Anthropologists essays

Anthropologists essays Anthropologists trace the origin and evolutionary development of the human race through the study of changing physical characteristics and cultural and social institutions. Anthropological data, including that acquired by archeological techniques, may be applied to solving problems in human relations such as race and ethnic relations and People have always been interested in their past history. Although anthropology dates back to Aristotle, it is a commonly accepted fact that it became an established science during the Victorian era or the era of exploration. Anthropology has developed slowly since then with little real development until the 1930's when the use of applied anthropological research began to be stresssed by a number of various governments. Prior to the 19th century, anthropologists relied primarily on facts gathered from travelers' reports and documents received from other nonprofessional observers. During the early years of this century Scandinavian archaeologists developed a new approach to artifacts. C.J. Thomsen classified the material on the basis of three successive technological ages of stone, bronze, and iron. Then by the 20th century, much stress has been placed on actual exploration by trained anthropologists. Anthropologists constitute the smallest group of social scientists, yet they cover teh widest range of subject matter. Cultural anthropology, the area in which the greatest number of anthropologists specialize, deals with human behavior, both past and present, as well as the beliefs people hold in relation to religion, language, and many other areas. To study this effectively, cultural anthropologists often work with smaller, less complex, and perhaps more easily understood societies including teh tribal societis of Asia. Physical anthropologists are concerned primarily with the biology of human groups. They study the differences between the member...

Revision Checklist for a Descriptive Paragraph

Revision Checklist for a Descriptive Paragraph Developing a paragraph through description is painting a verbal picture, says Esther Baraceros. This means creating impressions and images through words that appeal to the readers senses (Communication Skills I , 2005). After completing one or more drafts of a descriptive paragraph, use this eight-point checklist to guide your revision. Does your paragraph begin with a topic sentenceone that clearly identifies the person, place, or thing youre about to describe?(If youre not sure how to write a topic sentence, see Practice in Composing an Effective Topic Sentence.)In the rest of the paragraph, have you clearly and consistently supported the topic sentence with specific descriptive details?(For examples of how to do this, see Practice in Supporting a Topic Sentence With Descriptive Details.)Have you followed a logical pattern in organizing the supporting sentences in your paragraph?(For examples of organizational patterns commonly used in descriptive paragraphs, see Spatial Order, Model Place Descriptions, and Generals, and Exercises.)Is your paragraph cohesivethat is, have you clearly connected the supporting details in your paragraph and guided readers from one sentence to the next?(Cohesion strategies include the following: Using Pronouns Effectively, Using Transitional Words and Phrases, and Repeating Key Words a nd Structures.) Throughout the paragraph, have you chosen words that clearly, accurately, and specifically show readers what you mean?(For ideas about how to create  word pictures that can make your writing easier to understand and more interesting to read, see these two exercises: Writing With Specific Details and Arranging Specific Details in Sentences.)Have you read your paragraph aloud  (or asked someone to read it to you) to check for trouble spots, such as awkward phrasing or needless repetition?(For advice on polishing the language in your paragraph, see Practice in Cutting the Clutter and the Exercise in Eliminating Deadwood From Our Writing.)Finally, have you carefully  edited and  proofread your paragraph?(For advice on how to edit and proofread effectively, see our Checklist for Editing Paragraphs and Essays and Top 10 Proofreading Tips.) After completing these eight steps, your revised paragraph may look quite different from earlier drafts. Almost always that means you have improved your writing. Congratulations!ReviewHow to Write a Descriptive Paragraph

Share Trading Assignment Essay Example | Topics and Well Written Essays - 2000 words

Share Trading Assignment - Essay Example Trading Activities Buying of Shares with the notional ?100,000 888 Holdings PLC (888.L) ?31.25 as at September 30, 2011 11:07 Prev Close: 32.75 Open: 32.25 Bid: 35.50 Ask: 36.00 1y Target Est: 1.05 Beta: N/A Next Earnings Date: N/A Purchase cost ?54,000.00 1,500 shares times the ask price of ?36.00 per share. Stamp Duty ?270.00 ?32,750 times 0.005 (Note: 0.005 = 0.5%) Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?54,280.00 Shares of 888 Holdings Plc seemed to be very lucrative hence the desire to buy them. What’s more, there has been an increasing trend in the value of shares of 888 Holdings Plc, which made it even more lucrative. Vodafone Group PLC (VOD.L) ?166.25 as at September 30, 2011 Prev Close: 166.25 Open: 167.15 Bid: 168.30 Ask: 168.35 1y Target Est: 199.14 Beta: N/A Next Earnings Date: N/A Purchase cost ?45,454.50 270 shares times the ask price of ?168.35 per share. Stamp Duty ?227.27 ?13,300 times 0.005 (Note: 0.005 = 0.5%) Brokers co mmission ?10.00 It is ?10.00 whatever the size of the trade. Total ?45,691.77 Despite recent drop in the value of shares, Vodafone Plc shares seemed attractive to invest in given the status of the company. The company has grown considerable thus proving that there is possibility of future prospects. What’s more, there were indications that the firm’s share is very attractive in the market hence trading on the shares may be very easy. The total amount invested in the two firms is given by 1,500 shares of 888 Holdings Plc ?54,280.00 270 shares of Vodafone Plc ?45,691.77 Total ?99,971.77 Selling of Shares 888 Holdings PLC (888.L) ?72.00 3.25(4.73%) 11:07 (April 16, 2012) Prev Close: 68.75 Open: 68.25 Bid: 71.50 Ask: 72.00 1y Target Est: 1.05 Beta: N/A Next Earnings Date: N/A Selling Revenue ?107,250.00 1500 shares times the ask price of ?71.50 per share. Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?107,240.00 Vodafone Group PLC (VOD.L) 71. 54 2.09(1.23%) 11:12AM (April 16, 2012) Prev Close: 169.45 Open: 169.35 Bid: 171.50 Ask: 171.55 1y Target Est: 199.14 Beta: N/A Next Earnings Date: N/A Purchase cost ?46,305.00 270 shares times the ask price of ?171.50 per share. Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?46,295.00 Total Revenue obtained from selling the shares 1,500 shares of 888 Holdings Plc ?107,240.00 270 shares of Vodafone Plc ?46,295.00 Total ?153,535.00 Percentage Profit from the Trading * 100 = 53.53% FTSE All-Share index is 5,300 on September 31, 2011 and 5,678 on April 16, 2012 at 1400 hours. = 7.13% Therefore, on the basis of the above calculations on Percentage profit and FTSE All-share index, there is no doubt that the trading was able to beat the FTSE All-share index. Critical diary Trading within the stock exchange market is a tricky and challenging aspect of commerce. Every individual involved in investment or trading within the stock exchange market has to be equip ped with adequate and up to date information on the performance of the various stocks or shares within the stock exchange market. One way of attaining such adequate and up to date information is extensive reading and listening to business news. Consequently, before engaging in this trade, I read many articles, journals, listened to and watched much business news. From the articles, journal

Risk Management and Investment Essay Example | Topics and Well Written Essays - 3750 words - 1

Risk Management and Investment - Essay Example From the report, it is evident that the performance of the firm is better than the performance of other investment funds. Additionally, various risks come along the portfolios. Consequently, the recommendations reside on the basis that adding, modifying, and excluding some of the investment funds in the portfolio with improve the performance of portfolio. The investment portfolio is aimed at maximizing income located in the United Kingdom. The investment fund comprises of Greggs Plc., Tate & Lyle, Domino Printing Services, JD Sports Fashion PLC, Bellway PLC, William Hill PLC, Beazley PLC, RPC, Group PLC, Huntsworth Plc, CSR Plc., and cash worth 5 million pounds. From the stock 10 of them are securities and only one is 5 million pounds on deposit, which will earn, one per cent since the date inception (Markon 2010). The investment fund is a type of income whose main purpose is to maximize return with very low risk. Therefore, the investment fund needs to invest in securities having stable income like fixed income securities, blue chips, and deposit receipts. Although the growth of the securities is not stable, they are not exposed to various risks. The report discusses the past performance of the investment fund. Thereafter, the paper analyses the risk of the investment fund, which may hinder the fund from achieving income maximization (Fama 1970). Finally, the paper outline crucial and helpful recommendation for the investment portfolio to make sure that the aim of the fund is satisfied. Before the third section, it is assumed that the date of inception is 1st January 2012 and cut off date is 3rd Februrary. Secondly, the paper ignores the changes effect, inflation rate, trade cost, and commission, which the factors will be nil. Thereafter, the return of the investment fund will be lower that the return of the investment fund. Consequently, the inter-bank lending rate of one year represents FTSE

Bush Dynasty Essay Example for Free

Bush Dynasty Essay With American Dynasty: Aristocracy, Fortune, and the Politics of Deceit in the House of Bush Kevin Phillips looks at the Bush-Walker family going back four generations. Phillips uses the term dynasty advisedly to mean a fact, not a political theory. He claims that dynasties tend to show continuities of policy and interest-group bias and there is a consistency in their behavior (Phillips 2-5). This dynastic tendency need not be a negative thing. This is not unique to the Bush-Walker family nor to the Republican Party; similar claims against the Kennedy family that has had political influence throughout the twentieth century; the Roosevelts, Harrisons and Adams had similar power structures that lead to each family having two family members as President of the United States. The problem, Philip writes with the Walker-Bush family is the type of behavior it has engaged in to achieve its goals and the effects this behavior has had on the United States. The author begins his book by looking at the pattern of behavior that has developed within the extended Walker-Bush family. Phillips claims there is a history use of family influence in arranging or smoothing over difficulties in the military service of George W. , George H. W. , and Prescott Bush, grandfather of the current President. However he fails to mention what any of these difficulties were. He claims that the familys interest in the petroleum dates back nearly a hundred years when Samuel Bush had financial connections with Standard Oil. This interest spans the twentieth century and continues until today. This interest has included a relationship with the now defunct Houston-based oil company Enron since the mid-1980s. This time period included time when George H. W. Bush was Vice-President and President. Phillips contends that the Bush-Walker family has long been involved with the United States public policy and has a vested interest to promote five areas to enhance their wealth and power: involvement in the United States investment banking, the increasing size of the military-industrial complex, the ballooning of the CIA, the attempts to have the United States control the worlds oils supplies, and a close alliance between the United States and Great Britain (Phillips 2). In fairness to Phillips he does point out that affiliations should not be transformed into a latter-day conspiracy theory. Phillips provides a long list of behavior by the Bush family that smacks of impropriety. The family has engaged in eight decades of involvement with the petroleum industry. Throughout this time they used their influence and wealth to further their economic and political aspirations (Phillips 246). Prescott Bush engaged in business that included selling of arms to Germany as late as 1938. In 1942 his corporate directorships had strong links to Germany even though we were at war with Germany, were publicly exposed. George W. H. Bush has a history of covert activity that includes support of the Bay of Pigs, as Vice-President he engaged in clandestine arms operations that included Nicaragua, Iran, Iraq, Israel, Pakistan, and Afghanistan. He is alleged to have been instrumental in negotiations with Iran that led to an agreement that Iran would not release the American hostages until after the November presidential election. He was heavily involved in the Iran-Contra Scandal and secretly armed the Iraq army from 1984 until 1990 when he abruptly changed sides when Hussein invaded Kuwait. George W. Bush has followed in his fathers footsteps. His first 2000 election was disputed when he won by a handful of votes in Florida where his younger brother was governor. He has invaded both Afghanistan and Iraq, and willingly denied Constitutional rights of individuals in favor of his own agenda. His accumulation of presidential powers actions has threatened the very fabric of the United States Constitution with his challenges to the separation of powers. Phillips has extensive experience and qualifications to be examining this issue. He received an undergraduate degree from Colgate University, studied at Edinburgh University, and studied law at Harvard Law School. He served as an adviser to Richard Nixon during the 1968 campaign and later served as a White House strategist. He has been a political and economic commentator for more than thirty years and has written nine books on politics and economics in the United States. He is a regular contributor to NPR, PBS, The Los Angeles, and The Wall Street Journal. During his youth he was a member of the Republican Party but became an Independent when he became aware of the direction the United States was taking in the late 1970s and 1980s (Phillips flyleaf; Kevin Phillips). One wonders what effects Phillips decision to leave the Republican Party has had on his political beliefs. It is easy to imagine that someone who loses faith in an institution would strike out against the institution with fanaticism. However Philips does not appear to do this. The combination of playing an important role in the Republican Party and his subsequent withdrawal from the Republican Party appears to have put Phillips in a neutral position. Instead of having an agenda to promote he appears to be interested in the truth. Phillips writes in a simple, clear, and readable style. He provides extensive endnotes and an index. What he does not provide is a bibliography; this would be a useful tool for the student, reader of popular political science, and anyone who is trying to make sense of current United States politics. At times American Dynasty does read like a conspiracy theory. One is overwhelmed not by the nature of the activities, but by the sheer volume of activities and the consistent manner members of this family have behaved. One is tempted to dismiss the book as the ranting of a paranoid fanatic. However Phillips appears to have written a thoroughly researched accurately reported and well documented. This book is disturbing precisely because of this. If it were clearly false it would be easy to dismiss it. At the very least Philips has written a book that should cause concern about the manner in which our President engages in politics. At most he has written an indictment again George W. Bush and the entire extended family that has had its hand in too many questionable activities to be innocent of wrongdoing. Notes Phillips, Kevin. American Dynasty: Aristocracy, Fortune, and the Politics of Deceit in the House of Bush (New York: Penguin Group, Viking, 2004). Kevin Phillips: Political Historian. Speakers of Substance: Leigh Bureau. N. d. [Cited 30 Mar. 2007]; available from the World Wide Web: http://leighbureau. com/speaker. asp? id=125.

Odyssey Theme Paper :: essays research papers

The Odyssey Theme Paper   Ã‚  Ã‚  Ã‚  Ã‚  The Odyssey is mainly about the tribulations of a great hero; that hero would be Odysseus. Although Odysseus does not appear in this epic until the fifth book, he is still the main character. Odysseus, whom I will call the hero, has many tribulations in this epic. Read on to see what I mean.   Ã‚  Ã‚  Ã‚  Ã‚  This story starts right after the Trojan War; the Greeks have won, thanks to one of Odysseus’ great ideas. All the kings are now trying to get back home to their families. Odysseus, however, will have the most problems.   Ã‚  Ã‚  Ã‚  Ã‚  The first place Odysseus goes after the war is the land of the Ciconians. He and his men raid the island and destroy the village. However the next day, more Ciconians arrive and defeat Odysseus and his men. Several men are killed, and Odysseus experiences his first of many sorrows and tribulations. Next, the hero goes to the land of the lotus-eaters. Some of his men eat the lotus plant and instantly want to stay there and never leave. Odysseus manages to get his men away from the island, and they leave. Then the hero arrives at the home of Polyphemos. Polyphemos is a huge cyclops and also a cannibal. Odysseus and twelve of his men are trapped inside Polyphemos’ cave and can’t get out. Polyphemos comes back and eats some of the hero’s men. The next night Odysseus gets the cyclops drunk on wine, and when it falls asleep, Odysseus and his remaining men blind it with a large pole. He and his men barely escape with their lives and continue on the voyage. The hero soon lands on Aeolus’ island. (Aeolus is the Keeper of the Winds.) He helps Odysseus on his way by giving him the right winds to take him home to Ithaca. The hero gets within site of his home but a hurricane blows him all the way back to Aeolus’ island. This time Aeolus turns Odysseus away, and he is forced to continue his journey. The hero and his men next end up in the Land of the Midnight Sun, where the Laestrygonians live. The Laesrtygonians attack the men and sink eleven of the twelve ships. Only Odysseus’ ship and forty-four men escape to safety. This is one of the most painful tribulations Odysseus faces on his journey. Soon afterwards, Odysseus and his now small crew arrive on Circe’s island.

Managing Culture Essay

A central issue in management of organizational culture is how to overcome the Principle-Agent Problem and how to deal with the institutional theory. If a business is to effectively deal with an expanding government, it must make sure that its culture is well managed. To do so, organizational managers must learn how to prevail over the Principal Agent problem and the institutional theory. The Principal Agent problem is a description of a conflict of interests; that the principle (principle stakeholders, shareholders, etc. ) earns profits on the performance of the organization whereby the agents (employees) usually earn unconditional wages. They are parallel but conflicting wants; the principle seeks the greatest return for the least pay whereby the agent seeks to do the least work for the greatest pay. The Principle-Agent Problem is found in many employer/employee associations especially when stakeholders employ top executives of corporations (Jackson and Carter 2000). The principle must always settle conflicts between organizational objectives and the incentives of the different subgroups within the organization. Good managers employ incentives, commands, and organizational culture to make sure that this is achieved. On the other hand, institutional theory deals with the deeper and more flexible features of social structure. It lays emphasis to the procedures through which structures, regulations, norms, and customs develop as reliable guiding principles for social behavior. It finds out how these elements are developed, diffused, implemented, and adapted in an organization. The notion of Institutional theory and organizational culture is important in organizations. The building blocks of institutions and cultures have the capacity of carrying with them different meanings even in a single organization or culture. Differences in interpretations of mutual symbols support the multiplicity on which cultures flourish and institutions rely. In the theory of organizational culture, issues of diversity are mainly dealt with through studying the different subcultures while institutional theory deals with diversify in institutional logistics (Jackson and Carter 2000). Therefore, the management has a role to play in mediating between these two issues (Principle-Agent Problem the institutional theory). This essay develops the argument that organizational culture can and should be managed in corporations in five sections. Section 1 defines the meaning of organisational culture †¢ Section 2 outlines the importance of organisational culture †¢ Section 3 describes how organisational culture can be managed †¢ Section 4 describes Culture and Management of Organizational Change Section 5 describes the implications for culture management This essay will thus show that organizational culture should be managed since it leads to improved coordination and integration in organizations with the result being improved organizational effectiveness. What is Organizational Culture? Organizational culture refers to the set of mutual values, beliefs and expectations that govern the way members of an organization approach their duties in the work place and interrelate with one another. Research shows that organizational culture is quite different from other world cultures. It lays emphasis on how workers describe their colleagues and the kind of stories they share with one another. According to Schein 1980, organizational culture is â€Å"a pattern of shared basic assumptions that organizational members learn as it solves its problems of external adaptation and internal integration that works well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems† (Schein 1980:12). The figure below shows that organizational culture is divided into five levels, that is, fundamental assumptions, values, behavioral norms, pattern of behavior and Artifacts and Symbols. [pic] Figure 1: Levels of Organizational Culture (Adapted from Schein 1980) Importance of Organizational Culture Literature on organizational effectiveness shows that organizational culture plays a significant role in motivating and augmenting the value of intellectuals particularly the employees. The concept of organizational culture is important in knowledge intensive corporations. This paper makes it clear that culture is an essential factor in organizations and helps maximize the value of human resources. Schein 1990 advocates that organizational culture is even more significant in contemporary organizations than it was in the past. Organizational culture leads to improved coordination and integration in organizations with the result being improved organizational effectiveness. Through organizational culture, an organization is able to process invention and the capacity to successfully bring in new technologies. Organizational culture also enables organizations to effectively control dispersed work units and augment employee diversity. It also allows for cross-cultural management of international ventures and multi-national corporations. Besides the greater need to cope with the external and interior factors, organizational culture has become increasingly important since, for many organizations, intellectual assets now comprise the major source of value. Augmenting the value of workers as intellectual assets calls for a culture that encourages their intellectual participation and, eases both personal and organizational learning. It also calls for the creation and application of new knowledge and the readiness to share new ideas with others (Sennet 1998). Managing Organizational Culture With the fast changing environment and ongoing insights into organizational efficiency, business organizations are seriously rethinking how they should manage their cultures to achieve their goals and objectives. It is necessary for these organizations to identify the type of culture that is necessary to accomplish their goals and objectives and make certain the successful execution of the required changes (Ogbonna and Wilkinson 2003). Culture extends over the range of management thinking and corporate culture has been one of the most continuing catchphrases of organizational management. The appeal of the context is that corporate culture is ostensibly unifying and this clearly appeals to management’s involvement in forecasting an image of the corporation as a community of people’s interests. Possibly, culture penetrates to the core of an organization-it is almost similar to the context of personality regarding an individual and the critical sense of what defines an organization; its mission and core values. As a result, the management of culture should become a critical area of management competency in organizations. It should, however, be noted that adoption of the best culture is a prerequisite if an organization is to succeed. Managers should determine the most efficient culture for their organization and, if need be how to effectively change these cultures. The success of contemporary business organizations could be highly attributed to corporate culture. Research shows that organizational culture is a major pointer to organizational performance and this culture can be managed to enhance an organization’s competitive advantage. Organizational culture is a good image for an enterprise whose top management would like to develop. The image of a corporation differs in terms of how one views the organization. Research shows that even organizations with strong cultures have a broad social distance between senior management and employees. Organizational culture is barely planned or predictable; it is the ordinary results of social interrelations and, therefore, evolves and emerges with time. As a result, this should be managed to fit certain strategic ends since organizations have the ability of transforming themselves and the management of culture is such a good way of avoiding such incidents. According to Ogbonna and Wilkinson (2003), organizational culture should be managed as a device for augmenting company effectiveness (Ogbonna and Wilkinson 2003). Management of organizational culture can be more readily enumerated and empirically evaluated based on the interpersonal and symbolic features of management. This requires deep qualitative management of the organizational lives of every employee. Managers while managing organizational culture should put into consideration certain factors such as change-oriented culture, education culture, inventive culture and project-oriented culture. Management of organizational culture should identify and develop an organizational culture that allows for agility, encourages alliances, companionships and networks; promotes knowledge management; promotes corporate responsibility and proper integrity and incorporates diversity. Culture and Management of Organizational Change If real change is to take place in corporations rather than short-lived change, then it has to take place at the cultural perspective. Organizational culture has many strong attractions as a facilitator for change. Firstly, cultures can be plainly created-managers need to be aware of what is needed to change an already existing culture. The capacity of organizations to be culturally inventive is associated with leadership. The top management in any organization must be responsible for developing powerful cultures. This is because organizational leaders develop the social reality of a corporation; they shape organizational beliefs and deal with the drama and visualization of the corporation (Mir and Mir 2009). Research shows that culture is often counter posed to prescribed rationality- In this sense culture is significant in resolving the predicaments associated with bureaucracy in an organization; formal procedures are vital for organizational integrity though they also restrain autonomy and invention. Today, organizations are growing in an uncertain manner and the adoption of adaptable cultures that are receptive to change to deal with the changing environment and crises has become essential. Ackroyd and Crowdy, (1990) focus on the relationship between culture and the management of organizational change through the cultivation of friendly interactions at all levels, the amalgamation of individuals with shared goals and dependence on employee responsibility (Ackroyd and Crowdy 1990). Implications for The Management Of Culture In an Organization Research shows that there are two fundamental approaches to the management of culture in organizations and, by implication, this include strategy conforming (upholding order and continuity) and transforming (altering and breaking already existing patterns). As demonstrated by the successive poor performance of many companies, the efficiency of the selected approach to corporate culture and strategy depends on the conceptual factors relating to both the inner and the exterior business environment. Thus, organizational culture needs to be managed though the adopted strategies are highly determined by the prototype and prospect subscribed to by the manager. In coping with the management of organizational culture, it is important to identify as much as possible the features of the present or new target culture; the illusions, symbols, customs and assumptions that add force to the culture. Consequently, action can be initiated in any of the key areas listed below: †¢ Enrollment, selection and substitution- Culture management can be influenced by making certain that appointments make the existing culture stronger or encourage a culture shift; removal and substitution may be used to significantly change the culture of an organization. †¢ Socialization- stimulation and successive development and training can lead to acculturation to an already existing or new culture. This can also enhance interpersonal exchange of ideas and team work, which is vital in fragmented corporate cultures. Performance management/compensation systems- This can be used to encourage preferred behaviors, which may result to changed organizational values. †¢ Leadership- Managers can strengthen or assist in the abolishment of existing illusions, symbols, behaviors, and beliefs. †¢ Participation- of all corporate members in cultural rebuilding or management activities and related inputs, decision-making and improvement activities is important if long-term cultural change and management is to be achieved. Interpersonal communication- Meeting the needs of interpersonal interactions is vital in promoting an existing corporate culture and integrating organizational members into that culture. †¢ Effective teamwork- This encourages change and developments in cultural communication. †¢ Structures, principles, processes, and resource allocation- This need to be compatible with the culture of an organization (Boston, Istensaker and Falkenberg 2007). The above represent several strategies that can be used in corporations to manipulate it in terms of the cultures and subcultures that make it up.  The management of organizational culture is based on a complicated comprehension of the tacit and explicit features that make up the already existing culture. Conclusion This essay has shown that organizational culture can and should be managed. What makes up organizational culture and its alleged role in corporate success are contested, resting on prospects of culture either as traditionally based, change resilient, deep societal system which emphasizes all company strategies and activities. Organizational culture should thus be managed to provide for organizational success.

Critique of Ada and Affirmative Action Paper

Critique of ADA and Affirmative Action Paper The population of the Unites States of America consists of a variety people. Many races, cultures, and beliefs exist in the country. Individuals also vary upon characteristics, genetics, mental capabilities, and social status. The Unites States of America is known as the â€Å"land of the opportunity† (Home of Heroes, 2011) across the world. Individuals travel near and far to join the country. Over the years, many individuals have come to the country. They have established families and became citizens. Other cultures, and even other characteristics, haven’t always been welcome. In the past years, individuals, organizations, educators, and government have discriminated against these minority groups. Minority groups ranked at the bottom when being considered for a job or school. Minority groups were not treated the same as the average population in many organizations and society. Two acts have been imposed to stop the discrimination of these minorities. The imposed acts are known as Affirmative Action and the Americans with Disability Act (ADA). This paper defines both imposed acts, past to present. Affirmative Action The Stanford Encyclopedia of Philosophy defines Affirmative Action as â€Å"positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded. When those steps involve preferential selection—selection on the basis of race, gender, or ethnicity—affirmative action generates intense controversy. † (Stanford Encyclopedia of Philosophy, 2001) The history Affirmative Action has a long history. It was first used in the 1960’s in the Civil Rights Act. In 1965 the President ordered Affirmative Action to be applied to federal contractors (Stanford Encyclopedia of Philosophy, 2001). Imposing Affirmative Action resulted in organization creating quotas. Quotas are known as a â€Å"plan† to allow a specific amount of individuals per minority to be hired or utilized. Due to these quotas, Affirmative Action wasn’t working as expected. It was later determined, quotas are not applicable and defeat the purpose of Affirmative Action. The purpose Affirmative Action has a main purpose to create fairness between minorities and the larger populations. Affirmative Action mandates organizations, schools, and government to consider minority individuals without bias to minority. Minority individuals must receive the same treatment and opportunity as any other individual, who is not in a minority population. Controversy As with many other acts and laws, controversy follows Affirmative Action. Despite the purpose of Affirmative Action, individuals often argue the contents of the action are unconstitutional. Some organization set plans for Affirmative Action and controversy often follows. Many organizations still manage to have quotas, which cause controversy. Controversy seems to be unlimited when concerning Affirmative Action. Affirmative Action may need to be strict to stop controversy, if possible. American Disability Act â€Å"Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. (U. S. Equal Opportunity Commission, 2008) â€Å"The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. † (U. S. Equal Opportunity Commission, 2008) ADA defines disabilities The Americans with Disabilities Act defines an disabled individual in by three factors. These factors include: * Mental or physical impairment which hinders an individuals’ ability to perform one or more â€Å"major life activities† (U. S. Equal Opportunity Commission, 2008) * Has been diagnosed as having the impairment described * Has been regarded as having the impairment described Organization requirements The Americans with Disability Act requires organizations to follow specific guidelines to be compliant with ADA. Besides, giving disabled individuals equal opportunity to employment and education, the organizations must be functional for disabled. The organizations facility must be accessible. Schedules and work tools may need to be modified to fit disabled individuals. â€Å"An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose anâ€Å"undue hardship† on the operation of the employer’s business. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Accommodations vary depending upon the needs of the individual applicant or employee. † (U. S. Equal Opportunity Commission, 2008) Conclusion United States of America consist of many diverse individuals. Many of these individuals are included in minority groups. Minority groups have been treated poorly in the past. Although mistreatment of minority individual still occurs, specific acts imposed by the government have decreased the statistics. Affirmative Action was imposed to create fair and equal opportunity to minority groups. Affirmative Action includes government and educators. Americans with Disability Acts (ADA) is another act to assist a specific minority, disabled. The ADA creates an equal opportunity for disabled individuals in the areas of work and education. This act covers hiring processes and reasonable accommodations. As the United States population grows, so do minority groups. The government has implemented these acts to give fairness to the growing minorities. The country values equal employee opportunity. References Home of Heroes. (2009-2011). Land of Opportunity. Retrieved from http://www. homeofheroes. com/hallofheroes/2nd_floor/opportunity/index. html Stanford Encyclopedia of Philosophy. (2001, December 28). Affirmative Action. Retrieved from http://plato. stanford. edu/entries/affirmative-action/ U. S. Equal Opportunity Commission. (2008, September 9). Facts About the Americans with Disability Act. Retrieved from http://www. eeoc. gov/facts/fs-ada. html

History of the Christianity Contributions to the Western World

History of the Christianity Contributions to the Western World Christianity makes a lot of contributions to the Western world because the history of Westerners is closely associated with the development of Christianity. From this point, many religious aspects which are characteristic for Christianity are reflected in the social and political orders of the Western states, in morality and philosophy of the Western people.Advertising We will write a custom essay sample on History of the Christianity Contributions to the Western World specifically for you for only $16.05 $11/page Learn More It is possible to state that two important contributions made by Christianity to the development of the Western civilization are the accentuation of the significant role of family within the society and the contribution to the Westerners’ morality, philosophy, and theology with references to the Ten Commandments. Today, a lot of people are inclined to reject the significance of family as a social institution within the contemporar y society. However, it is important to pay attention to the fact that family remains to be the basic social institution discussed as a fundamental one in many sociological theories (DeMar 38-40). The focus on the importance of family and the sacrament of marriage can be considered as one of the main contributions provided by Christianity to the Western world. The sacrament of marriage and the role of family as the form of interactions between a man and a woman within the society are stated in the Bible. People can reject the significance of marriage for them, but they continue to marry in front of God in churches and discuss their families as a sense of their life. There are many aspects associated with the role and functions of spouses in marriage which are regulated from the perspective of Christianity (Morris). That is why, Christianity with its accentuation of the family’s role is influential for the development of the society with references to its basic institutions. Th e development of ethics and philosophy within the Western society is also based on the contributions of Christianity to these fields. The effective contribution to regulate the Westerners’ ethics and behaviors is the Ten Commandments (Nigosian). Christians are inclined to follow the principles described in the Ten Commandments and other ethical doctrines without asking for their justification. The Ten Commandments involve the issues connected with the people’s ethics and rights necessary to cooperate within the society. That is why, the basics of the social interaction can depend on the Ten Commandments directly or indirectly (Morris).Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More From this point, it is important to focus on the fact that non-Christians also follow the social ethical rules and norms correlated with the Ten Commandments while interacting within the W estern society. Thus, the contribution of Christianity to the development of the Westerners’ ethics and morality is obvious because the theological questions connected with the Ten Commandments are not only actively discussed within the society but also consciously followed. The progress of the Western culture and Western society is closely associated with Christianity. That is why, the Christian contributions influence almost all the spheres of the social life. The most obvious contributions are to the development of the Westerners’ beliefs, moral principles, rules, and moral norms with references to their ethics and philosophy. Thus, the Christian Ten Commandments regulate the everyday life of many Westerners according to their morality and rights. Moreover, such Christian tradition as marriage is not only a religious practice but also a significant social act which affects the progress of the society in any Western country. DeMar, Gary. America’s Christian H eritage. Nashville, TN: Broadman Holman Publishers, 2003. Print. Morris, Benjamin. The Christian Life and Character of the Civil Institutions of the United States. Powder Springs, GA: American Vision, 2007. Print. Nigosian, Solomon. World Religions: A Historical Approach. USA: Bedford/St. Martins, 2007. Print.

Profile of Richard Speck, Serial Killer

Profile of Richard Speck, Serial Killer The words Born to Raise Hell were tattooed on the arm of the tall, pocked-faced man with a southern drawl who entered a nursing students dormitory on a warm July night in 1966. Once inside he committed a series of crimes that shocked America and sent Chicago authorities on a massive manhunt for a madman who they soon identified as Richard Speck. This is a profile of the man, his life, and his crimes, both during his life and after his death. Childhood Years Speck was born December 6, 1941, in Kirkwood, Illinois. When he was six, his father died. His mother remarried, and the family moved to Dallas, TX. Before marrying her new husband, she raised the family under strict religious rules including the abstinence of alcohol. After her marriage, her attitude changed. Her new husband had violent drunken episodes, often making young Richard the victim of his abuse. Speck grew up to become a poor student and juvenile delinquent prone to violent behavior. Spousal Rape and Abuse At age 20, Speck married 15-year-old Shirley Malone and fathered a child. Specks violent nature extended into the marriage and he regularly abused his wife and her mother. The abuse included spousal rape at knifepoint, often several times a day. He worked as a part-time garbage man and petty thief but his criminal activity escalated, and in 1965 he held a woman at knifepoint and attempted to rob her. He was caught and sentenced to jail for 15 months. By 1966 his marriage was over. A Walking Time Bomb After prison Speck moved to his sisters home in Chicago to avoid being questioned by authorities for various crimes in which he was suspected of being involved. He tried to find work as a merchant seaman but spent most of his time hanging in bars drinking and bragging about past crimes. He moved in and out of sisters home, opting to rent rooms in sleazy hotels when possible. Speck, tall and unattractive, was a drug addict, alcoholic, and jobless, with a violent streak waiting to be unleashed. Speck Meets the Chicago Police Department On April 13, 1966, Mary Kay Pierce was found dead behind the bar where she worked. Speck was questioned by police about the murder but feigned illness, on promising to return to answer questions on April 19. When he didnt show, the police went to the Christy Hotel where he was living. Speck was gone, but police searched his room and found items from local burglaries including jewelry belonging to 65-year-old Mrs. Virgil Harris, who had been held at knifepoint, robbed, and raped that same month.​ On the Run Speck, on the run, tried to get work on a barge and was registered at the National Maritime Union Hall. Directly across the street from the union hall was student housing for nursing students working at the South Chicago Community Hospital. On the evening of July 13, 1966, Speck had several drinks at a bar under the rooming house where he was staying. Around 10:30 p.m. he walked the 30-minute walk to the nurses townhouse, entered through a screen door and rounded up the nurses inside. The Crime At first, Speck reassured the young women that all he wanted was money. Then with a gun and a knife, he scared the girls into submission and got them all into one bedroom. He cut strips of bed sheets and bound each of them and began removing one after another to other parts of the townhouse where he murdered them. Two nurses were murdered as they returned home and walked into the mayhem. The girls waiting their turn to die tried to hide under beds but Speck found them all but one. The Victims Pamela Wilkening - Gagged, stabbed through the heart.Gloria Davy - Raped, sexually brutalized, strangled.Suzanne Farris - Stabbed 18 times and strangled.Mary Ann Jordan - Stabbed in the chest, neck, and eye.Nina Schmale - Stabbed in her neck and suffocated.Patricia Matusek - punched resulting in a ruptured liver and strangled.Valentina Paison - Her throat was cut.Merlita Gargullo - Stabbed and strangled. The One Who Survived Corazon Amurao slid under the bed and pushed herself tight against the wall. She heard Speck return to the room. Paralyzed with fear she heard him rape Gloria Davy on the bed above. He then left the room, and Cora knew she was next. She waited hours, fearing his return at any moment. The house was silent. Finally, in the early morning, she pulled herself from underneath the bed and climbed out the window, where she huddled in fear, crying until help came. The Investigation Cora Amurao provided investigators with a description of the killer. They knew he was tall, maybe six feet in height, blond, and had a deep southern accent. Specks appearance and unique accent made it difficult for him to blend into a Chicago crowd. People who encountered him remembered him. This assisted investigators to eventually capturing him. Speck Attempts Suicide Speck found a low-rent hotel that had cell-like rooms for the patrons who were mostly drunks, drug addicts, or insane. When he discovered police knew his identity – his face and name appeared across the front page of the newspapers – he decided to take his life by cutting his wrists and inner elbow with jagged glass. He was found and taken to the hospital. It was there that first-year-resident, Leroy Smith, recognized Speck and called the police. The End of Richard Speck Cora Amurao, dressed as a nurse, entered Specks hospital room and identified him to police as the killer. He was arrested and stood trial for murdering the eight nurses. Speck was found guilty and sentenced to death. The Supreme Court ruled against capital punishment, and his sentence was changed to 50 to 100 years in prison. Speck Dies Speck, age 49, died from a heart attack in prison on December 5, 1991. When he died, he was fat, bloated, with ash-white pockmarked skin and hormone-injected breasts. No family members claimed his remains; he was cremated, and his ashes were thrown in an undisclosed place. Beyond the Grave In May 1996, a videotape sent to news anchor Bill Curtis showed Speck with female-like breasts having sex with a fellow prisoner. He could be seen doing what appeared to be cocaine, and in an interview-like discussion, he answered questions about the murders of the nurses. Speck said he felt nothing about murdering them and that it was just not their night. His old bragging habits returned as he described prison life and added, If they only knew how much fun I was having, theyd turn me loose. Source:The Crime of the Century by Dennis L. Breo and William J. MartinBloodletters and Badmen by Jay Robert Nash

Employee Motivation and Incentives Coursework Example | Topics and Well Written Essays - 1000 words - 1

Employee Motivation and Incentives - Coursework Example Another factor that can inhibit commitment is that the goals of the organization are handed down to the employees rather than having the employees participate in the development of these goals. Employee participation in the development of goals will create more commitment towards achieving these goals, which in turn can influence turnover, willingness to help co-workers and team performance in terms of quality, quantity, cost and time. Studies have shown that employee commitment may translate into a willingness to help team members and improve team performance (Bishop, and Scott 1997). On the other hand low levels of commitment to both the organization and the team have been linked to absenteeism, turnover and intention to quit. 2. Why native moods are unequal Moods are long lasting feelings and are not necessarily tied to a particular cause. A person may be in a positive cheerful mood or a negative mood and feeling down. Therefore all native moods are not equal. Employees with posit ive mood tend to do better in the workplace because they cognitively process more efficiently and more appropriately. They are more open to taking in information and handle it professionally and objectively. Positive moods are linked to high performance and stronger commitment to the organization. On the other hand, a person with a negative mood performs poorly in the workplace which is linked to poor productivity, absenteeism and turnover. Researchers have found that the mood an employee brings to work has a stronger effect on the person’s overall mood though the day and on work performance when compared to mood changes caused by events in the workplace (University of Pennsylvania 2006: 1). According to Nancy Rothbard, Wharton management professor, a business’s performance might be enhanced by efforts to help employees cope with mood-affecting influences in their private lives. This includes advising employees on how to best handle commuting hassles or offering counse ling for family problems (University of Pennsylvania 2006: 1). 3. Importance of participation and its effect on work effectiveness Employee participation is defined as any workplace process which allows employees to exert some influence over their work and the conditions under which they work (Heller et al. 1998). One of the key factors that ensure employee participation is effective communication between the management and employees. Employee participation or â€Å"employee empowerment† as is the popular buzz word, improves work effectiveness. Employees have the ability, knowledge and expertise to assume greater responsibility in the workplace and can therefore make significant contributions to their organizations. Studies have confirmed that when organizations tap into this resource and involve their employees in decision making, the overall productivity of the organization increases. Employee participation also fulfills many of their psychological needs and serves as a mot ivating vehicle resulting in greater productivity and effectiveness for the organization. Participative management therefore stimulates employee enthusiasm and willingness to carry out decisions in which they have been involved. High performance organizations are now encouraging employee participation in decision-making because they realize that employees have a legitimate right to be involved in decisions