Modernism In Works of T.S. Elliot And James Joyce Essay -- Literature

Introduction Modernism is a word that is generally use to understand new and distinctive features in the subjects, gos, concepts and styles of literature and the early(a) arts in the early decades of the present century, but especially after World fight I. (Abrams 167) More often than not Modernism engages in deliberate and radical break (Abrams 167) with some of the more traditional foundation of art and culture. Peter Childs in his book Modernism remarks Modernism has almost universally been considered a literature of not just change but crisis (p. 14, Unit Reader p. 12). This essay provide discuss and assess the value of this statement through the parts of the poem The Waste lay as well as The Love Song of J. Alfred Prufrock both of which were written by eminent poet T.S. Eliot and a short story from Dubliners named Eveline by James Joyece. Both the Poems and the short story in some way save the practical and existent picture of life and culture and the changes with in them. This essay allow for firstly discuss the poem The Waste Land secondly it will discuss The Love Song of J. Alfred Prufrock thirdly the short story Eveline from the Dubliners and lastly it will discuss the how the discussions have helped to extend the understanding of the concept of Modernism. The Waste Land Section I The Burial of the Dead This section of the Waste Land can be distinguished as a modified dramatic monolog. The quadruplet speakers in this part, who are very much frustrated by out side circumstances (a change and crisis) like war, are in dire pauperization of speaking their hearts out but find themselves surrounded by dead people. The poem uses a partial rhyme scheme. The inclusion of language other than English make... ...through made her transform in a different way. Everything for her changes even after her discission to stay in Dublin. Modernism is a very different form of literature than those which were written before the First World War. Through the poems by T.S. Eliot and the short story by James Joyce one thing was evident the stupor of war was the biggest motivation behind all three pieces of writing. Another thing that was apparent was the fact that people were more concern about their individuality at that time which became prominent in the writings as well. Modernism began in a time where the war had shattered both the exterior and the interior of European culture and people embarked on thinking differently and new forms of realisations were embarking. These new realisations and ideas were channelled through different forms of literature and art and formed Modernism.

The Never Ending Drug War Essay -- Drugs Narcotics Politics Essays

Narcotics, guns and violence, the powerful elements of the never ending war. All these elements are part of the campaign to relieve the world of the disaster that drugs so ferociously have inflicted upon America. The war, make waterd by The United States lead and government circumstances, has been fighting drug lords and opportunists. The United States has for the past three decades tell that it is in a full fledged attack against drugs and the violence it fosters. For decades billions and billons of dollars have been justified through the infamous War on drugs. The drug problem has not stopped. The money and military activity have not been enough, and the urban problem, has not been solved. It is that our governments do not have the strategic smarts to solve the problem? The United States has the largest claim of drugs in the world. While other countries also face the drug problem, The United States has spent the most and its effectiveness is questionable. Todays War on Drugs , is entirely the justification to the apprehension of many U.S. interest enemies and has been a loop hole to exploit many developing countries in South and Central America. The commerce that the narcotics create transcends the social, economic, political and cultural aspects. The corruption that the United States is trying to fight will not end as long as the organized corruption and demand in the United States is in existence.The demand for narcotics in the United States has remained very strong, and even increased, since the War on Drugs was declared. The United States continually points to the suppliers of the narcotics and foreign mafia bosses who become organizations as the primary causes of the difficulty of the War. It is portrayed by the media... ... Department of Health and Human Resources. 29 may 2014 .PBS Online. Frontline drug wars. 04 Feb 2000. PBS Online, wgbh/Frontline. 27 May 2014 http//www.pbs.org/wgbh/pages/frontline/shows/drugs/interviews/ochoajorge.html.Robi nson, Matthew B. Major Source of Data on Drug Use. JusticeBlind. 20 May 2014 .Stossel, John. Is it Time to End the War on Drugs? 30 Jul. 2004. ABCNews. 05 May 2014 Walters, John P. Drug Use Trends Factsheet. 10 Dec. 2003 Executive Office of the President Office of National Drug Control Policy. 27 May 2014 .Zinn, Howard. A Peoples register of the United States. Monroe Common Courage Press, 1980.

Jarok as a Traitor :: Star Trek Defector Essays Papers

Jarok as a TraitorA creator of a web page has good intentions to reveal to the viewer the correct information, but there is no way to tell if the creator gives an accurate representation of the information. In the episode The Defector, Jarok does non shape up to be a traitor through his actions, but the way he represents himself clearly makes him a traitor. A traitor, as defined by Websters Collegiate Dictionary, is one and only(a) who betrays anothers trust or is false to an obligation or duty. A defector is defined as one who leaves a situation often to go all over to a rival one. During the course of the episode, Jarok is a traitor to the Romulans, the Federation, and his daughter, although he is labeled in the title of the episode as a defector. During the episode, Jarok physically joins with the Federation, which can lapse one to believe he is a defector. He may have crossed over for the good of bothone, but he betrayed his country at an ideological level. He gave inform ation to the Federation, including details of the Romulan fleet, technology, and offensive. Jarok said that he had seen reports, fee receipts, and work orders for the construction of a military base. (Smith 30 Jan. 1996) He, also, stole a ship and claimed he had no other option, but there were, most likely, other options he could have resorted to. Tomalak, the head of the Romulans remarked at the end of the episode, You see, Picard, after we dissect your enterprise for every precious bit of information, I intend to display its broken hull in the center of the Romulan capitol as a symbol of our victory. It will inspire our armies for generations to come. And serve up as a warning to any other traitor who would create ripples of disloyalty. (The Defector 14 Jan. 1990) The Romulans planted misinformation knowing Jarok might betray their trust. Jarok believed he had legal information, which placed even greater value on these top secrets he shouldnt have revealed to the Federation. Wh en one obtains information from a web page, the information may not be the truth. After betraying his own country, he could have come over to the rival to act as a defector instead he represented himself as a traitor to the Federation. By using a false name, it seemed he wanted to conceal his true identity to the Federation.

The Canterbury Tales :: Essays Papers

The Canterbury TalesHistorical BackgroundThe Canterbury Tales were written in 1386 by Geoffrey Chaucer. In The General Prologue, Chaucer introduces the Monk as a rebellious somebody who does what he wants and does not follow the rules of the monastery. However, in the centerfield Ages, monks could not behave this way. They had to follow the rules of the monastery which were written by St. Benedict. They took vows as proof that they would follow these rules. In the Middle Ages, monks had to follow rules and be divided. The rules for the monasteries were written in 520 by St. Benedict. He was the leader of a monastery and wanted to write a set of rules that were not so hard-and-fast that monks would abandon their vocations(Americana, p. 542). They were simple and allowed monks to exercise their minds and live stress-free lives. The rules said that monks had to pray, perform manual labor, and study. The studying was beneficial to the monks since they were able to become well educate d. The know takege gained from studying led many monks to write books. As part of their manual labor, they hand copied books because xerox machines were not invented yet. According to the Encyclopedia Americana, in the Middle Ages, monks in monasteries were divided into sing monks and lay brothers. This was a way of dividing the work because choir monks had to recite the prayer, the Divine Office, which was a requirement in the rules. The lay brothers did the manual labor. Hand copying books in all kindredlihood took a long time and they had a lot of other work to do, like studying and praying. Monks in the Middle Ages had to follow the rules and be divided. It was advantageous to be a monk because all they did was devote their lives to studying and praying. Since they led stress free lives, they were able to concentrate on their studies. The division of monks into lay brothers and choir monks seemed like an adjustment to the rule because the work was divided whereas before, all the monks had to recite prayers and do manual labor.

A Bought Lesson Learned :: Free Essay Writer

A Bought Lesson LearnedThe moment had come for students and staff members to order and purchase school spirit attire for the 1987-1988 school term. This was ain truth raise occasion my classmates and I because nothing mattered more than being able to showcase the joyous spirit for our beloved school. Mrs. Barbati, my homeroom teacher, passed out individual catalogs from which to desex selections, and there were blink of an eye waves of highly motivated, but premature claims from any one student in the class as to what he or she would purchase. After she finished distributing the catalogs, Mrs. Babati enthusiastically suggested that every participate and recommended that no selections or purchases be made without the consent of a parent or guardian.Later that evening, I presented the catalog to my mother with no favor as to her state of mind or feeling of health. She could see the energetic nature at which I appeared yet she accepted the catalog with very tiny change in emotion and posture. My mother thouroughly reviewed the information, while subliminally granting a jovial tease as for me to display a sense of calmness in that she suggested that perhaps such release of energy could somehow be placed towards making the purchase myself, since I had saved a few coins and dollars of my own. Suddenly, an array of dissapointment overtook me because my attempt to make a very important identity claim in the name of "good ole schoolpride and spirit" had just been smoke screened by the person I had bragging(a) to love more than anyone or anthing in the world.Before giving up, the episode of being dissapointed was no longer a lasting feeling desperation and enticement were prevalent and in play. My mother drifted off into the bathroom long enough for me to ramble through one of her dresser drawers where loose change and an salmagundi of papered monies would occasionally be present. As I opened the drawer, there was a one hundred dollar bill gleaming to my eyes and resting in brisk form. Within seconds of seeing such amount of money, I cuffed it as if it was my own the valued teachings of "Thou Shall Not Steai" posed no sense of restaint as I walked away as if nothing had ever occurred.On the day the payments were due, I went to school with a sense of honorable guilt in that I was very much ashamed of my wrongdoing because my mother had previously raised questions bout the money after discovering that it was missing thoughts never occurred that I had taken the money without her knowing.

A Bought Lesson Learned :: Free Essay Writer

A Bought Lesson LearnedThe moment had come for students and staff members to order and purchase school spirit swot for the 1987-1988 school term. This was avery exciting occasion my classmates and I because nothing mattered more than being able to showcase the joyous spirit for our beloved school. Mrs. Barbati, my homeroom teacher, passed out individual compiles from which to win selections, and there were instant waves of highly motivated, but premature claims from any one student in the class as to what he or she would purchase. After she finish distributing the catalogs, Mrs. Babati enthusiastically suggested that every participate and recommended that no selections or purchases be made without the consent of a parent or guardian.Later that evening, I presented the catalog to my bring with no consideration as to her state of mind or trace of health. She could see the energetic nature at which I appeared yet she accepted the catalog with very little change in emotion and pos ture. My mother thouroughly reviewed the information, while subliminally granting a jovial tease as for me to display a maven of stoicism in that she suggested that maybe such release of energy could somehow be placed towards making the purchase myself, since I had saved a few coins and dollars of my own. Suddenly, an vagabond of dissapointment overtook me because my attempt to make a very important identity claim in the name of "good ole schoolpride and spirit" had just been smoke screened by the mortal I had grown to love more than anyone or anthing in the world.Before giving up, the episode of being dissapointed was no longer a lasting feeling desperation and temptation were prevalent and in play. My mother drifted off into the bathroom long enough for me to ramble through one of her dresser drawers where wanton change and an assortment of papered monies would occasionally be present. As I opened the drawer, there was a one hundred dollar bill gleaming to my look an d resting in crisp form. Within seconds of seeing such amount of money, I cuffed it as if it was my own the valued teachings of "Thou Shall Not Steai" posed no sense of restaint as I walked away as if nothing had ever occurred.On the day the payments were due, I went to school with a sense of honorable guilt in that I was very much ashamed of my wrongdoing because my mother had previously raised questions bout the money after discovering that it was missing thoughts never occurred that I had taken the money without her knowing.

Psychodynamic Counselling Concept Essay

In this essay I mainly discuss the theory and concepts buttocks psychodynamic counselling, followed by brief discussions of the practice and skills involved in working as a psychodynamic counsellor, and the customers experience of counselling.Theory/conceptsPsychodynamic counselling is mainly bear on with unconscious processes it takes for granted that humans possess a largely unconscious inner world. Freud argued that while the conscious mind is governed by logic, the unconscious mind is non, and functions in a very literal way, motivated only to experience pleasure, unable to delay gratification. Although Psychodynamic counselling works with the conscious mind, it mainly focuses on unconscious processes.We grant key figures in our lives e.g. p atomic number 18nts, carers, and partners are referred to as objects, and relationships with them termed object relationships. The phrase object refers to the Freudian concept of the target, or object of the instinct. Object relations hips embody not only actual relationships but also the ways that the conscious mind distorts them. The unconscious is viewed as dynamic and purposeful, having huge impact on emotions and behaviour. Psychodynamic theory posits that humans are driven by a need to remain unaware of uncomfortable truths that emerge from the unconscious, experiencing many conflicting needs and demands, e.g. between matchlesss profess wishes and those of others.To deal with conflicts people develop defences, these include repression, a form of forgetting, denial, claiming that something is not upsetting when really it is, and rationalisation, where a story is created to account for that which feels uncomfortable. task involves attributing to others characteristics unacceptable to the self, making assumptions about them based on the need to avoid threat. Psychodynamic counselling encourages the thickening to recognise and accept the troubling attribute, a process called reintrojection.To employ in pro jection a defence mechanism called, splitting, is used when one is finding it toothreatening to accept two opposing traits, much(prenominal) as macrocosm capable of both love and hate. It is natural to develop defences, but problems come with their overuse, e.g. using denial so often that problems are not faced. Applying defences too rigidly causes difficulties, and its when they start to disintegrate that individuals might seek counselling. Psychodynamic counselling holds that psychological symptoms emerge from the inner world. e.g., developmental problems or conflict may lead to anxiety or self-harm. The psychodynamic get down seeks to address these issues at their roots, as thoroughly as alleviating symptoms.Psychodynamic counselling is based on developmental theory, and asserts that childhood experiences print adult personality. It is understood that episodic memory is physically unavailable to children under three, but that implicit memory and body memory function from an earlier age. Neuroscience presently supports the concept that early emotional experiences influence brain development the psychodynamic approach posits that the client-counsellor relationship is crucial to the process of change.This is considered in terms of three concepts, the first being carry-over All those impulses experienced by the patient in relation with the analyst which are not newly created by the objective analytic item but have their source in early indeed, the very earliest object relations. The counsellor may become aware of feelings in him/herself indicating issues that the client is unable to express this is return key transference. The real relationship is that which is free of the previous two dynamics. Within the client-counsellor relationship, elements of the clients inner world erect be revealed and become available for healing (Howard, 2011, p.22-25)Practice/skillsPsychodynamic counselling employs a number of basic skills that are common to other appro aches. It shares the core values of the Rogerian approach empathy, congruence and unconditional positive regard. The ability to listen is of course crucial. Summarising and reflecting back to the client what s/he has said are necessary skills, as well as being able to say things that the client will find difficult to hear.The following are skills specific to Psychodynamic counsellingGaining informed consent involves intercommunicate the client of the nature, risks and benefits of counselling at the appropriate time not so soon as to scare him/her away, but in good time. For this purpose it is well(predicate) for the counsellor to be aware of when the assessment phase is concluding, as this is the best time to invite informed consent.The counsellors attention to the client is one element that facilitates change. The counsellor must alternate between close listening to the client and attention to how s/he will respond, alert to transference and counter transference. To be aware of both the conscious and unconscious elements of the clients communication, the counsellor must practice evenly suspended attention.The counsellor must listen to unconscious communication as well as the explicit information the client is presenting. This includes being able to consider why the client is behaving and oral presentation as they are, linking this to issues arising in transference, and being able to raise such issues with the client. The counsellor will also make interpretations based on extra transference avid connections between events, thoughts and behaviour unrelated to the client-counsellor relationship.The clients experienceInitially a client experiences the formal behaviour of the counsellor, sessions have boundaries of time, space, and confidentiality and these factors contribute to a comprehend of safety and predictability. The client should come to feel held by the counselling experience, enabling him/her to feel able to explore painful issues and memories a s afe space to humiliate ones defences, be vulnerable and be held together. Receiving a counsellors undivided attention contributes to this Dibs In Search of Self illustrates an emotionally strip childs first experiences of undivided and non-judgemental attention, enabling him to blossom in self-discovery.A client goes through a process of developing informed consent, the transference relationship begins once enough trust is established, as it may be experienced as threatening. The client develops an attachment to the counsellor as someone who cigaret help and care for them, and thus may become fearful both of their own needs and of being let down .The ending of the relationship squeeze out be painful for the client, and the counsellor should allow plenty of time to deal with issues around this.In conclusion, psychodynamic counselling functions to bring to awareness of the unconscious processes that govern the clients inner life. A variety of practices are employed in order to sup ply a client with a sense of security as well as a source of challenge in order to facilitate positive change.ReferencesAXLINE, V. M., 1990. Dibs, In Search of Self. London PenguinFREUD, A., 1937. The Ego and the Mechanisms of Defence. London HogarthHOWARD, S., 2011. Psychodynamic focal point in a Nutshell. 2nd edition. London Sage.HOWE, D., 1993. On Being a Client. London Sage

Character Study Of William Shakespeares Hamlet English Literature Essay

When talking to Polonius ( pull up 1 ) , Ophelia about becomes dense. Although she expresses herself, she does so in an exceedingly laden manner. When asked about crossroadss stamps, Ophelia responds by stating that she doesnt know what to cerebrate. This is an unfastened invitation to Polonius to determine her sentiments in any manner possible. Proof of this is in Polonius response Marry, I ll learn you believe yourself a babe By stating this, Polonius wants to pull strings Ophelia. A babe is frequently portrayed as guiltless, un-knowing, fleeceable, and easy crookd. Babies besides absorb about anything they atomic number 18 shown or told, and reiterate these things about precisely the manner they were presented. This is precisely how Ophelia is she is dumbed down in her family with her male parent. She becomes a topic of his, a figure to drive his command. This is non the merely relationship where Ophelia is pushed around.Ophelias relationship with Claudius is even worse th an her relationship with Polonius. Although Polonius uses Ophelia for aid in his Acts of the Apostless of espionage, Claudius uses Ophelia in even more evil commands, such as messing with junctures bosom. In Excerpt 2, Ophelia is in the state of affairs where she must deny Hamlet to see his response. This thought was largely formulated by the King to happen the stolon of Hamlets evident insanity. The male monarch, in an attempt to convey more stableness to his life, wants Hamlet to go stable as good. Because of this, he is willing to give the relationship between Hamlet and Ophelia to heighten his ain state of affairs. Claudius asks Ophelia to return Hamlets letters. Ophelia has no pick by to follow and as a consequence destroys her relationship with Hamlet.The promote relationship with Ophelia is similar to the Kings relationship with Ophelia. The sissy is in a really commanding relationship ( as seen in Excerpt 2 ) ( Madam I wish it may ) with Ophelia. But, it is for a severa l(predicate) ground. The King controls Ophelia as a device to break his ain state of affairs. The Queen utilizations Ophelia to bring out the jobs with Hamlet ( out of echt attention for Hamlet ) . But, the Queen is highly nescient and fails to recognize that her actions are really aching Hamlet more.The nearly interesting and most cryptic relationship is the connexion between Hamlet and Ophelia. Near the beginning of the drama, Ophelia references to Polonius an act of Hamlets that can be interpreted as confidant ( Just predating Excerpt 1 ) . Hamlet seemingly writes infinite letters to Ophelia during this clip, and it isnt until Ophelia ( non by pick ) returns Hamlets letters that their relationship alterations. Ophelia goes from being in love with Hamlet to feel foring him ( O, what a baronial head is here oerthrown ( III.i, 163 ) ) . On the other side, Hamlet is amused by the full experience. He to the full realizes what is traveling on with Ophelia, Claudius, and Polonius and h e finds it entertaining. From that office on in the book, Hamlet uses Ophelia as some kind of amusement. BUT, deep down, it is evident that Hamlet is still really much in love with Ophelia.Ophelia has different types of relationships with different characters. The King uses Ophelia for his ain personal addition. Polonius uses Ophelia for aid in his Acts of the Apostless of espionage. The Queen utilizations Ophelia to happen out more about Hamlets issues. And Hamlet uses Ophelia for amusement. But, through and throughout the book Hamlet remains in love with Ophelia. All of these utilizations for Ophelia make her the biggest tool of Denmark.The motive of moving Ophelias functionThroughout the drama, Ophelia is forced into state of affairss of moving to carry through the command of others. The most prevailing of these state of affairss is where she must return Hamlets letters, a statement that she doesnt want/love him. This function of moving is meant to carry through Claudius, Poloni us and the queen purposes, which fit two other motives in the drama misrepresentation and espionage. Ophelias moving was merely a portion of the larger programs of misrepresentation and espionage. Although Ophelia had literally no influence in the planning of the misrepresentation and espionage, she helped to transport it out, and is hence merely every bit guilty as the other plotters.Flowers Ophelias Connection to FlowersOPHELIAThere s rosemary, that s for recollection pray,love, retrieve and there is Viola tricolor hortensiss. that s for ideas.LaertessA papers in lunacy, ideas and recollection fitted.OPHELIAThere s fennel for you, and aquilegias there s herb of gracefor you and here s some for me we may name itherb-grace O Lords daies O you must have on your herb of grace witha difference. There s a daisy I would give yousome violets, but they withered all when my male parentdied they say he made a good terminal, ( Sings ) For bonnie sweet Robin is all my joy.( IV.v, 199-210 )O phelia chooses her flowers carefully. In making so she represents each of the characters in their ain manner, uncovering even more who they rattling are.Rosemary/Pansies Laertes Remembrance of Polonius, maintain the memory of their male parent alive.Fennel Claudius Obsequiousness of Ophelia, reflects their relationship.Columbine Claudius Infidelity, non faithful in love for household and others.Rue Queen/Herself Grief, mourningDaisy Queen Dishonesty, fraudulence ( Queens headlong matrimony )Violets Hamlet Fidelity and truthfulness, Hamlet through his ain prevarications has helped destruct their relationship.This leads me to believe that possibly Ophelia isnt rightfully fruity, possibly shes merely improbably angry and is blinded by her choler. She must hold put an atrocious sum of idea into these flowers, more than any insane individual can take the clip to make. I believe that she merely reached a breakage point she no longer wants to be used. The Tool of Denmark has broken. c ommunication channel Flower Meanings fromhypertext transfer protocol //aboutflowers.com/flower-a-plant-information-and-photos/meanings-of-flowers.htmlandhypertext transfer protocol //www.800florals.com/care/meaning.asp

Some Like It Hot

You mustiness complete BOTH parts of this section. Format Each part must be indite under the separate headings. Present each of your observations as a bullet point. Each bullet point should identify your observation, indicate how and why this technique is used, and bankers bill the significance of this technique. Note that you only acquit appear. 0 words per bullet point, since all ten bullet points are limited to 500 words, so you must be concise. Each part has a series of terms/concepts which are there to help you think about the points you want to make.You do not have to discuss each of these terms they are provided as a guideline. You must write about the SAME film that you choose for your close reading in Section II. A) Sound (5 marks, or 1/3 of 1 5%) Using bullet points, identify five (5) key elements of the way that sound, music, confabulation and/or silence are used in the sequence, and provide concise examples. If relevant, you may also consider film elements that stand in for sound, such as mute film titles.Possible elements you may (but do not have to) consider in your five observations dietetic and non-dietetic sound synchronous and asynchronous sound music dialogue silence sound-image relations effect of soundtrack on characterization, etc. Onscreen and officered sound Using bullet points, identify five (5) key elements of editing in the sequence and concisely note the significance of the way each is used. Order of shots duration of shots shot transitions (I. E. , type of cut) nonentity editing or breaks in continuity rhythm and abuse of the edit editing principles effects of cuts, etc.Short Essay (500 words) Putting It All Together (5 marks, or 1/3 of 1 5%) Write a pithy essay, with a brief introductory and concluding statement, that interprets your selected sequence in relation to the films narration and thematic concerns. Taking into consideration soundtrack and editing, discuss how this sequence elaborates the narrative essence a nd main themes of the film as a whole. You should focus your points on the selected sequence, but strive to make injections to other parts of the film when/as relevant.You may arrest on your technical observations from Section I to support your points here, but do not simply repeat your bullet points from the earlier section. Possible questions to consider (this is a guideline only, to help with brainstorming) What tools of narration are used? How does editing function as a tool of narration in this sequence? How does soundtrack support and mend the narration? What is the function of the sequence in the overall narrative structure of the film? Hint You MUST grab the clip provided several times to do well on this assignment.To have a clear understanding of what your chosen film clip is about and how it fits within the narrative context, you will need to watch the whole film. ASSESSMENT CRITERIA the criteria below. What were looking for in Section l accurate technical understanding insightful analysis (that is, how well you interpret the significance of the techniques kind of than Just describing them) good choice of examples (from the clip) substance with succinctness (appear. 50 words per bullet point) What were looking for in Section II analysis of how technical elements (e. G. Ration, editing, sound) take on in combination with one another engagement with film theme(s) as supported by technical observations coherent essay structure focused on insightful, key points clarity of prose and correct English usage

Disadvantages Early Marriage

Many people are marrying early these days. They would like to get into matrimony as concisely as their courtship is over. Tying the knot is important to strengthen their relationship. They feel settling down in behavior early would help them set up their independent home.Whatever may be the advantages of settling down early in life, the fact remains there are problems to be faced if integrity gets into matrimony too quickly.Examples are1. Responsibility has to be shouldered at a very young age. One has to take on household responsibilities, chela rearing right etc. There is no adult to guide or help out.2. Missing out on the fun of teenage life and being young. The drudgeries of married life displace get to you. They deprive you of your youth.3. Health also can get affected as early pregnancy can have a negative impact on overall health.4. Breakdown of marriage is possible. Often the young couple is immature to shoulder major responsibility and end up fighting with from each on e other. Adjustment problems may arise.5. Education also gets affected. The young couple may not be able to adopt higher education as they have to take on the responsibilities of family budget.6. Work opportunities are limited for the youngsters. Since their education levels are low, they cannot get highly paid jobs.7. legal transfer up minorren may be difficult. Their knowledge of child care may be limited and parental guidance is also not there. They may not be able to provide the appropriate care for their child.Marrying early may seem very romantic and convenient, but it has its problems. Couples need to get to know each other better and this takes time. Rushing into a marriage, which may not last long does not appear the right thing to do. In some countries, where child marriage is prevalent, efforts are on by respective Governments to dissuade such a practice.

Ethical Leadership in Organizations Essay

respect competent spark advancehip is attractership that is involved in wind in a manner that respects the rights and dignity of others. As leading are by nature in a position of social power, honourable leadershiphip focuses on how leaders use their social power in the decisions they make, actions they engage in and ways they influence others. Leaders who are honorable exhibit a level of integrity that is important for stimulating a hotshot of leader trustworthiness, which is important for followers to accept the vision of the leader.Leaders who are estimable are people-oriented, and also aware of how their decisions impact others, and use their social power to serve the greater inviolable instead of self-serving interests. Motivating followers to establish the needs or interests of the group ahead of their witness is another quality of ethical leaders. Motivating involves engaging others in an intellectual and emotional commitment amid leaders and followers that ma kes both parties equally responsible in the pursuit of a common goal. Ethical leadership falls at heart the nexus of inspiring, stimulating, and impractical leader behaviours that make up transformational and charismatic leadership. Ethical leaders assist followers in gaining a sense of personal competence that allows them to be independent by encouraging and empowering them.What is Ethical Leadership?One typical response to the ethics crisis in billet is a clarion call for more ethical leadership, yet thither are few explanations of what exactly is meant by the term. Many executives and billet thinkers believe that ethical leadership is simply a matter of leaders having unspoiled character. By having the right harbors or being a person of strong character, the ethical leader can set the example for others and extend any temptations that may occur along the way. Without denying the importance of good character and the right values, the reality of ethical leadership is far mo re complex and the adventure are much higher.Over the past 25 years, in talking to executives in a number of industries to the highest degree(predicate) the problems of how to lead in a humanness of great changeglobalization, democratization, and incredible technological advanceswe birth identified a number of touchst whizs for the idea of ethical leadership. Our experience is often contrary to the picture of duty executives star finds in public discussion where they are often seen as greedy, competitive, and barely concerned with compensation. In fact most executives want to be efficient in their jobs and to leave their companies and the world a better place, creating value on both fronts for those whose stretch outs they affect.Our view of ethical leadership takes into delineate not only the leader but also his constituents (followers and key stakeholders), the context or situation that the leader and constituents face, the leaders processes and skills, and the outcomes that result. Leaders are first and foremost members of their own organizations and stakeholder groups. As such, their purpose, vision, and values are for the benefit of the entire organization and its key stakeholders.Leaders see their constituents as not expert followers, but rather as stakeholders strain to achieve that same common purpose, vision, and values. These follower and stakeholder constituents have their own individuality and autonomy which must be respected to maintain a moral community.Ethical leaders embody the purpose, vision, and values of the organization and of the constituents, within an understanding of ethical ideals. They connect the goals of the organization with that of the internal employees and external stakeholders.Leaders work to create an open, nonpartizan conversation, thereby maintaining a charitable understanding of different views, values, and constituents opinions. They are open to others opinions and ideas because they know those ideas make th e organization they are leading better.Characteristics of Ethical LeadersIn like a shots turbulent world, ethics and values are present at a number of levels for executives and managersleaders who devote their time and energy to leading the process of value creation. This broader concept of ethical leadership empowers leaders to incorporate and be explicit about their own values and ethics. The following list provides a framework for developing ethical leadership. It is based on the observations of and conversations with a host of executives and students over the past 25 years, and on readings of both popular and scholarly business literature. Written from the perspective of the leader, these ten facets of ethical leaders offer a way to understand ethical leadership that is more complex and more profitable than just a matter of good character and values.It is important for leaders to tell a compelling and morally rich story, but ethical leaders must also embody and live the story. This is a rugged task in todays business environment where allone lives in a fish bowlon public display. So many political leaders fail to embody the high-minded stories they tell at election time, and more recently, business leaders have become the focus of similar criticism through the revelations of numerous scandals and bad behaviours. chief executive officers in todays corporations are really ethical contribution models for all of society.1. Articulate and embody the purpose and values of the organization.Following a series of unethical activities by Citigroup employees in Japan in 2004, new chief operating officer Chuck Prince fired several executives, publicly accepted responsibility and bowed apologetically to Japanese officials. Not only did Princes message resonate within Japan, but it also signalled a new era of shared responsibility within the culture of Citigroup where every employee was expected to take ownership for their decisions that affected the enterprise.2 . revolve about on organizational success rather than on personal ego.Ethical leaders understand their place within the larger network of constituents and stakeholders. It is not about the leader as an individual, it is about something biggerthe goals and dreams of the organization. Ethical leaders also recognize that value is in the success of people in the organization.In 1998, in a bold gesture demonstrating how he valued the companys line employees, Roger Enrico, former Chairman and CEO of PepsiCo, chose to forego all but $1 of his salary, requesting that PepsiCo, in turn, contribute $1 million to a scholarship fund for employees children.In a similar manner, the founders of JetBlue began a process of matching, from their salaries, employee donations to a charity. Today, their entire salaries go to the JetBlue Crewmember Catastrophic Plan charity, to assist staff with crises not covered by insurance. The point of these examples is not that ethical leaders donate their salaries to charities, but rather that ethical leaders identify and act on levers, such as employee loyalty, that drive organizational success.3. Find the best people and develop them.This task is fairly banner in different models of leadership. Ethical leaders pay special attention to finding and developing the best people precisely because they see it as a moral imperativehelping them to lead better lives that create more value for themselves and for others. Finding the best people involves taking ethics and character into account in the selection process.Ethical leaders pay special attention to finding and developing the best peopleMany CEOs have said to us that judging someones integrity is far more important than evaluating their experience and skills. Yet, in many organizations, employees are hired to fill a bad-tempered skill need with little regard to issues of integrity.4. Create a living conversation about ethics, values and the creation of value for stakeholders.Too often busin ess executives think that having a laminated values card in their wallet or having a purely compliance approach to ethics has solved the ethics problem. sate it to say that Enron and other troubled companies had these systems in place. What they didnt have was a conversation across all levels of the business where the staple fibres of value creation, stakeholder principles and societal expectations were routinely discussed and debated. There is a fallacy that values and ethics are the soft, squishy part of management. Nothing could be further from the truth.In organizations that have a live conversation about ethics and values, people hold each other responsible and accountable about whether they are really living the values. And, they expect the leaders of the organization to do the same. Bringing such a conversation to life means that people must have knowledge of alternatives, must choose every day to stay with the organization and its purpose because it is important and inspir es them. Making a strong commitment to bringing this conversation to life is essential to do if one is to lead ethically.Most people know the story of Johnson and Johnsons former CEO Jim dispatch and the Tylenol product recall in the 1980s in which, at a great short-term financial cost, he pulled all potentially tampered-with products off the shelves, thereby keeping the publics trust intact.The slight well-known vertebral columnground to this story, however, is critical to understanding the final outcome. Well before the Tylenol crisis hit, Johnson & Johnson had held a series of challenge meetings all around the world, where managers sat and debated their Credo, a statement of their purpose and principles of who they wanted to be as a company. The conversation about ethics at Johnson & Johnson was alive, and in many ways made Jim Burkes choice about handling the situation clearer than it otherwise would have been.5. Create mechanisms of dispute.This needs to be made part of the organizational culture, not just a line item in a compliance program document. Some companies have used anonymous e-mail and telephone processes to give employees a way around the levels of management that inevitably spring up as barriers in large organizations. Many executives also have used skip level meetings where they go down multiple levels in the organization to get a more realistic view of what is actually going on.General Electrics famous workout processwhere workers meet to decide how to fix problems and make the company betterwas a way for front line employees to push back against the established policies and authority of management. All of these processes lead to better decisions, more engaged employees, and an increased likelihood of avoiding damaging mistakes.In a company that takes its purpose or values seriously, there must be mechanisms of pushing back to avoid the values becoming stale and dead. Indeed, many of the current corporate scandals could have been prevent ed if only there were more creative ways for people to express their dissatisfaction with the actions of some of their leaders and others in the companies. The process of developing these mechanisms of dissent will vary by company, by leadership style, and by culture, but it is a crucial leadership task for value creation in todays business world.6. throng a charitable understanding of others values.Ethical leaders can understand why different people make different choices, but still have a strong grasp on what they would do and why. Following twenty-seven years in South African prisons, Nelson Mandela was still able to see the good in his jailers. After one particularly vicious jailer was being transferred away from Robbins Island because of Mandelas protest and push back, the jailer turned to Mandela and stated I just want to wish you people good luck. Mandela interpreted this statement charitably as a sign that all people had some good within them, even those caught up in an evi l system. Mandela felt that it was his responsibility to see this good in people and to try and bring it out. One CEO suggested that instead of seeing ethical leadership as preventing people from doing the wrong thing, we need to view it as enabling people to do the right thing.7. ramp up tough calls while being imaginative.Ethical leaders inevitably have to make a lot of difficult decisions, from reorienting the companys strategy and basic value proposition to making individual personnel decisions such as working with employees exiting the organization. Ethical leaders do not attempt to avoid difficult decisions by using an excuse of Im doing this for the business. The ethical leader consistently unites doing the right thing and doing the right thing for the business.The idea that ethical leadership is just being nice is far from the truth. Often, exercising moral imagination is the most important task. Mohammed Yunus founded the Grameen Bank on such moral imagination. By taking t he standard banking practice of only lending to people with collateral, and turning it on its head, Yunus spawned an industry of micro-lending to the poor.The Grameen Banks motto is that poverty belongs in a museum. In addition to having one of the highest loan repayment rates in the banking industry, the banks program of lending to poor women in Bangladesh to start businesses has helped millions of them to be able to feed themselves.8. Know the limits of the values and ethical principles they live.All values have limits, particular spheres in which they do not work as well as others. The limits for original values, for instance, may be related to the context or the audience in which they are being used. Ethical leaders have an acute sense of the limits of the values they live and are prepared with solid reasons to defend their chosen course of action. Problems can arise when managers do not understand the limits of certain values.As an example, one issue common to the recent busin ess scandals was that managers and executives did not understand the limits of putting shareholders first. Attempts to artificially keep stock prices highwithout creating any lasting value for customers and other stakeholderscan border on fanaticism rather than good judgment. Ethics is no different from any other part of our lives there is no substitute for good judgment, sound advice, practical sense, and conversations with those affected by our actions.9. Frame actions in ethical terms.Ethical leaders see their leadership as a fully ethical task. This entails taking seriously the rights claims of others, considering the effects of ones actions on others (stakeholders), and understanding how acting or leading in a certain way will have effects on ones character and the character of others. There is nothing amoral about ethical leaders, and they recognize that their own values may sometimes turn out to be a poor guidepost.The ethical leader takes responsibility for using sound moral judgment. But, there is a caution here. It is easy to frame actions in ethical terms and be perceived as righteous. Many have the view that ethics is about universal, inviolable principles that are carved into stone. We need to start with principles and values, and then work hard to figure out how they can be applied in todays complex global business environment.Principles, values, cultures, and individual differences often conflict. Ethical leadership requires an attitude of humility rather than righteousness a commitment to ones own principles, and at the same time, openness to learning and to having conversations with others who may have a different way of seeing the world. Ethics is best viewed as an open conversation about those values and issues that are most important to us and to our business. It is a continual discovery and reaffirmation of our own principles and values, and a identification that we can improve through encountering new ideas.

Break even

Breakeven is the point at which the company is non generating either gathers or losses. This is the point at which the company is generating just the level of revenue which compensates for twain the variable costs and the set(p) costs. Variable costs fluctuate with the level of patients arriving for the scans. The greater the number of incoming patients for MRI scans, the greater the variable costs. However the dictated costs, which involve the lease payments, which are periodic, will not vary regardless of the number of patients coming in for the scan. hence, while greater number of patients means greater variable costs, it also means that in that location will be greater scope for the company to cover the fixed costs. That is of course given the fact that the price is higher than per unit variable cost. That is the case under the present scenario. The price that separately customer pays for an MRI scan is $2 blow while the cost that the company has to buzz off for each sca n is $1200. The difference between the price and the variable cost goes towards covering the fixed costs. That is why the breakeven equation stands as it does.As mentioned before, breakeven is the point at which there are neither profits nor loses for the company. As a result profit at this point can be considered as zero. The level of sales at which profit is zero means that under the present circumstances, the number of MRI scans that the hospital has per conformityed cover for not only the variable costs only fixed costs as well. In the present scenario the payment that the hospital receives in return for performing the MRI scan is $2100 which is much higher than the cost of performing that scan which is $1200. Therefore, the company will have no problem in covering for the variable costs.What the hospital has to worry about is covering the fixed cost. Therefore the objective here is to determine the number of patients at which the difference between total revenue and total vari able costs equals the fixed costs. The equation generates the 100 patients that R Squared must scan each month to cover not only the variable costs of performing each scan but also the fixed costs of operating the MRI scan equipment. 100 patients indicate the minimum number of patients that R Squared must scan each month in order to be able to stay in business, i.e. get back two the variable cost and the fixed costs. However ecumenic Hospital is ensuring 125 patients each month. This is very good for R Squared because at that number of patients, the hospital will be generating a level of profit that is higher than the $10000 calculated in question 2. Therefore R Squared will accept this contract. Question 4 If R Squared does not accept this contract it could reach an agreement with General Hospital whereby part of the costs for operating the equipment could be borne by General Hospital.This will reduce both the variables costs and the fixed costs for R Squared. In that scenario th e management of the company could afford to accommodate a lower number of patients as it has to cover for a lower level of costs. Of course since 125 patients on a monthly basis means nearly $22500 of profits, there is no reason for the management not to accept this contract. However the management could be targeting a higher level of profits from its MRI division. In that case, a strategic alliance in the form of cost sharing as mentioned before could help both parties reach an agreement.

No Zero Policy Essay

In most schools in some(prenominal) states, teachers and parents consider a grade of zip fastener acceptable for neither homework. It is jet for teachers to allow zeros for late or slacked off assignments. Unfortunately, few teachers or parents question the applyfulness of the consequence, and disciples continue to reap the consequences without benefit. Giving zeros as an punished stripement produces blow rather than performance. Administrators conjure up the fact that raising questions about grading procedures could induce powerful emotional responses from all the teachers. Even when school policies exist, teachers often yield from the prescribed standard to reflect the teachers personal preferences for evaluating students. Grading policies usually develop from teachers personal school experiences without questioning or considering the validity of the process. some teachers agree that grades are a measurement of information and should reflect the effort of the student rat her than the knowledge. However, umpteen grading policies promise zeros for things like non doing homework, having unelaborated or late assignments, being tardy, coming to class without books, chewing gum, or failing to follow through with any other required classroom rules. Unfortunately, many teachers combine behavior issues with a students academic measurement. Giving zeros for behavior issues is an inaccurate reflection of the students academic performance. Academic measurement should only measure l gulling.A zero is a mathematically imbalanced measurement as the normal grading plate for most school. Conant using the unbalanced tipped scale for trustworthy performance classes. Letter grades usually have a ten point range or less. For instance, A would be 90-100, B is 80-89, C is 70-79, D is 60-69. Using this method, an evaluation for an F should be F as 50-59. It is not required for the F to deem 59 points (0-59) while all other grades carry 10 points. An A averaged with a n F should make a C. However, if the A is 100 and the F is 0, averaged they equal a 50 which is still an F.Teachers usually use zeros to motivate students to do better. However, zeros kill motivation. Two zeros, whether just or unjust, can destroy a good average. Zeros produce a sense of hopelessness and certain failure. Many students fail courses due to a lack of organizational abilities rather than defiance. When teachers give zeros for homework assigned for extra credit rather than for the actual learning process, they are using grades as a behavior punishment. Recording a failing grade for assignments not intended for the means of simple knowledge is not reasonable. Assigning zeros for homework issues is especially common for students with organizational issues and dysfunctional homes that lack parental support.The grade of a zero does not benefit the motivation of a childs education. Students through laziness take zeros as an easy way out of doing the assignment. Students often avoid assignments like research papers, essays, and reports by winning a zero instead of doing the work. The student barely passes to the next grade without having gained these vital learning experiences. Students with organizational problems do not increase performance skills through the automatic zero. Neither does the automatic zero help students who do not understand the assignment gain the knowledge intended. In fact, the automatic zero threatens failure.Teachers accept to use logical consequences rather than a full blown zero when work is not completed. There are several possible alternatives to giving a zero. The school can include tardiness and other behavior issues in its own discipline policy rather than in the grading system. If the teacher must give a failing grade, give a grade no more than ten points lower than the last passing grade to make the measurement equitable.The teacher can have a homework detention hall after school to help those who struggle with completi ng assignments. The student receives a grade of incomplete until the student completes major assignments such as research papers, essays, and reports. The final average for the term is recorded only when the assignments are all received and graded. The student cannot earn credit for the course until these valuable assignments are completed and turned in. A minimal passing grade would be appropriate for extremely late assignments.For many years teachers have followed grading procedures learned from their teachers without evaluating their effectiveness or appropriateness. Grades should measure academic learning not the slacking effort of the student, for they may have their reasons. Receiving a zero for not putting your name on a paper or failing to do homework does not reflect a students lack of knowledge. Zeros promote failure rather than the student gaining more knowledge. Three 100s averaged with one zero gives a score of 75. The zero forces failure and is not an evenhanded measur ement of learning. Anything that is inequitable is unjust. If it is unjust, it is unethical. Therefore, giving zeros as an academic measurement is not proper to the safe learning environment of uplifted Schools.

Everest Report Essay

The Everest poser is a separate and police squad exercise that encourage us to play a unique role of a squad of hikers, attempting to r separately the tallness of Mount Everest. The modeling is designed so that elements ar dependent on all(prenominal) otherwise and be boost to scat collectively in army to gain the highest group goal outcome possible maculations simultaneously terminate as much personal goals as the members can.The purpose of the report is to allalyse the aggroup up invite while applying a range of subjects, concepts and theories that is learnt in the course managing people and organization to out start out, illustrating the1. Group and police squad ups2. forcefulness and Conflict3. attitudes, erudition and geniusThe theoretical account requires team members to be able to lead, to participate and to communicate and trigger off severally other effectively while reservation critical decisions in chemical reaction to different situations and helping in severally bes of the simulation while considering the different info each members received and the bouting or argue interests of each members.The experience gives us a first-hand insight into works as a team, it has enabled us to trace the bene pass aways and the potential difference paradox of working in a team or work group in the coetaneous and dynamic business environment. We experience how conflict, motive, collective thinking, and attitudes can be managed and influence to either benefit the team performance or hinder it.The Everest group simulation is a web-based simulation/ exercise produced by the Harvard occupation School Where five or six students are placed into a formal group and each are assigned individual, unique and vital role to play by the system. Additionally, each individuals are devoted specific goals/mission in respect to their roles. The students are encouraged to work collectively as a team of hikers attempting to distribute the summit of Mount Everest, whilst completing as many team and individual goals as they possibly can. The simulation covers a range of subjects, concepts and theories that is learnt in the course managing people and organization, illustrating the4. Group and teams5. Power and Conflict6. attitudes, perception and personalityThe simulation requires team members to be able to lead, to participate and to communicate and motivate each other effectively while making critical decisions in response to different situations and circumstances in each shows of the simulation while considering the different schooling each members received and the conflicting or opposing interests of each members.GROUPS AND TEAMSUsing Tuckers five stages of group devleopment as the basis on describing the Everest Simulation.The forming stage began when every students were randomly assigned to a temporary team of 5 or 6 for the purpose of completing the everest simulation. During the tutorial, the team members had the chance to briefly introduced themselves and then proceed to discussing the team contract and at the end, members exchanged personal information as described by Tuckman (Maples 2008) . There was anxiety as we were stangers at first, curiosity of how the simulation experience will look like, and positive expectation for the team, as desrcibed by Lacoursiere and Spitz (Tuckman 1977).It is authoritative to note that when using Tuckers five stages of group development(Tuckman 1977) to describe our team experience, our team did not proceed sequentially from unmatched stage to the next ie. from forming to storming, averageing performing and lastly adjourning, as described by Tucker (Tuckman 1977). Rather, our group tends to on occasion regress back to previous stages of group development as our team is always moving back and forth between the storming, norming and performing stage.The storming stage occured when our team were discussing the team contract. This stage is described by Tuckman as characterised of intragroup conflict (Tuckman 1977) For example, Everyone had their own opinions on which communication tool to procedure before, during and later the simulation and had their own preference on the location to meetup to run the simulation.We proceed to the norming stage when conflict of opinions are identified during the team contract. Noting that we were all strangers, the team contract discussion went smoothly as everyone was demonstrating a positive attitude and behaviour with take in gotableness driven by the desire to get along and to be accepted by one another, and to avoid any serious potential conflict.Tuckman described this procces as devleoping group cohesion (Tuckman 1977) (Maples 2008) .The day and time to meet for the simulation was established rather quick as no one was traveling or had conflicting schedule. Although there were few suggestions of location to meet up previous the simulation, a solution came up rather quickly.The team decid ed to use communication tool, i.e. mobile band or email before and after thesimulation as to discuss any further issues/ riddle prior and after the simulation. However most of the time our communication is via email. For the day of the simulation, the whole team member concur on meeting and communicating face to face.We regressed back to the storming stage when prior to the first stage of the simulation, roles are given to us i.e. Leader, Marathon runner, environmentalist, photographer, physician and observer and individual and team goals are assigned. In this stage, new problems and issues are addressed and conflicting opinions are voiced out by each member. i.e. How is the team divergence to simultaneously meet the team goals and personal goals as well as reaching the summit while avoiding being rescue.We move forward to the norming stage again when when roles and relationship has been accepted and familiarized, and personal goals has been reviewed as described by Tuckman (Mapl es 2008) team contract was also refereed back to in order to remind nigh members of how we are going to proceed throughout the simulation. During this stage, there was cohesiveness, cooperation and collaboration as described by Maples (maples 2008) between members as everyone wanted to achieve our primary goal of reaching the summit as a team. Our team undergo the performing stage when completing round 1 of the simulation after problem induct been solved and final decision soak up been made (maples 2008).However, our team regressed back to the storming stage when new problems occurred at round 2 and new conflicting opinions are raised by team members. This trend of going back and forth between storming and performing stage continue to occur as our team progresses to each new rounds, new problems are presented such as frostbite or changing health curb forcing our team to regressed back to the storming stage. Unfortunately the end results of team goals and my individual goals ind icated a bad performance by our team.This is the adjourning stage of our temporary group where the Everest simulation is completed, roles and duties are terminated as described by Tuckman (Maples 2008), and the members are concern with the disengagement and termination of the group as described by Braaten (Tuckman 1977). To both(prenominal)members, there is about smell of achievement i.e. 2 out of 5 reached the summit, to others, there might be some sense of regret as we know we could of done better. After the simulation, we continue to discuss about the simulation experience via email and face to face.Analysis on experience based on groups and teamsIt was beneficial that our team agree to meet face-to-face rather than communicating virtually when caterpillar tread the simulation. It reflects the feature that our team is considered a next team described by Algae as having little experience as an intact team or share no past write up with team members but expects to befuddle an extended incoming with fellow members. (Algae 2003) Further much, the simulation is designed so that each members are interdependent of each other payable to their roles and task in the simulation as a result, our team is motivated to be plain-spoken and bank with one another during the simulation and tend to share information prior the simulation and during the archeozoic stages of the simulation similar to the argument of Algae. (Algae 2003)Our team has also set certain standards and norms during our team contract discussion which members are expected to follow, i.e. expected individual attendance, being punctual and participate and engage in discussion and active agent listening we believe that the later(participation) will benefit our team decision-making process during the simulation.While our team tends to be render and communicative during the early stages by expressing their opinions and generating divers(prenominal) alternatives for decision making, we tend to be less engage in decision making during the later stages of the simulation. Consequently, 3 out of 5 of our members were rescued off the mountain after round 3. I suspect that we have fallen into the trap of group-think where some of the members adopt an agreeableness personality and hence may have contribute to poor decision making as described by Charles (Charles 1997).As we are a self-managing team, evidently we tend to be cohesive and emphasized excessively on majority voting and support our team goals rather than our own personal opinion therefore lend tothe occurrence of group-think, and this is similary argued in Charles article (Charles 1997) Additionally, I felt that we have also forgotten about the team contract and the norm that we have set which states we must contribute to the decision-making process, as we do not occasionally refer back to the contract.What could have been done to reduce group-think is to develop a strong group norm/culture that values debate and disa greement from group members and to continuously bear on and encourage team-think characterized of divergent views, open expression and discussion of collective doubts (Charles 1997).Power and ConflictAnalysis of experience based on power and conflictTo what extent of power each member has wasnt important as members were treated with bear on importance as the simulation is designed so that we are interdependent on each other. Furthermore, we agreed to adopt a shared leadership therefore everyone would feel equal, valued and involved. Although the leader was assigned to have the higher power due to his higher position in the hierarchy within the team, team members did not express any concern or demonstrate any negative attitude in response to his role. According to Bachrach, Baratz and Dahl, power is define as the ability to influence others to do something that it would not otherwise have done (politis 2005). By accepting this definition, our team did not exercised power enough to promote conflict during the simulation.Our team tends to hold a strong traditional view of conflict where conflict is seen as a problem that should be minimize or suppressed rather than the contemporary view of conflict where differences in opinions, alternatives and opposing views can be a positive sign teams in terms of decision making, as utter by Hellriegel (Darling 2001). As a result, our team only engaged in numerous minor take aim of conflict. For example, during the team contract discussion, members freely and comfortably expressed their different opinions of locations that they find suitable to meet up. The fact that weare all strangers, gives us the incentive to avoid high direct of conflict that may erupt personal feelings and threaten relationships.As we progress through further rounds, I notice how it took a comparatively shorter amount of time to make the final decisions in response to new problems and to proceed to the further stages. For example, when distribut ing the cannister prior to proceed to the summit, there wasnt a single opposing view by any of the other team members. This may indicate that the team members have continuously avoid conflict. Consequently, we did not achieve a high proportion of our team goals and my own personal goals. This trend supports Chens battleground and Songs argument that adopting an avoiding conflict management behavior reduces teams innovation performance. (Chen 2012) finish may also play a part in our attitude towards conflict as we are all of Asian heritage as Chen argued that Chinese managers rely on an avoiding style because of their relatively high value on conformity and tradition but US managers rely more on a competing style because of their relatively high value on individual achievement. (Chen 2012)Something that is noteworthy from our team experience is the connection between avoiding conflict management and group-think which both occurred during our simulation, Cheng argued that adopting a n avoiding behavior makes it very difficult for team to perform open discussions or generate alternatives for decision making as seen in our team experience and therefore leads to the occurrence of group-thinks. (Chen 2012) As a result, What was lacking in our team is the persistent promotion of conflict in the later stages of the simulation Consequently, it lead to a avoiding behavior and higher occurrence of group-think.Amason noted 2 types of conflict, cognitive conflict, that improve teams effectiveness by encouraging team members to participate in decision making and generate variety of ideas and opinions and affective conflict, that hinders team effectiveness by provoking hostility and distrustfulness among members. (Amason 1995). The leader should have consider using his legitimatepower to promote cognitive conflict and encouraged members to comfortably and freely voice out objection or opinions.As I identify myself as an introvert, I tend to have a habit of not voicing out my opinion or express my view that may be in conflict with the other members decisions this has happen in some occasion during the simulation. For example, when the environmentalist and myself are both in a weak condition, the doctor suggest that music should be given to the environmentalist and I agree without considering the situation for myself and the environmentalist.Another example, is when the leader announce the diffusion of canister, I didnt question his method however I was concern consequently I did not make it to the summit as I ran out of oxygen. As Webb hypothesized, extroverted persons would participate more actively in group interaction than would introverted persons (Webb 1982) I find myself valuing personal feelings in surface level and tend to have strong view about traditional conflict therefore have the scabies to avoid conflict.Attitudes, Perception and PersonalityAnalysis of experience based on attitude, perception and personalityDuring early stages of the simulation, our team was demonstrating a positive personality and attitude towards the simulation and other team members with openness and trust. Consequently, We were promoting organizational citizenship behavior(OCB) while simultaneously avoiding any workplace misbehavior. This is supported by Chiaburu findings that emotional stability, extraversion and openness promote higher citizenship relative to conscientiousness and agreeableness (Chiaburu 2011).This behaviors was partly due to the fact that the simulation was a one off event and therefore there is no second chances if we make a potential misinterpretation due to any misbehavior we dont want to mess up or bring home the bacon a bad impression especially since we are considered as future teams with no past history or relationship with each other(algae 2003). Another reason may be that we are all from an Asian heritage and therefore we tend to relate to each other easily.One of the problem with the design of the simulation is that the roles were assign to us without our preferences. Therefore the leader was unable to consider our personality and values that would best fit the 6 available roles and unable to initiate structure, that is, defining and structuring roles of group members ( Kerr 1974) For example, the observer was more involved in decision making and had a more proactive personality in comparison to myself and therefore may have done a better performance if assigned to another role.Although her role exclude her from running the simulation, she tend to be highly involved and felt that she had gain a job satisfaction. What some of the members such as myself lack is a proactive personality and attitude in later stages. This pro-activity that is characterized of people who identify opportunities, show initiative, take action.Perception can be a dangerous factor that may have hinder our team outcomes. Although there wasnt a time limit established for the simulation, our team comprehend a time limit for the simulation therefore felt a need to rush in the process. Evidently, in late stages, we tend to accept choices straight away without coming up with alternatives, decision making felt relatively faster as we progress through further rounds. In some occasions, information is perceived as of no relevance or we tend to underestimate or overlook the information given. For example, we think too highly of our health status and as long as we are not critical, we will be fine. Consequently we ignored the frostbite warning, our doctor got rescued due to a good frostbite.The members also perceived that the leader know what is best for the team and has experience leading, and therefore we do not voice out. The same example, when our leader was distributing the canister, no one question his judgment. However, little do we know that the leader may be inexperience or have limited knowledge like us in regards to leading as he was only given the role during the simulation and had no ti me to plan.Additionally, while our team tends to be more analytical and calculative in the early stages, our team tends to be more risk taking in the later stageFor example, we have strong support for our goal to reach the summit as a team rather than sacrificing any of our members therefore canister was distributed to everyone however subconsciously, I knew that both me and the environmentalist wouldnt make in with the limited canister, neither me nor her would wish to offend each other by asking one another to sacrifice , as a result, both me and the environmentalist ran out of oxygen .ConclusionThe Everest simulation was a beneficial experience by providing me insights into the team environment. done the simulation, our team was able to apply theories and knowledge learned from the course Mgmt 1001 to practical use in team situations, demonstrating the relevance and logic behind these theories. The experience has enable us to identify the benefits and the potential problem of wo rking in a team or work group. The benefit includes effective communication, collective thinking, cognitive conflict, generating diverse alternatives and opinions while the potential problem includes ineffective communication, conformity, group-think and affective conflict. Ultimately, it depends on the teams ability to manage this issues in order to achieve high performance and effective decision making..

Direct Labor as a Variable Cost

Throughout the corporate world, businesses are transforming turn over into a more flexible (and variable) cost. Among such companies are Hewlett-Packard, General Electric, DuPont, Sun Microsystems, and British Airways. Discuss whether trail tug is a fixed or a variable cost. What are the pros and cons of management treating direct fight as a variable cost? Are there ethical issues to be considered here? leave labor can be classified as a fixed cost or a variable cost, depending on how flexible the employer needs to be/can be with the labor force throughout the year.Direct labor will be classified as a variable cost if the employer employs the physical exertion of hiring/firing (or displace off) standing(prenominal) employees throughout the year depending on seasonal business. This is a common form in the US & UK, where management is legally & customarily given much more latitude to fluctuations in the labor force. Where direct labor is classified as a fixed cost, firms typic ally see laying off personnel during a business down-turn as letting go skilled/trained workers not good replaced when business picks back up.These types of firms will also employ the practice of hiring temporary employees in measure of upturn, so as to not need to lay-off any permanent employees when business returns to normal. The pros of management treating direct labor as a variable cost is giving management the latitude to keep producing at optimum staffing levels whatever the fluctuations of business. This means a leaner, more competitive business. The cons of management treating direct labor as a variable cost are that valuable employees are often laid off, and are not easily (or inexpensively) replaced, and lay-offs can undermine the morale of those remaining employees.The ethics of the situation is that management could be toying with a persons psyche if theyre repeatedly laying off an individual. If you hire an individual crafty of the likelihood of laying him off in th e future, youve taken away the opportunity for that person to find permanent employment with another firm. (Brewer, P. C, Garrison, R. H & Noreen, E. W. (2011). Managerial Accounting for managers (2nd ed. ). New York, NY McGraw Hill. )

Turning Strategy into Great Performance

First, let me start by explaining that a lot of propagation executives, and some HR leadership fail to recognize that writ of execution and electric potential be two alone assorted dynamics that get often confused when companies are trying to hire modernistic annulowment or possibly promote their current gift for current roles within their memorial tablets.In fact, todays leaders send awaynot withdraw that their current top acters are the next potential talent in the industry for future purposes. Certainly, racy performers may master their specific moving in task at the moment, but the potential challenge is sledding to be how well they will conciliate to future role changes, and the ambiguity that may follow with that new role and their current skills capability.Unlike surgical process, individuals showing potential are identified by how well they adapt at accomplishing new tasks quickly and effectively while learning new roles quicker than their peers. After all , performance keeps businesses running optimally at the moment, but its potential that dish outs run the future state of the business and thats whats mandatory to bring companies to the next level.Besides, employees who bring forth potential have the ability to grow and take on to a greater extent(prenominal) responsibilities in the future.In short, performance keeps the business moving, while potential makes the business prosper, grow, and mature.In fact, this is where the dynamic changes to potential sort of than performance. In his book on Strategy-Driven Talent Management, Silzer and Dowell, (2009) explains that Executives and human resource personnel need to be cave in trained at accurately assessing talent to identify both potential and behavior rather than besides judging by old performance because they will need to predict and envision whether a person will be successful in the long-term or not in future new roles.In the similar way, they will need to take into con sideration the fact that before moving active talent into future positions that assessment measures must be taken whether these individuals will continue to be capable to perform and grow in their new roles as they did in their past roles. In particular, consider how promising they are to develop and be successful in rapidly learning, adapting, and growing into these future roles (Silzer, & Dowell, 2009).In the same way, Church and Rotolo, (2013) explain in their benchmark survey of large corporations that multi-source assessment tools are a great way for organizations to make decisions about their potential talent and performance identification within their talent pools back up aid in succession planning and drive behavior change for those selected individuals. In addition, they emphasized that not one specific tool is perfect, but that in using many feedback assessment tools the common end result should point to the same conclusion.In fact, they found specifically that the con stant feedback from executives and their peers using 360-degree feedback surveys were successful in al about 70% of the organizations researched. The 360-degree feedback survey helped executives make valuable decisions regarding their talents potential and performance measurements towards predicting future behavior.Similarly, they also discussed the splendor of making these surveys specific to their own needs, challenges, and business strategies (Church, & Rotolo, 2013).Likewise, Dries, Vantilborgh, & Pepermans, (2012) explain the role of learning agility and career miscellany in the identification and victimization of high potential employees.Their research found that in modulate to help identify talent in high potential individuals those individuals undeflectable to succeed in a grade of other roles while being subjected to tough or difficult conditions other than their current limited job tasks and their past performance alone.In fact, those select employees needed to have a high agility for regular learning they had to be willing and able to learn new competencies. Nevertheless, they emphasized that management in the past have always depended on current job performance to identify high potentials, but have failed because not all high performers are high potential individuals.In brief, they emphasized the need for a learning agility assessment in their development and identification of high potential individuals, in order for organizations to sustain their competitive advantage (Dries, Vantilborgh, & Pepermans, 2012). Equally important, is Campbell & Smiths, (2010) article on High-potential talent A shot from inside the leadership pipeline.These two researchers found that an overwhelmingly 96% of survey participants said that both involvement and commitment were very high on their list for developing potential employees to be motivated to perform above and beyond their specific job duties. More importantly, they explained the vital role that their employees experiences and perspectives play in identifying potential talent from within the companies talent pipeline.In fact, they believe that when companies set in talent management to admit both career pathways and support for their high potential employee developments that those processes help identify the next steps needed to advance leadership potential and performance within the organization. All the while, building employee engagement, commitment and loyalty to their organization that results in an overall business advantage (Campbell, & Smith, 2010).Nevertheless, because its such a financial challenge to attract, develop, and support talent management policies for companies today, I believe its vital for organizations to have in place retention initiatives, tools, and resources to help avoid any such loss of their high potential employees intellectual knowledge, skills, and abilities. Besides, there is a high embody of turnover for companies when employees leave for ca reer advancement elsewhere.Surprisingly, Frey, & Stechstor, (2007) found in their double round of survey interviews of cardinal senior human resource experts from large and medium multinational companies that in the first round of the survey, most companies had no real retention management policies or initiatives in place and that their attitudes towards retention management strategies change greatly from some who cerebration it was critical to the success of the company, to some who didnt think retention tools were necessarily important at all (Frey, Stechstor, 2007).Subsequently, in the second round of survey questionnaires, collected from those same HR experts who were asked to so rate three specific categories of retention management tools that were deemed to be most important to them when possibly implementing them in their own retention policy strategies.The categories for the initiatives for retention were labeled as1. Must-have, 2. Optional, or3. Trend-setting As a resu lt of the information collected, in the first group of must have employee retention tools HR management of those twelve organizations thought that performance related pay, constant feedback, culture and developmental career opportunities were the highest priority for retention of high potential talent.Next, they thought that the second most important tools for retention that should be in the optional group were listed as job rotation, solitude benefits, coaching, and mentoring. Finally, in the third trend setting category the tools that they thought were good for future retention strategies were stock options, workings from home, and specific job tailoring (Frey, Stechstor, 2007).In sum, the value of investing in employee training and development can help an organization in many ways. Namely, by having the ability to run a business skeletal and more importantly, by helping to diversify the talent and potential that already exists within the organization. Certainly, when compani es invest in their employee development and talent management policies it motivates employees to perform at their best, while at the same time offsetting cost associated with high employee turnover, and retention of skilled labor.All in all, in these difficult economic times when businesses are cutting costs and headcount, identifying and assessing high potential employees can help management move workers around to different areas of the business and run a leaner and cost efficient process. Finally, a company with good employee development also attracts loyal and motivated individuals. Simply put, businesses must have employees who are knowledgeable in more than one skillset to remain competitive.Altogether, training, assessments, and education help ensure that employees have the skills needed to perform their business needs. Therefore, when you invest in your employees aspirations and abilities, it improves your business performance, efficiency, loyalty, and profit. In other words, the ROI on employee talent development is one of the best long-term investments that a company can make.

Project Risk and Cost Management Essay

EXECUTIVE SUMMARYSleepmore mattress is one of the lead story manufacturers of mattresses and has recently acquired its competitor. This acquisition has brought in a unique proposition wherein the company has to decide if it wants to consolidate the alive plants with the acquired plants or let them both run separately. This poses a unique administrative challenge to the chairman of the company. The president knew that calculating the dollar savings due to the consolidation of the facilities leave be easy but considering the qualitative factors before devising the stopping point leave alone be difficult. Hence, The President of the company asked W. Carl Lerhos, his chief assistant to scratch up with a plan to simplify the end of choosing between consolidating the facilities or running them separate. Carl chose cardinal major factors in evaluating the consolidation plan. They were maximize manufacturing benefit, maximize sales benefit and maximize direct financial benefit.Th ese three objectives were to be evaluated against 13 criteria, which Carl arrived upon after discussing with the management. These 13 attributes were assigned a value from 0 to 10 against distributively(prenominal) plant being considered for consolidation. Through these measurements quantitative terms such as Annual savings, Plant location, station availability and Initial Cost were quantified. But for assigning fishs to the remaining qualitative terms, Carl had to rely upon his meeting with President, ill-doing President of Operations and Vice President of Human Resources. base on their inputs Carl arrived at the below weights. base on Presidents input Annual Savings will be twice the weight given to Plant Size. Labor is twice the weightage of the reasonable of all the thirteen attributes. Quality and Service will be weighed more than the average of allthe thirteen attributes.Management will be weighed as the average of all the thirteen attributes. Plant location and Plant Size will be given personify weightage. Product line complexity is two thirds the importance of Management talent. Stability, Training and layout individually has very smaller effect but collectively were considered to be twice the weightage of Product line complexity. Based on the supra details available, Lerhos has to effectively combine and arrive at the decision. AHP was developed for both the qualitative and the quantitative measurements. Based on quantitative and qualitative measurements it was evident that merging the location 1a with location 1b will prove to be a good decision rather than merging location 2a with 2b or location 3a with 3b.STATEMENT OF paradoxMergers always involves making complicated decisions. Decisions that should be in the interest of both the companies which were merged. While making these decision they have to take into account both the qualitative and the quantitative and weigh them according to the severity of the decision. down the stairs are s ome of the problems which need to be tackled by Lerhos in position to arrive at a decision.1. Quantitative measurements.Both the company president and the vice presidents knew that making decisions based on the quantitative terms was easier. After discussion with the management, the measurement parameters in order to consider consolidation of the plants were Annual Savings, Initial exist involved in the consolidation, Plant size and Space availability. All the three plants being considered for consolidation were to be figure for these values using Analytical class-conscious puzzle out in order to arrive at a decision whether to go ahead with the consolidation. Similarly, a standard value of five was given to the decision of retentivity the plants separate. AHC is to be betokend even for this decision. After the individual calculations, decision to whether to keep these plants separate or to go ahead with merger were to be made.2. Qualitative measurements.Both the company pres ident and the vice presidents knew that making decisions based on the qualitative terms was much difficult. After discussion with themanagement, the measurement parameters in order to consider consolidation of the plants were Labour, Quality, Service, Management Talent, Plant Location, Product line complexity, Production stability, training and Plant layout. As mentioned in the executive summary the individual weights for the qualitative terms were assigned as per the inputs given by vice president of Operations and Human Resources. All the three plants being considered for consolidation were to be calculated for these values using Analytical Hierarchical Process in order to arrive at a decision whether to go ahead with the consolidation.Similarly, a standard value of five was given to these measurements for the decision of keeping the plants separate. AHC is to be calculated even for this decision. After the individual calculations, decision to whether to keep these plants separate or to go ahead with merger were to be made. Making an effective decision by taking into consideration, both the qualitative and the quantitative terms and the individual weights assigned to these measurements is indeed a difficult decision. There is always the jeopardy of assigning weights without considering how sensitive they might be and how they might affect the overall decision.BACKGROUNDAfter every team member read the case study we had an initial discussion on our approach to the project. We came to the oddment that we will have to calculate AHP separately for both the Qualitative measurements and Quantitative measurements. Analytical Hierarchical Process will help us in assigning weights to individual measurements and also to check how they fare with each of the plants. This calculations lead to us to arrive at the conclusion that for the quantitative measurement, Location 1 will be best suited for merger and as per qualitative measurement location 2 will be the best suit ed one for consolidation. AHP calculations were elaborate and we had to create two different matrices. One a 4*4 matrix for Qualitative measurements and a 9*9 matrix for qualitative measurements. Similarly a 3*4 matrix for individual plants for quantitative measurements and a 3*9 matrices for qualitative measurements were created. methodology-To arrive at the solution we will be categorizing the avocation sections into two categories 1. Quantitative Analysis - Here, we will be taking the following four parameters (Annual Savings, Initial cost, plant size andSpace availability) with respect to consolidation of the plants. All the three plants being considered for consolidation were to be calculated for these values using Analytical Hierarchical Process in order to arrive at a decision whether to go ahead with the consolidation. AHC is to be calculated for all the decisions. After performing the individual calculations, decision to whether to keep these plants separate or to go ahead with merger will be made.2. Qualitative Analysis- Here, we will be taking the following parameters (Labor, Quality, Service, Management Talent, Plant Location, Product line complexity, Production stability, training and Plant layout) with respect to consolidation of the plants. As mentioned in the executive summary the individual weights for the qualitative terms were assigned as per the inputs given by vice president of Operations and Human Resources. So, we will be considering all the three plants for consolidation to calculate the values using AHP in order to arrive at a decision.

Case Scenarios

Read the pursual scenarios. Answer, in a 50- to 100-word response, each of the following questions Scenario 1 Sophia has been removed from her family and placed Into foster foreboding for the second time In the last 2 years due to her mothers ongoing substance debauch. Sophia has missed many days of coach and often comes to school dirty and wearing clothes from the day before. Sophias mother does non think she has a problem and blames the clay for once again taking her girlfriend. 1 . What can a human serving professional do to help this family?We all whitethorn sacrifice a family member that have the same problem. military man service can help Sophias mother by initiateting her help for substance abuse. Her mother may not feel that she postulate help or have a drug problem. I f the daughter is coming to school dirty and missing school the teacher can see that there is a problem. She can report this problem to Human Services and they can place Sophia in foster care until her mother is able to care for her properly. 2. Sophias mother is thinking that child protective services as the cudgel people for taking her daughter for the second time.The mother needs to get help for her substance abuse and prove that she can be healthy and stable for her daughter, then she could be allowed to have her daughter back. Scenario 2 John has been central officeless for most of his adult life. He Is often seen on the medians of busy Intersections asking for regimen and money or wandering through the park prateing to himself. John used to seek lodgement In a homeless shelter scarcely often chooses to sleep In the topical anesthetic park. During the winter, the local homeless coalition attempts to talk to John ab erupt staying In the shelter but he refuses.Staying out In the cold has deed John to being hospitalized on several occasions, but he maintains that he Is better off without anyones help. 1. We all may have a family member that have the same problem. Huma n service can help Sophias mother by getting her help for substance abuse. Her mother may not feel that she needs help or have a drug problem. I f the daughter Is coming to school dirty and mammals school the teacher can see that there is a problem. She can report this problem to Human Services and they can place Scenario 3 Juan often runs outside(a) from home because his parents constantly fight and often blame him for their issues.Juan runs away for 2 to 3 days at a time and will do this at least once a week. When he is at home, he typically does not follow the rules and will yell at his parents and siblings. Juan has a history of intractable behavior, but his home environment has often been chaotic. Jeans parents have been through family counseling, but they feel it was not face-saving and are reluctant to do it again. Juan sometimes will run to a local group home that takes in runaway youth. 1 . If you were a counselor at the group home, how might you work with Juan to get hi m to stop course away from home so that he is not sleeping on the streets? If I ere a counselor, I would arrange an in-home sit down with the child, and the parents, I would find out the details of which needs are not being met in the home that was constantly causing the disceptation, and prove to find a solution(s) to the families problems. Next I would arrange for hebdomadally counseling sessions for the parents and the child to assay and see if we begin to gather the family needs if then it would stop the arguing which would then stop the child from being defiant and running away weekly, and bring peace and contentment in the home. . How might you extend to work with the family even though they have participated in Emily therapy previously and did not find it effective? * Next I would arrange for weekly counseling sessions for the parents and the child to try and see if we begin to meet the family needs if then it would stop the arguing which would then stop the child fro m being defiant and running away weekly, and bring peace and happiness in the home.I know that they said it didnt work previously but I would give it a try Just to try and help them, I would address the way that the previous counselor went about it and try a different approach to make the counseling for the family work, legalizing that not all methods work for all families, but I would try different techniques or ask the family some things that they like to do together and try to incorporate that into the counseling to make for a happier time in the home.As a counselor I would have group sessions with the family and private sessions with the child with the parents permission as well. The purpose of the group sessions would be to validate that the family does not blame the child for their problems. The purpose of the private sessions would be to allow the child to open up and talk about their true feelings. Through being an attentive listener for the family and advising the parents t o keep an open and stable relationship with their child.