced and the other is a newcomer† (p. 29). Carmin (1988) provides a comprehensive definition of mentoring: Mentoring is a complex, interactive process, occurring between individuals of differing levels of experience and expertise that incorporates interpersonal or psychosocial development, career, and/or educational development, and socialization functions into the relationship. This one-to-one relationship is itself developmental and proceeds through a series of stages which help to determine both the conditions affecting the outcomes of the process. (p. 10) Mentoring as a field of study started with the 1978 research of Levinson et al. on adult mens career development experiences (as cited in Kram, 1985). Levinson and his colleagues concluded that the mentoring relationship was a pivotal experience in a young adults life because aside from receiving knowledge from mentors, the experience also shapes a persons self-esteem and professional identity. Kram (1995) identifies two broad types of mentor functions: career-related support and psychosocial support. Career-related support refers to the support mechanisms provided by the mentor that boosts the mentees career advancement within the organization. Component functions associated with career-related mentoring include â€Å"sponsorship, exposure and visibility, coaching, protection, and challenging assignments† (p. 86). Due to the mentors influence and high status, experience, and leadership position in the organization, the mentee receives the best hands-on training and gets assistance on learning more about the organization itself and its inner workings, receives exposure to the mentors social networks, and acquires promotions. In this regard, the mentor sees him or herself in the mentees shoes and want to groom a future executive in his or her fashion. Allen Eby (2002) view that mentors and mentee alike benefit from the mentoring relationship and that mentors are fuel ed by the desire to ensure the success of the next generation of leaders. Kram (1985) theorized the mentors can provide five specific career development functions (as cited in Ragins Cotton, 1999): Sponsoring promotions and lateral moves (sponsorship); Coaching the protà ©gà © (coaching); Protecting the protà ©gà © from adverse forces (protection); Providing challenging assignments (challenging assignments); and Increasing the protà ©gà ©s exposure and visibility (exposure). (p. 530) The second mentoring function is psychosocial in nature. The psychosocial function of mentoring addresses â€Å"those aspects of a relationship that enhance an individuals sense of competence, identity, and effectiveness in a professional role† (Kram, 1985, p. 32). Krams mentor role theory (1985) suggests that there are four components of psychosocial support that mentors can provide to mentees (as cited in Ragins Cotton, 1999): Helping the protà ©gà © develop a sense of professional self (acceptance and confirmation); Providing problem-solving and a sounding board (counseling); Giving respect and support (friendship); and Providing identification and role modeling. (p. 530) Where career support is dependent upon the mentors power and influence within the organization, psychosocial support focus on the emotional bond and the interpersonal relationship underlying the mentoring relationship. Career support aims at advancing the protà ©gà ©s career while psychosocial support is geared at improving the protà ©gà ©s personal development. Barriers for Women in Career Advancement Compared to several decades past, women have made leaps in terms of advancing toward senior executive positions formerly monopolized by men. However, career advancement opportunities for women still lag considerably compared to the men. Tharenou (1999) estimates that although women in developing countries make up almost half of the entire workforce, only 5 percent of them are situated in top executive positions. A worrisome fact is that while there seems to be equal opportunities for men and women in entry-level positions, the road toward the more senior levels are unfortunately blocked for women. While is undeniable that the greater workforce composition of women is one of the most positive social changes in the twenty-first century, struggle for equal opportunity persist as women are still excluded from the top positions in the organizational hierarchy. This phenomenon has been referred to as the â€Å"glass ceiling,† a term originally used in 1986 by a Wall Street journalist to connote the status of women in the corporate world. The term was coined as a description of the complex barriers that block womens opportunities to break through the top levels in the organization. This â€Å"glass ceiling† is especially evident when one looks at rarity of female senior executives in organizations of virtually all disciplines. The concept of the glass ceiling was recognized and accepted as a public term when the 1992 Federal Glass Ceiling Commission concluded that there were indeed several barriers that hindered women and other minority groups to achieve their full potential within the career ladder. The same study confirmed that â€Å"gendered† structural and organizational barriers prevented women from attaining the most senior level positions in several companies. Moreover, it lamented on the so-called â€Å"hegemonic masculinity† that is pervasive in the organizational culture in corporate America (Woody Weiss, 1994). Many studies have reported on the various barriers that women encounter during professional advancement. A report by womens group Catalyst (1994) listed the most common barriers identified by mid-level managers that prevent them from advancing further into the top-level positions. These barriers include (as cited in Arnold Shinew, 1997): stereotyping and preconcepts about suitability for leadership positions; exclusion from informal networks of communication; absence of effective management training for female employees; failure to hold upper level managers accountable for developing and advancing women; inadequate appraisal and compensation systems, leading to inequities in salaries; inflexibility in defining work schedules; and absence of programs that enable employees to balance work/non-work responsibilities. (pp. 42-43) The work of researchers Henderson and Bialeschki (1995) has been influential in comprehensive studies that aim to identify the different barriers that women face in their pursuit of upward career mobility. They conducted a nationwide survey among women practitioners in the recreation and leisure industry. The researchers grouped the different barriers into three broad categories: individual, organizational, and home/family. By examining career patterns, family situations, career satisfaction, and equity in the workplace issues, they found that stereotyping and gender-based discrimination remains the greatest barrier for women that prevent them from advancing to the top tier of the corporate ladder. More than half of them also reported being sexually harassed. Other identified barriers include the lack of training, lack of mentors, and womens exclusion from â€Å"male-only† networks. Another study by Frisby and Brown (1991) surveyed 30 women mid-level managers belonging to leisure-oriented organizations in order to examine their career experiences as they struggled their way to the top. Consistent with previous findings, women in middle management reported that the most common barriers they encountered from advancing in their careers include career interruptions due to pregnancy or family issues, the lack of role models or mentors, the lack of support from senior executive to promote women, exclusion, gender stereotyping, personal factors, and exclusion from male-dominated social networks. Frisby (1992) did a follow-up study to examine in a more comprehensive manner the factors that hinder the career development of women in leisure organizations. Using a descriptive-quantitative design, Frisby grouped the various barriers reported by women managers that have influenced their career direction and mobility. There were legislative factors such as gender discrimination, pay equity, and laws on sexual harassment; organizational factors such as patriarchy, exclusion from networks, flexible work options, difficulty in dealing with male-dominated organizational culture, lack of training and mentoring opportunity; and individual factors such as gender, education, and geographical mobility; and lastly, family factors that include lack of support from spouse and difficulty balancing work-family responsibilities. Due to the complex and varied nature of identified barriers for women, studies by Henderson Bialeschki (1995) and by Woody Weiss (1994) have grouped these barriers into three categories: a) Individual factors; b) Organizational/Structural factors; and c) Family or Home-related factors. Individual factors as barriers Individual traits and skills are often attributed for laggard career advancement among females. Individual factors such as age, educational attainment, skills, experience, proficiency, or ability are related to advancement. There remains gender stereotypes on what men can do that women cannot that justifies greater upward mobility for males. Some express that women lack the necessary attributes such as assertiveness, motivation, or networking skills to advance in careers (Vecchio 2002). The simple fact of â€Å"being female† thus becomes a potent barrier for career advancement among women. For instance, there is a double standard when it comes to appreciating leadership in females. Morrison, Greene and Tischler (1985) opine that when women display competence in leadership, they are viewed negatively while men who visibly lead are appreciated. Similarly, succession in vacated executive positions is usually based on the gender of the previous occupant of the position or the job. Since most senior executive positions are dominated by males, women are immediately excluded from consideration. Moreover, females are placed in â€Å"traditionally-female† positions such as staffing and human resources and cannot be promoted to higher positions that are â€Å"traditionally-male† in nature. Age can also be a barrier as individuals who are deemed â€Å"too young† or â€Å"too old† may not be deemed suitable for senior executive positions. Organizational factors as barriers Most research studies conclude that the biggest barriers to career advancement among women are beyond their personal control. The Glass Ceiling Commission indicts organizational and structural barriers as the most predominant barrier toward womens upward climb in the career ladder (Woody Weiss, 1994). Bergmann (1986) opined that organizational structures specifically job assignments are designed to prevent women from ascending to the top. Job assignments are considered to be the primary route for career advancement. Organizational structures â€Å"steer away† womens potential for upward mobility by confining them to work roles that are considered to be â€Å"womens occupations.† Bergmann cites a study by Forbes that the quickest way to the top of corporations is placement in functional areas or crucial job assignments that lead to the accomplishment of critical organizational tasks (p. 88). Klenke (1996) suggests that women face an exclusion policy that prevents them from penetrating the â€Å"old boys† network. Access to such networks is considered a significant step to gaining upward mobility in organizations. One can access information and learn more about the organization not possible in regular communication channels. Another barrier cited by women is the lack of mentoring opportunities from male superiors. For instance, Dreher and Cox (1996) found that females find it difficult to gain informal mentors who are male. If they do find a male mentor, they also face challenges in the course of the mentoring relationships especially in relation to its nature and possibility of misinterpretation. Some female managers even report being subjected to sexual harassment. Cooper Jackson (2001) contends that the scarcity of women role models is another perceived barrier toward advancement. Organizational leadership is predominantly patterned after the male form of leadership. Since acquiring senior executive positions are blocked, developing women role models that would inspire and motivate women and neutralize male-dominate culture in the organization becomes challenging. Moreover, because women lack opportunities for role modeling or mentoring relationships, they often fail to plan their career and build effective networking strategies. The reality of stereotyping has been found to affect womens career advancement deeply. Because of gender stereotyping, women feel isolated and discouraged because they perceive themselves unable to blend well or fit in with the patriarchal culture of senior executive leadership. Sometimes, this perception leads them to believe that have to change considerably in order to suit the male-dominated culture of the top hierarchy. Davidson and Cooper (1986) report that gender stereotyping in the organization leads to higher stress levels among women than men. This is because gender stereotyping often pressures women to exert extra effort or to work harder and perform better than their male counterparts in order to prove themselves equal to them. Women tend to believe that in order to achieve their career goals, they have to over-perform to counter the effects of negative gender stereotyping. Even when women are promoted and do acquire senior executive status, there is a prevailing norm that they have to perform even better than their male colleagues to prove themselves worthy of the position. Powell and Butterfield (as cited in Collinson Hean, 2001) state that stereotyping also leads to social isolation among female managers and their heavy dependence on formalized relationships for career advancement. Female managers put a prime on their professional portfolio and credentials when they pursue promotional opportunities whereas men can depend on informal networks to advance in their careers. Collinson and Hearn (2001) believe that unless the patriarchal nature of institutions are broken down, women will find it difficult to advance their careers in what is considered male territory. They define patriarchy as a process and a context through which male supremacy is promoted by men and institutions. Patriarchy is a stumbling block for women because it â€Å"control[s] access to hierarchical power and characteristics of knowledge claims† (Collinson and Hearn, 2001, p. 23). In this environment, cultural practices and information flow signify male authority, hence, placing women as mere subordinates to men. However, the problem with patriarchy is that it is a â€Å"complementary process† that is legitimized by both women and men and forms part of the organizational culture. In this manner, male dominance becomes a self-perpetuating phenomenon in organizations. Moreover, Collison and Hearn (2001) opine that executive culture is a male realm. They believe that wome n are not accepted wholly into the workforce but are merely tolerated. Hence, the notion of â€Å"patriarchal elitism† especially in top executive culture is widespread (p. 8). Pringle (1999) contends that female managers lack access to networks, trainings, and mentoring programs because they are usually gender-based and male-gendered. The domination of men in organizations is sustained with constant identification with one another. Perpetuating a gendered organizational culture leaves women managers isolated and places them in a situation where executive leadership feels very much like engaging in constant â€Å"physical combat† (Sinclair, as cited in Pringle, 1999, p.8). Home-related factors as barriers The barriers that women encounter extend far beyond the confines of the workplace to the home. For many female managers, the home environment presents several obstacles that must be overcome in order to achieve upward mobility. One obstacle is that some women managers, especially, those with families, experience the so-called â€Å"second shift syndrome† where they must work on the first shift in the workplace and continue on the second shift in the home environment. The burden of juggling work-related goals with family responsibilities is a serious concern for some women. Women who find themselves in this circumstance are also called â€Å"dual career women† where performance at work and at home are necessary. To perform this balancing act between professional development and personal life may prove too difficult for some women in many ways. Some of them eventually may find inadequate support from their respective families to pursue career advancement goals. A 1995 survey by recruiting company Robert Haff and Associates (1995) found that more than 80 percent of women managers who were interviewed preferred a job that featured more flexible hours, provided more family time, and slow-paced advancement than grueling jobs that featured rapid career mobility. In a sense, because of additional responsibility at home and with their families, women do not perceive career mobility as â€Å"a methodical rise to power† (Aburdene Naisbitt, as cited in Pringle, 1999, p. 43). Unlike the men, women do not focus on the singular objective of professional advancement but struggle to â€Å"do it all† and come up with more creative ways to reap professional success. Research also reports that women managers continue to bear the brunt of carrying the â€Å"double burden† of family and work. They have to be successful equally in the home and at work. In the home environment, they need to assume the manifold tasks of wife and homemaker and struggle to become equals with men in the workplace at the same time. Sue Newell opines that so long as women continue to juggle these dual roles, they may never achieve the parity they need and deserve in relation to men in the work environment (Newell, 1992). However, studies have also found the home and family-related barriers do not necessarily interfere with motivation and career success among many women. The problem with having the additional burden of family responsibility for women is that it is viewed as a negative thing. Research has suggested that many companies look at women with home-related commitments with disfavor (Swiss Walker, as cited in Pringle, 1999). What is worse is that some women may even be penalized career-wise for having commitments outside of the professional realm. Having marital and family responsibilities may not interfere in terms of commitment among women but these factors might slow down the promotional opportunities of woman managers. Some women have reported that the workplace was inviting and conducive to success when they were single and changed considerably to a more unwelcome environment when they got married and had children. In an article, management expert Douglas T. Hall (1990) suggested that in order to provide more access for women in terms of career advancement, companies need to come up with strategies that promote balance between work and family responsibilities. Among the strategies he recommend were more flexible work schedules and expanded use of home-based work option.

Defintition of History :: Expository Essays Research Papers

Defintition of History The statement " History is nothing more than a collection of the static facts of the past; people who say history changes are terribly misguided" is incorrect. History is more than just static facts when ideas and concepts involved in history are understood and applied in life. Also, history changes when new applications of ideas found in past history are put to use and when new facts about happenings in the past are discovered. The statement is only taking into account the basic facts of history, which are definite things that occurred in the past and is not looking beyond the facts. Beyond just static facts is where true history lies. History is tale of mistakes and successes made by man that all people can learn from, it retells stories of human kind's past and why things are the way they are today. To understand a concept in history such as World War II a person just can not know the name Hitler or the place Pearl Harbor, they must understand the motivations behind Hitler's moves, where he came from, and why countries reacted the way they did. Every person that learns the facts that occurred in history makes choices in their minds on how they compare the things that happened in the past to things that happen in their lives and their time. History does change. It changes for everyone that learns about it. History changes every time a new comparison is made or another lesson is learned. These lessons are constantly being learned in every situation a person is met with. For instance, a young child could touch a flame and be burned, the next time they see the flame they would remember the burn and relate the flame to the last situation and thus make the choice of whether to touch it again.

Management problems

Management problem is one of the major issues that affected many industries in earlier days and even today. Problem usually comes up with time which at time can be severe. It appears in varying degrees of severity. Problem should be identified so that they can consequently be solved and this can make a difference in the world. Management problems can bring about down fall of an industry since management is the basis of good industrial growth.Thus why there are quite a number of management problems which were diverse in time prior to industrial revolution as compared to modern time. In today’s industrial management, management problems are not quite many due to upcoming technology which helps the managers to deal with these problems accordingly in regard to management.Industrial revolution changed people’s earlier ways of making various products such as weaving, making of hand tools and other industrial products to use of machines with the help of manpower to make same p roducts by use of different method of manufacturing. The changes which brought about industrial revolution are things like invention of machines which replaced the work of hand tool, steam was invented which was used in various industries to replace the use of muscles in human beings and animals and also adopting the factory’s system of operation.Therefore, due to these drastic changes, management was quite an important aspect in running these industries. In the time of cottage industries, they did not have any manager since the industries were small scale based industry which did not require any management strategies. Incase of those industries which were operated in small shop, they had managers but they were faced by a number of managerial problems.The early industries faced a lot of problems especially in management which was coupled with improper planning since the industries were quite small and those who operated them did not have diverse knowledge on various managemen t strategies used in today’s industries. There was no complexity of operation and thus why managers who in most cases were the owners of those businesses felt that they had little to do in regards to management issue in those industries.In older days before industrial revolution most of production of industrial products took place at homes which made those who operated those productions to have no management strategies since their aim was just to produce the products that they needed and sell them locally which actually did not require any management strategies (Kelvin, N., Encyclopedia of Management 2006). Producers in time before industrial revolution used small hand tools in making simple products and therefore most of their operations were quite simple and did not require anyone to be the controller of those activities since only simple products were manufactured using these tools.Therefore, when the industries started revolutionizing various problems were faced since man agers did not have enough potential to manage since they did not have these strategies. The industries started growing slowly which replaced the simple tools with complex machineries and this resulted to production of more products and since they could be sold in various markets which brought about a need to have managers so that all the operation of the industries could be managed from production to marketing of product. There were quite a lot of problems faced since there were no ready trained or experienced managers to handle the position.In early industries, the managers were faced with statistical problems since they did not have any records kept for their small industries and they did not have advanced managerial procedures which could result to keeping accurate statistics in regard to the products that they were producing. Lack of proper statistics in regard to their small industry progress did not help in establishing the progress of these industries and thus why most of the m could cease to function at any time.They also did not keep the receipt of the things they sold since they sold most of their things locally and they did not value the aspect of keeping records. Due to lack of proper or no management in these small industries they did not keep records of their supplies and therefore they could not realize whether their industries were running at a profit or loss. (De, P.K, Project Termination Process in Indian Industries 2001; 19(2); p 125).Since most of the industries were home oriented there was no complexity of operation and therefore most of the owners could run the daily tasks of those industries independently or with the help of family members. These members did not have any managerial skills in them and therefore they just worked without any guideline of operation. When the industries started to grow, there was great need of proper management since the complexity of the industry increased and therefore operations needed to be managed.Employe es in those small industries like in shop where some of the management strategies were initiated motivation since most of the work was done using simple tools and therefore less work could be realized which resulted to poor pay (Canback & Staffan, Management Consulting Logics, 1998; 9(1); p.32).Therefore employee lacked motivation since the total output of their work was low. Due to this, managers could not be able to organize the workers since they were not motivated to work and this eventually lead to low production of the products in those industries.Early managers essentially lacked management theories which cold govern them on how to handle these small industries in order to uplift their standards of operation. The managers also had low experience which made them not to be aware of some of the managerial skills which can be established in these industries. Due to lack of these aspects managers valued workers as just an object of making profit for their industries. But due to th e fact that these workers can not be programmed, they eventually developed various needs and desires which were to be met by the organization and this brought about a need to have qualified managers.Increased competition in those industries posed great problems to the managers since they did not have potential to handle big enterprises and now with the emergence of these big industries, managers had to look for various ways to develop theories which could help in carrying on with the management issues of the industries.Competition challenge by manager was brought about by the in ability of the managers to reward the employee accordingly for the work that they have done which is basically by paying high wages to workers. If managers had strategies of rewarding employees and appreciating their work, the general output of their products could be increased. Therefore, workers should be given the wages that they deserve for the work that they do since the output.Managers also lacked expo sure since the cottage industries were quite small and therefore even those who managed those industries did not acquire much on management strategies. Exposure to these aspects gained by the quite essential since experience is essential aspect of management strategies.There are a number of similarities of those problems which were faced during the time of cottage industries and after industrial development by the managers (McGee, Encyclopedia of Management Strategic: Management 2006). These problems consequently affected the industries since they have emerged to be big and therefore, lack of proper management can lead to a down fall of an industry. Management aspects after industrial revolution should be enhanced and managers should ensure that they are well acquitted with all the management skills needed for the industry.In today’s industries, management issues have faced a number of problems due to industrial revolution since the industries are growing drastically which re quires a lot of management strategies. The problem of managing new and large industries is still experienced today since new technologies are coming up day by day that make changes in machineries that are used (Nisar, Problem and Management of Small Scale and Cottage Industry 1987).These changes should ensure that the manager have vast knowledge of the changing technologies so that they can be able to manage the operations of those machineries properly. Enterprises also aim at diversifying and enlarging and this can result to a big problem especially to those individuals who are used to managing small enterprise. These enlargements are as a result of competition and therefore mangers should learn various aspects of maintaining their workers since in a case of steep competition the workers can shift to other industries which have proper management and the strategies are favoring the employees.In the case of problem solving, this is a management problem being faced in industries even today due to lack of proper managerial skills. Problems within an industry can result to poor production and they usually arise as a result of misunderstanding between the managers and employees mainly on division of duties and workload of the employees in relation to the relative pay that an employee receives.Managers encounter these problems since they usually want to realize a lot of output than the input. Due to lack of important aspects of management such as paying their employee in regard to the work that they carry out that is to exercise the act of fairness in an industry which is an essential aspect of the management skill required by in an institution or industry.During the times of cottage industries, competition created serious problems to the industry sector managers since they had a big problem of rewarding employees according to the work they does. After industrial revolution many industries came up and therefore the managers have extra task to deal with the steep com petition in various industrial sectors (Ford, Managing and Marketing Technology 2001). Some managers due to monopoly of industries do not have aspects of dealing with competitive marketing ability of the industries. Therefore due to lack of these aspects, the relative output of industry is not experienced.Some managers even in today’s industrial set up have low experience and management theories since most of the industry owners want to employ those individuals with low experience in fear that if they employ those experienced individuals the salary would be high and therefore they end up employing people with low experience or managing their industries themselves without being aware of the relevant theories which are needed in management of industries. Owners of industries should ensure that they employ individual who are experienced in industrial set up and also have management theories so that they can run the industry as per expectations of the owner.Ignorance in managemen t is one of the aspect managers of various faces during their mission of carrying out management strategies in various industries. Assuming some small aspects of management can result to total loss in an industry and this is usually as a result of ignorance by managers. For example, managers should not feel that they are quite superior to the employee and fail to accomplish some of the issue that they put forward. This should be encouraged since employees are the only people who are aware of various problems that industries face since they are the main operator.Therefore, to alleviate these management problems of day to day running of industry the new technology which has been introduced in various industrialized countries should ensure that they use this technology to manage their industries accordingly (Gordon, Industrial Development 1998; 28(3), p.157).Technologies used to manage industries include things like internet, computer and other electronic devices which can be used to m anage industries by keeping appropriate data of the country.Through learning of relevant managerial skills, modern managers ensure that employees are the core of decision making since they understand how the industry is running better. This is enabled by motivating them by giving them their dues appropriately what they deserve. Therefore, through technology it’s believed that these problems will finally end.Reference:De P. K., (2001), Project Termination Process in Indian Industries, International Journal ofProject Management, 19(2), pg 119-126.Kelvin N., (2006), Encyclopedia of Management, Michigan: Thomson gale.Canback, Starfan, (1998), Management Consulting Logics, Journal of Consulting Management,9(1), pg 19-38.McGee J., (2006), Encyclopedia of Management Strategic: Management, United State:Blackwell.Nisar A., (1987), Problem and Management of Small Scale and Cottage Industry, Hawthorne:Deep and Deep Publishers.Ford D., (2001), Managing and Marketing Technology, New York: Thomason Learning EMEA.Gordon A., (1998), Industrial Development, Journal of Contemporary Asia, 28(3), pg 134-176.

Free Essays on Views On Society Through Novels

Views on Society Whether done intentionally or not, many authors’ beliefs and views are portrayed through their own text. Ideas of the author can be found subliminally throughout the compositions they write. Many authors use metaphors such as William Golding in Lord of the Flies, others are more blunt like Albert Camus in The Stranger, while some use their own knowledge and experiences to preach their views as Alan Paton did in Cry, the Beloved Country. Golding, Camus, and Paton use each of their novels to reveal their views on society. In Lord of the Flies, Williams Golding reveals his viewpoint on the savagery of society. Golding uses a group of young boys as a metaphor of civilization in the raw. The boys find themselves stuck alone on a deserted island and in need of the structure of society. They attempted to follow the â€Å"old rules† of laws and morals by electing two leaders, one to provide food and the other to provide hope for rescue. As they begin to form a hierarchy, conflicts arise and principles are compromised. â€Å"Roger gathered a handful of stones and began to throw them. Yet there was a space round Henry, perhaps six yards in diameter, into which he dare not throw. Here, invisible yet strong, was the taboo of the old life. Round the squatting child was the protection of parents and school and policemen and the law.† (Golding) This is the beginning of the corruption in a society which initially held hope. Rodger is pushing the boundaries that had once limited him in his old life. Evil has begun to invade and savagery is taking over. This is Golding’s premise of what will happen to society without strong, moral leadership. The boys are presented with the option of a leader who promises immediate gratification by providing food, or a leader who focuses on future need for society and rescue. As savagery takes over and anarchy sets in, Piggy is murdered. Golding uses Piggy’s death as a milestone ... Free Essays on Views On Society Through Novels Free Essays on Views On Society Through Novels Views on Society Whether done intentionally or not, many authors’ beliefs and views are portrayed through their own text. Ideas of the author can be found subliminally throughout the compositions they write. Many authors use metaphors such as William Golding in Lord of the Flies, others are more blunt like Albert Camus in The Stranger, while some use their own knowledge and experiences to preach their views as Alan Paton did in Cry, the Beloved Country. Golding, Camus, and Paton use each of their novels to reveal their views on society. In Lord of the Flies, Williams Golding reveals his viewpoint on the savagery of society. Golding uses a group of young boys as a metaphor of civilization in the raw. The boys find themselves stuck alone on a deserted island and in need of the structure of society. They attempted to follow the â€Å"old rules† of laws and morals by electing two leaders, one to provide food and the other to provide hope for rescue. As they begin to form a hierarchy, conflicts arise and principles are compromised. â€Å"Roger gathered a handful of stones and began to throw them. Yet there was a space round Henry, perhaps six yards in diameter, into which he dare not throw. Here, invisible yet strong, was the taboo of the old life. Round the squatting child was the protection of parents and school and policemen and the law.† (Golding) This is the beginning of the corruption in a society which initially held hope. Rodger is pushing the boundaries that had once limited him in his old life. Evil has begun to invade and savagery is taking over. This is Golding’s premise of what will happen to society without strong, moral leadership. The boys are presented with the option of a leader who promises immediate gratification by providing food, or a leader who focuses on future need for society and rescue. As savagery takes over and anarchy sets in, Piggy is murdered. Golding uses Piggy’s death as a milestone ...

Social policy as an academic subject is both descriptive and analytical Essays

Social policy as an academic subject is both descriptive and analytical Essays Social policy as an academic subject is both descriptive and analytical Essay Social policy as an academic subject is both descriptive and analytical Essay Payne, Sarah. , Sullivan, Michael. ( 2004 ) Introducing Social Policy, England: Pearson Education Limited Alcock. Pete. ( 2008 ) The Subject of Social Policy , p. 3 in Alcock, Pete. , May, Margaret and Rowlingson, Karen ( explosive detection systems ) , The Students Companion to Social Policy, 3rd erectile dysfunction. Oxford: Blackwell Publishing. Baldock, John. , ( 2007 ) Welfare, Ideology, and Social Theory in Baldock, John. , Manning, Nick. , Vickerstaff, Sarah. , ( explosive detection systems ) Social Policy 3rd erectile dysfunction, Oxford: Oxford University Press. Becker Saul. ( 2008 ) Methods and Approaches in Social Policy Research in Alcock, Peter, May. Margaret and Rowlingson, Karen. , ( explosive detection systems ) The Students Companion to Social Policy 3rd erectile dysfunction. Oxford: Blackwell Publishing Blakemore, Kenneth ( 2003 ) Social Policy an Introduction 2nd erectile dysfunction, Berkshire: Open University Press Bochel, Hugh ( 2005 ) Introducing Social Policy in Bochel, Hugh. , Bochel, Catherine. , Page, Robert and Sykes, Rob. , Social Policy: Issues and Developments, Essex: Pearson Education Limited. Carlson, Judith ( 2004 ) Theoretical Principles and Concepts in Alcock, Cliff. , Payne, Sarah. , Sullivan, Michael. , Introducing Social Policy, Essex: Pearson Education Limited Considine, Mair A ; eacute ; ad. , Dukelow, Fiona. , ( 2009 ) Irish Social Policy, A Critical Introduction Dublin: Gill A ; Macmillan Ltd Fitzpatrick, Tony ( 2001 ) Welfare Theory: An Introduction, Campling, Jo ( adviser editor ) London: Palgrave George, Vic. , Wilding, Paul. , ( 1994 ) Welfare and Ideology Essex: Prentice Hall Europe Hartnoll, Richard ( 2004 ) Drugs and drug dependance: linking research, policy and pattern, background paper for Pompidou Group s Strategic Conference on linking research, policy and pattern, Strasbourg. Germany: Koelblin-Fortuna-Druck Lavalette, Michael. , Pratt, Alan. , ( explosive detection systems ) ( 1998 ) Social Policy A Conceptual and Theoretical Introduction, London: Sage Publications Inc Spicker, Paul ( 2008 ) Social Policy Themes and Approaches 2nd erectile dysfunction, Bristol: The Policy Press Titmuss, Richard. ( 1974 ) The International Perspective , in Abel-Smith, Brian and Titmuss, Kay ( explosive detection systems ) , Social Policy an Introduction, London: Unwin Hyman Ltd

MLA Research Paper Example | Topics and Well Written Essays - 1250 words

MLA - Research Paper Example Skin cancer, also known as skin neoplasia, refers to â€Å"the uncontrolled growth of unusual skin cells that can extend from the skin into other tissues and organs if left unchecked† (A.D.A.M, 1). As the cells replicate, they form a tumor. Frequently, skin tumors are referred to as lesions. If tumors are malignant, they become cancerous, which means that they intrude on and invade neighboring tissues owing to their unrestrained growth. They may also spread to the body’s remote organs either through the bloodstream or through the lymphatic system. Metastasis is a term that refers to â€Å"the process in which tumors invade a body organ and spread to other body organs† (Emedicinehealth.com 1) – they invade the neighboring tissues and overwhelm them not only by taking their space but also the oxygen and nutrients that they require to survive as well as function. Rockoff documents that skin cancer is the most common form of human cancer and that estimates hav e it that over one million new cases arise every year. He additionally asserts that annually, the rates of all forms of skin cancer are mounting, which has instigated a mounting public concern. Estimates also have it that almost half of all Americans who live to age 65 get skin cancer no less than once. Skin cancer classification depends on the particular types of epidermal cells involved. The various skin cancer categories therefore include melanoma, basal cell carcinoma/basal cell carcinoma epithelioma and squamous cell carcinoma. Melanoma takes place in melanocytes – the cells that produce pigment. Although this cancer type is not so common, it is the most dangerous as it tends to metastasize (spread) all over the body quickly. It is the principal cause of skin disease death. The basal cell carcinoma/basal cell carcinoma epithelioma develops when there is abnormal cell growth in epidermis’ lowest layer while the squamous cell carcinoma occurs due to changes in the s quamous cells, which are found in the middle layer of the epidermis (A.D.A.M., 4). Rockoff asserts, â€Å"The first phase of squamous cell carcinoma is called actinic keratosis† (para1). Further, he explains that the last two cancer types are the common-most forms of cancer and are both known as nonmelanoma skin cancer. Other nonmelanoma skin cancers include kaposi's sarcoma, merkel cell carcinoma and cutaneous lymphoma (A.D.A.M., para4). The American Cancer Society documents that â€Å"most cases of nonmelanoma skin cancers occurs on body areas that are mostly exposed to the sun, which include the backs of hands, face, ear, lips and neck†. In addition, depending on the type, they can be slow or fast growing. However, they barely ever spread to other parts of the body. It is important to note that these forms of cancer in particular are very likely to be healed in case of early identification and treatment. Risk factors of Skin Cancer There are various recognized risk factors for skin cancer. Some of them include exposure to the sun and sunburn – as earlier pointed out; areas of the skin that are often exposed to sunlight or ultraviolet radiation are more prone to skin cancer. â€Å"This is deemed the primary cause of all skin cancers† (A.D.A.M., 5). Other causes include light-colored skin, hair and eyes (fair complexion); genetics (having a family history of melanoma); atypical/multiple moles; occupational exposures to radium, coal tar, pitch, arsenic compounds or creosote; in addition to age – nonmelanoma skin

A speech to persuade a philanthropical trust to fund a project for Essay

A speech to persuade a philanthropical trust to fund a project for saving dolphins in china - Essay Example statistics reveal that the species has a decreasing rate of 6.4%, and thus in 10-15, China will have lost a big share of its wealth (Davison, 2012, p.1). Certainly, China is famous for the rarest Yangtze River dolphin or Baiji. Year 1996 dolphins search by scientists on Yangtze River revealed the extent of depletion (â€Å"Petermaas,† 2011, p.1). Although the government has passed various regulations to reduce destruction of marine habitat, lack of proper follow up reduces its efficiency. For instance, electric fishing is strictly banned in Yangtze River but many still practice (Reeves et al, 2005, p.1). In addition, you agree with me that the wave of industrialization has resulted to bigger ships in the marine habitat. Bearing in mind that Baiji are almost blind animals they collide with ships leading to their death or are killed by ship propellers. The Yangtze River, the current habitation of Yangtze dolphin is unsecure and unreliable especially after the building of Three Gorge Dam. Therefore, the remaining dolphin requires a secure habitat. Let us remark that various initiatives have come up to protect our dolphin population. However, lack of proper funding has been the greatest drawback. We need to sensitize the public to stop electro fishing and using the wrong nets. We require funding to run sufficient advertising as we seek to sensitize all the stakeholders to put concerted efforts towards protection of dolphins. We, however, have a painstakingly uphill task considering that 30% of Yangtze River’s tributaries are seriously polluted. In fact, SEPA report calls the damage on this river as largely irreversible (Hance, 2012, p.1). Therefore, there is a need to get a conservation center where we can rescue the remaining porpoise dolphins. Previously, five porpoise dolphins introduced in the year 1990 in conservation prove this possible because they are forty in number as we speak (Davison, 2012, p.1). Therefore, I am kindly appealing to you for your kind