Documented paper Research Example | Topics and Well Written Essays - 1000 words

Documented - Research Paper Example This situation is in sharp contrast to the denizens of rich states like   America who not only have more then enough food for their consumption but waste a great deal of it too. Many reasons have been give to explain away the food crisis some of which include weather conditions, increased demand attributable to an ever increasing population and for many speculation on food commodities has contributed to fluctuating prices which have nothing to do with real demand or supply of the commodity. For example the present Pope expressed his anger over food speculation which he feels is responsible for the food crisis. Also contributing to the crisis are serious concerns over the food supply. Over the past few years bumper crops meant that farmers had been getting underpaid for their product due to the overwhelming supply. Because of this problem many farmers decided to switch from food production to utilizing the land for something else. For example in India a major controversy was generat ed by the utilization of land for production of bio-fuels which were offering higher returns to farmers and resulting in higher export earnings, however this bio-fuel production carried with it the opportunity cost of lost food production. Food demand has been increasing in demand one because of the population growth specifically in developing nations and also increasing disposable incomes. It will become a matter of more and more concern to ensure that food production and distribution is designed to match this population expansion and that no communities or countries fall through the cracks. The impact of side-lining this issue and ignoring the impact that it can have on domestic and eventually global, political and economic scenarios is a potentially dangerous one. As the draft document developed by a high level task force setup to resolve the global food crisis explains ‘High food prices are estimated to be driving over

A World of Difference Essay Example for Free

A World of Difference Essay Why do people live in one geographical area all their lives? Throughout my life time, this question has always fascinated me. What is the purpose, and what are the benefits? As a young girl, I grew up in the Mid-West, the famed â€Å"bread-basket† of the United States of America. My family owned a small dairy farm, and our lives revolved around the two daily milking’s. It didn’t take long; two and a half hours at the most, but those hours felt like a prison sentence. We never traveled more than a few hours from home since the cows were required to stay on a regular schedule. As I steadily climbed the ladder to adulthood, I promised myself that I would no longer live with such restraints. Exploration and travel became my dream. At the seasoned age of eighteen, I decided it was time to spread my wings and fly the coop. I joined the Armed Forces and spent a long couple of months missing home. That soon came to an end when I had the pleasure of traveling abroad for the first time in my life. I spent my first, and only, tour in South Korea. It was quite the culture shock for the young woman who had never been out of a four-state area. I managed quiet nicely though, I partied, made good friends and I met my future husband. Before I know it, I was married and had three little ones. My adventures were over, or so I thought. I plowed through the next twelve years being an at-home Mom. My days were exciting; anyone with children will tell you that each and every day is uncharted waters. My husband was in the Military and we were required to move every couple of years. It was nice seeing new places and exploring our new homes, but we never left the States. After years with my husband, I began to feel that jail cell again and I, once again, made the decision to see the world. I was hired as a Government Contractor and, as of present, have been living in the Middle East for five years. I have the luxury of a nice paycheck and, at the same time, I’m able to provide nice extras for my children. Having the knowledge of living in several different States, as well as the Far East, nicely prepared me for my next chapter. I divorced my husband and re-married a man who shares my goals of seeing the world. I’ve had the pleasure of vacationing in some of the greatest places on Earth. We have, on occasion, taken my children with us so they are exposed to the cultures of the world. This, I feel, is one of the greatest gifts I could ever share with them. When you meet and interact with different cultures, it allows your mind to grow. No text book, movie or documentary can compare to experiencing it in person. Travel, in itself, is a great education. We’ve learned that other cultures have something to contribute, even if it’s a different philosophy than our own. No matter what far-off place we encounter one thing is always the same; people are people. Eventually, my husband and I will move on to a different region on the World. And, at that time, we will start our adventures all over again. Even though homesteading in one area all your life is appealing to some; I could never again confine myself to those boundaries. The World has too much to offer, if you’re willing to ride her magic carpet. Travel and exploration are still my greatest goal. I could never envision myself living any other way. So, in some respect, I’m the opposite of the norm. When I look back on my great adventures, I could never imagine giving up my lessons of life by living in one location for a lifetime.

Nested transactions

Nested transactions Q1. Executing nested transactions requires some form of coordination. Explain what a coordinator should actually do? In order to make the answer to this question more solid and clear let me start wit a brief explanation on what actually is a nested transaction. Anested transaction is a new transaction begun within the scope of another transaction. Several transactions can begin from the scope of one transaction thus the transaction that starts the nested transaction is called theparentof the nested transaction. The features of nested transactions as to why they exist are listed below. Nested transactions enable an application to isolate errors in certain operations. Nested transactions allow an application to treat several related operations as a single operation. Nested transactions can function concurrently. Now coming on to answer the exact question; the function of a coordinator is that it should take the primary request automatically in the order in which it receives. It should check the unique identifier in case it has already received and executed the request and if it identifies, it should resend the response back Servers which perform requests in distributed transaction needs to communicate with each other to coordinate their actions, therefore there are a few process that involves when the coordinator is in play and they are; In order to keep track of the participants and their information the coordinator keeps a list of references whenever they are involved as this is will be helpful at the time of aborting it. When the client sends a request it first reaches the coordinator which then resends a unique ID to the client which ensures that the coordinator is now responsible for the exchange of transactions. At some instance if there is a new participant who joins the transaction, the coordinator should be informed and it is then the coordinator updates its list of participants and this is where the joint method in the coordinator interface is used. We argued that distribution transparency may not be in place for pervasive systems. This statement is not true for all types of transparencies. Explain what you understand by pervasive system. Give an example? In general Pervasive systems which is also well known as Ubiquitous computing, can be easily derived by the term ubiquitous which means being everywhere at the same time, When applying this logic to technology, the term ubiquitous implies that technology is everywhere and we can use it irrespective of the location and time. It is important to note that pervasive systems are built by a number of different distributed components integrated and tagged together that can be invisible and also visible at times which in general terms is known as transparency. The following points will make it clear to why pervasive systems are important in the current context. Pervasive systems are changing our day to day activities in a various ways. When it comes to using todays digitalized equipments users tend to communicate in different ways be more active conceive and use geographical spaces differently In addition, pervasive systems are global and local practically everywhere social and personal public and private invisible and visible From my understanding, reading and gathering its is true that Distribution transparency may not be in place for pervasive systems but arguably there are rare instances which it can be, because the backend of pervasive system is can be made invisible as the actual user need not know how the process takes place behind the scene. Here is a typical example on how a pervasive system can involve in a humans day to day life. Assume a lecturer is preparing himself for a lecture presentation. The lecture room is in a different campus which is a 15 minute walk from his campus. Its time to leave and he is not quiet ready. He takes his HTC palmtop with him which is a Wi-Fi enabled handheld equipment and walks out. The pervasive system transfers his undone work from his Laptop to his HTC Palmtop, so that he can make his editings during his walk through voice commands. The system knows where the lecturer is heading towards by the campus location tracker. It downloads the presentation to the projection computer in which he is going to present and keeps it prepared for the lecture to begin. Now by the time the lecturer reaches his class he has done the final changes. As the presentation proceeds, he is about to display a slide with a diagram with numerical information regard to forecasts and budgets. The system immediately realises that there might be a mistake in this and warns the lecturer, he realizing this at the right time skips the slide and moves on to other topics to make the presentation smooth leaving the students impressed by his quality presentation. Q2. Consider a chain of processes P1, P2 Pn implementing a multitiered client-server architecture. Process Pi is client of process P i+1, and P i will return a reply to Pi-1 only after receiving a replyfrom P i+1. What are the main problems with this organization when takinga look at the request-reply performance at process P1? From my understanding a Multitiered client-server Architecture basically refers to where more components in terms of hardware and more importantly softwares are added and tied up to build or in other words construct a complete architecture which facilitates the process of presentation, application processing, and data management to be logically processed separately. In relation to the question the limitations and the problems this organization would face is that if the processes are too large that is referring to Pn according to the example there will be bottle neck kind of situation arising and this can make the whole process slow and there will be a chain of processes un processed. A Multitier architecture does not run on its own there are other hardware and software components involved in it and if any of these components drop in performance the whole architecture will see a drop in performance. Another problem is that it would more difficult to program and test than in normal architectures because more devices have to communicate in order to complete a clients request. Q3. Strong mobility in UNIX Systems could be supported by allowing a process to fork a child on a remote machine. Explain how this would work? It is easy to get the initial understanding if the logic behind the term forking a child is made clear. Forking in UNIX refers to the process which the parents image is completely copied to the child. This start when UNIX starts a new process. Basically, how it works is that: the main parent process which already exists forks a child process which is the new process created. Then as the next step the newly created child process gets a duplicate copy of the parents data., and now it has 2 processes with the same data and the child process can now be activated To create a child process there are 2 basic steps to be followed. The System creates an exact copy of parent process by the process of forking The process in UNIX are built with different codes therefore the code of the parent process should be substituted within the code of the child process. We must also have the system reserved with ample resources to create the child process and memory map for it. As a result of this it can also be said that the child process inherits all the system variables of the parent process. The only issue in this would that using the forking process consumes more time and memory to duplicate the parents environment, and to create a unique structure for the child. Q4. Describe how Connectionless Communications between a client and a server proceeds when using sockets? Let me step into answering the question straightaway where the following paragraph will explain how the connectionless communication is taking place between the client and a server using the help of programmed sockets. It is clear that the connection uses UDP to connect and program where the server receives connectionless datagrams from many clients and prints them. Initially, a socket is constructed while it is in unconnected state, which means the socket is in its own and is not associated with any other destination beyond its boundary. The subroutines that needs to be connected binds a destinations i.e. the IP address of the server and the port number to which it listens the requests which is a permanent one to the socket and now puts it in connected state. Once this process is completed behind the scene an application program will call the subroutine to establish a connection before it prepares it self to transfer data through a socket. More importantly all sockets that are used with connectionless datagram i.e. UDP services does not need be connected before they are used but connecting them makes a more efficient and effective way to transfer data between the client and the sever without specifying the destination each an every time. Note: The processes cannot share ports during any time of the process as it is specified permanently to the desired connection itself having said that UDP multicast has the ability to share port numbers which uses a slightly different concept which will not be discussed in this answer. The diagram below illustrates the example in a clear view Q5. The Request-Reply Protocol is underlying most implementations of remote procedure calls and remote method invocations. In the Request-Reply Protocol, the request messages carry a request ID so that the sender can match answer messages to the requests it sent out. Task: Describe a scenario in which a client could receive a reply from an earlier request. Before stepping into answering the questions straightaway let me first briefly explain what the Request-Reply protocol is and why it is used for. The Request-reply protocol is an effective special-purpose protocol for distributed systems based on UDP datagrams The functions of the RRP are listed below When the RRP is in play the reply message from the server forms an acknowledgement for the message requested by the client => avoiding overhead There is no guarantee that if a requested message is sent that it will result in a method being executed Re-transmission and identification of messages can increase reliability RRP helps to keep history of messages to avoid re-execution and repetition in the method during a request when transmitting reply messages. Now coming onto answer the question, assume that a client requests the server and is waiting for a reply message, accordingly the client should get the requested reply within a certain period of time if it doesnt the client sends another request which in other words is known as idempotent operations i.e. operations that can be performed repeatedly with the same effect as if it had been performed exactly once: re-execute the operation. If the server receives the second request it then provides a conditional acknowledgement message this depicts that the server guarantees a reply for the client without letting the client to make any more requests for the same message which it has already made. The diagram below has also explained the same as said above. The Request-Reply-Acknowledge (RRA) protocol is a variant of the Request-Reply (RR) protocol, where the client has to acknowledge the servers reply. Assume that the operations requested by the client are not idempotent, that is, their outcome is different if they are executed a second time. Task: For each of the two protocols, RR and RRA, describe which information the server has to store in order to reliably execute the requests of the client and return information about the outcome. Discuss as well when the server can delete which piece of information under the two protocols Basically the main difference between Request-Reply (RR) and Request-Reply Acknowledge (RRA) is that In the Request-Reply Protocol, the requested messages carry a request ID so that the sender can match answer messages to the requests it sent out but where as this is not the case in Request-Reply-Acknowledgement (RRA) protocol, here the client acknowledges the servers reply messages, and the acknowledgement message contains the ID in the reply message being acknowledged. If we are specifically talking about transmitting requests in the transport layer the Request-Reply protocol is the most effective one to be used because: No acknowledgments are necessary at the transport layer. Since it is often built by UDP datagrams connection establishment overheads can be avoided. There is no necessity for flow control as there are only small amount of data being transferred. In order to reliably execute the requests made by the clients the server has to importantly store the information that is in the request ID so that it makes the server identify the client and respond to its request immediately. The Request ID contains the following information which the server has to store. Sending process identifier IP address of the client Port number through which the request has come Integer sequence number incremented by sender with every request Arguably this can also be the most efficient protocol compared with the Request-Reply Acknowledge protocol because this provides Non-idempotent operations i.e. re-send result stored from previous request but the exception here is that it requires maintenance of a history of replies so that it can make use whenever it receive a request. It is clearly said that the non-idempotent operations do have their limitations therefore to limit the size of history and make the connection more reliable and efficient we use Request-Reply Acknowledge protocol. REFERENCES Distributed Systems Concepts and Design, 3rd Ed. G Coulouris, Jean Dollimore, Tim Kindberg: Books Distributed Systems: Principles and Paradigms by Andrew S. Tanenbaum (Author), Maarten van Steen (Author) Other Internet sources Websites and Forums Lecture slides and notes

Sublime Elements in Like Water for Chocolate by Laura Esquivel Essay

     Ã‚   The novel Like Water for Chocolate, published in 1989, was written by Laura Esquivel who is of Spanish heritage. She lives in Mexico, and Like Water for Chocolate was her first novel. I feel that in the story Laura Esquivel gives a lot of magical elements that are treated as real in order to evoke emotions about love, but it also employs many features of sublime literature. In Like Water for Chocolate, a girl named Tita was born. When she was first born, it mentions that she was literally washed into this world on a great tide of tears that spilled over the edge of the table and flooded across the kitchen floor (6). This occurrence appears to be a magical element rather than the sublime. A baby cannot be washed into the world. Therefore, I feel that it is magical. Another magical realist element is that when Tita was born, Nacha swept up the residue the tears had left on the red stone floor. On the floor was enough salt to fill a ten-pound sack that was used for cooking and lasted a long time (7). This element is more magical than sublime because this happening can not occur. However, it is a good example of sublime literature because it illustrates Longinus' notion of accumulation as a feature of sublime language. The salt from Tita's birth definitely dealt with accumulation. In addition, in Like Water for Chocolate, when Tita was making her sister Rosaura's wedding cake a magical element occurred. She was making her sister's wedding cake, and at the same time, she was thinking of Pedro with whom she was in love with and who was marrying her sister. As she was thinking of Pedro, she began to cry. While she was crying, a tear drop went into the cake, and she was afraid that it messed up the meringue. The moment... ...elements. I did not notice many realist elements in the story Like Water for Chocolate. However, the realist elements did not relate to the sublime as well as the magical elements did. That the sublime is not used as much in writing. I feel that the sublime needs to be more fulfilled for people to understand it better. There are many articles that a person can find on the sublime, and it would be a new, enjoyable experience to learn some information on something new in life. Works Cited Esquivel, Laura. Like Water for Chocolate. New York. Doubleday, 1989. Simpkins, Scott. "Sources of Magic Realism/Supplements to Realism in Contemporary Latin American Literature." Magical Realism. Theory, History, Community. Ed. Lois Parkinson Zamora and Wendy B. Faris. Durkham, N. C: Duke UP, 1995, 150. Longinus. On the Sublime. Cambridge. Harvard UP, 1995.   

New Jersey Legislature

The New Jersey Legislature is the branch of government seated in New Jersey State House at the capital in Trenton.   The legislature is bicameral, meaning that it consists of two houses.   These houses are called the General Assembly and the New Jersey Senate. The New Jersey State Legislature and Governor has been running under a cloud of suspicion, corruption, graft and a Treasury that had spent the first half of this decade in debt. These problems seemed to have alleviated a little since New Jersey’s new governor, Jon Corzine, took office in January of 2006. He has not been the complete reason for the turnaround but his common knowledge ideas concerning fiscal responsibility and personal sacrifice has led by example and the idea that ineffective government and the New Jersey State Legislature linked, is starting to fade. The study of my state legislature reveals some important questions that need to be addressed and answered: First, should the size of the legislature be increased or decreased? Second, Should the legislatures’ pay be raised and should the job be on a full time or part time basis? And lastly, should there be term limits and does the legislature meet too often or too little? These questions raise many opinions as the citizens of New Jersey are ready for their government to again work for them and their needs. The General Assembly is the lowest house of the legislature.   It contains eighty members and its requirements to be among its body: one must be at least twenty one years of age, have resides in the state for at least two years and must live in the district that it the member represents.   The state of New Jersey is made up of forty districts. The members of the New Jersey Legislature are chosen by forty electoral districts, each district electing one member to the Senate and two members of the Assembly. Districts are redefined after each census.   New Jersey’s current district map is based upon the 2000 census. Even though New Jersey is a small state, it ranks 10th in population in the country and is one of the most highly population density in the country.   The high concentration of districts is a good idea and is advantageous towards the attempt in a democracy, that all of its citizens’ voices may be heard. The â€Å"upper house† which is what the Senate is referred to, is made up of forty members and the qualifications for its members is that each must be thirty years of age, must live in the state for at least four years as well as reside in the district that he/she is wanting to represent. Elections for the state of New Jersey are unique in the fact that they are held on odd-numbered years whereas the majority of the states in the Union hold their elections on even numbered years. â€Å"New Jersey is also unique in the fact that Senators serve four year terms except during the first two years of the decade. This â€Å"2-4-4† cycle was put into place so that the senate can reflect the changes that the census has displayed if there was a significant change in the population density of one district over another.† ( Wikipedia)   The General Assembly is headed by the speaker, whereas the Senate is headed by the President. Each house is led by a majority and minority leaders, assistant leaders as well as what is referred to as whips. â€Å"The Legislature is empowered to make new law, subject to the Governor of New Jersey’s power to veto a bill.   However, the veto may be overridden by the Legislature if there is a two-thirds majority in favor of overriding in each house.† (Wikipedia) This is typical in most of the state’s constitutions as well as in the Federal Constitution.   The Governor can veto a bill but if the legislature comes back with a 2/3 majority vote, then the Governor’s veto is made null and void. This is an essential aspect of a democracy: That the final word in a decision, is left up not to a single individual, but to the people as a whole. The Governor’s decisions can be overridden only by the majority will of the people. This aspect of New Jersey’s Constitution should never be changes and if so, it would serve as an impediment to the democratic system here in New Jersey that we all enjoy and respect. However, one instance where this democratic ideal was not followed was in the 2006 shutdown of the New Jersey Legislature.   Even though the shutdown was finally decided upon by Governor Corzine, it speaks to a larger ineptitude regarding the state legislature and its ability to continue working for its citizens. It was the first shutdown in the history of the state and it occurred when the Legislature and the Governor failed to agree on a state budget by the deadline set forth in the state Constitution. It began on July 1, 2006 and lasted until the 8th of July. All government services were not revived until July 10th. The background into this most recent failing by the state legislature helps to realize that the job of a member in the state legislature should be full time, there should definitely be term limits and the pay should remain constant as long as thousands of government workers were told that they were non essential and told to stay home for a week without pay. The shutdown was over different opinions concerning the state’s budget and the unchecked spending by Corzine’s predecessor despite the large debt that the state was suffering through. As a way to set an example, Governor Corzine, bypassed the $175,000 annual budget and took only a ceremonial $1 salary. The rest of the members should take note of this and should follow the Governor’s example. The New Jersey Constitution states under Article VIII that a state’s expenses for the year be provided for â€Å"in a single budget act.† (Star Ledger) The constitution also specifics a provision stating preventive measures against going into debt.   A start to New Jersey’s troubles was ignoring this sound advice. Governor Corzine, in an attempt to pass his budget, came into conflict with fellow Democrats within the General Assembly. The main point of contention was the Assembly’s refusal to increase the state tax from 6% to 7% in order to fill the budget gap. Corzine stated that there was no other way in coming up with the money as the state’s constitution forbade other forms of revenue raising. Months before the shutdown, Corzine states that he would not accept a budget that did not include a tax increase and he stood firm in this conviction and the General Assembly did the same which eventually resulted in the shutdown. When the budget failed to pass, the shutdown occurred. This resulted in 45,000 workers being told that they were non essential and would have to stay home for an indefinite period of time. Some of these institutions included the casinos, the Motor Vehicle Commission and inspection stations as well as the New Jersey Department of Education to name a few. Other shutdowns would include, state beaches, public parks, historic sites and horse racing. New Jersey did have enough sense however to keep prison, state police offices, hospitals and child welfare programs running. A sense of urgency prevailed across our state and an emergency July 4th session of the State Legislature was called.† (state.nj.us) â€Å"On July 6, 2006, Democratic factions within the General Assembly reached a   Ã‚  Ã‚  compromise budget. That tentative budget proposed an increase in the state sales tax from 6% to 7%, which is estimated to generate an additional $1.1 billion in revenue. The plan also included a requirement to use half of that for direct relief toward New Jersey's property tax — highest of all states. The plan also called for the same dedicated purpose for all of the money raised by this sales tax increase in subsequent years. The new budget law includes a provision for a constitutional amendment which must, like all such amendments in the state, be approved in an Election Day referendum, to be held on November 7, 2006.† New Jersey voters approved this measure by a 2-1 margin statewide. ( wikipedia) On July 8Th, both houses of the legislature passed the proposed budget. At 6 a.m. that day, Corzine signed executive order ? 19] to restore government services. The fact that 1% of the sales tax was so bitterly fought over was in the forefront of the minds of the members of the legislature. Most of them were up for reelection much sooner than the governor.   Many of New Jersey citizens blamed the state legislature more than the governor and 71% of people polled said that they would not vote for their district representatives if they had voted for the sales tax rate hike. â€Å"New Jersey voters clearly blame the state legislature for the budget crisis, and say the property-tax relief that the legislature insisted on in the compromise is more politics than real reform. Of those polled, 23% indicated that they will not vote for those representatives who voted for the sales-tax hike in the future. The state legislature's next election will be in November 2007, but Corzine does not face another election until 2009.† (Star Ledger) From the above mentioned description about the most recent shutdown of New Jersey’s state legislature, it is plain to see that the elected officials from my state are not doing what are the supposed to be doing.   I think that the blame needs to be shared.   The governor did gain points with me by bypassing the salary of the governor in order to help alleviate the financial problems of the state. I realize that he is already a millionaire but there are many governors and even members of the House and Senate of this country who have millions of dollars, yet such ideas of fiscal responsibility and self sacrifice to the smallest degree is not even considered. The governor did fight to raise the sales tax against the state legislature, who many of them fought against this occurring.   But it was not the governor who created the mess in the first place but rather inherited it after his predecessor James McGreevy was forced to step down. I had always thought that the members of my state legislature were already out of touch with its constituents.   One already has to me a person of financial means if they wish to even be able to afford to run. Many members of the state legislature are not there for the salary.   They have alternate sources of income in different types of investments. Also, the campaign promises of the majority of the members of the State Legislature are saturated with promises of wanting to make a genuine difference in their home state.   Let us put those promises to the test and put a cap on their current salaries. This is especially necessary when the state’s treasury is in as much trouble as it is and hard working people have to be told that they are non essential and lose out on a week’s worth of pay because its state legislatures do not know how to balance a budget until it is too late.   Personal and state revenue was lost on many different levels due to the shutdown. And to say that because this was the first shutdown in our state’s history, it somehow is going to be the last is naive. It is naive as long as our state legislatures feel that ignoring a problem is the same as fixing it. As long as each state legislature does not treat this job as one of their top priorities in their life and that this is most certainly a full time job that demands their time, attention and respect for the members that he/she represents. A member of the state legislature should recognize these things and if he/she does not, then it is up to an informed public to exercise their precious right to vote and to make a change with that vote.   As far as term limits are concerned, I would like each member of the state legislature realize that his job is not safe and is depended upon a stellar work record. However, do term limits limit the free speech of the representative’s constituents? If a public figure is doing a job well done, then they should be rewarded with another two or four year term.   This is definitely the case in The United States Congress. For that diamond in the ruff that has all of the above mentioned qualities and is in the State Legislature, I would not be against term limits except for the number of terms for a governor. That number should be set at three since a prolonged appointment to the highly responsible job of governor can only breed apathy. And a state legislature that does not seem to be in touch with their job responsibilities, can breed a much more dangerous apathy; that of its citizens! WORKS CITED http://www.statelocalgov.net/state-nj.htm www.wikipedia.com www.njleg.state.nj.us/ CNN’s Larry King Live www.state.nj.us            

Free Essays on Darwin

Darwin’s Different Directions From the very beginning of Charles Darwin’s attempt to make a career decision, another path always seemed more appropriate. He began as a medical student at Cambridge and soon afterward, re-routed towards the seminary. However, in his quest to become a clergyman, Darwin faced further uncertainties. One may wonder how an aspiring priest became one of the most prominent figures in all of scientific history. The dominant belief of Darwin’s era, the 1800’s, fixated upon the notion that everything in existence was divinely created in its perfect form by God. This was a time when church, state, and science were all in the same. So why did Darwin, a man of God, ponder facts that were thought beyond our ability to prove, the facts that there may have been a biological reason for nature to make adaptations at the will of nature itself, and not by a divine being? In 1832, Charles Darwin boarded the H.M.S. Beagle, for a five year voyage, as the gentleman companion of the vessel’s captain, Captain Fitzroy. This voyage would prove to be the primary turning point of Darwin’s life along with his beliefs of life itself. On board, Darwin became the default naturalist of the ship, partly due to his â€Å"bottomless† funding from his inherited aristocratic well being. While touring the oceans, Darwin collected animals, fossils, and other biological material from each docking port. He also read The Principles of Geology by Sir Charles Lyell. Darwin found this literature very intriguing since Lyell argued against the belief that the earth was created 4,000 years before the birth of Christ, an assumption based on the chronology of the Old Testament. Instead, Lyell argued that the earth is constantly changing at a very slow rate, the same rate at which it must have always changed. Therefore, by studying mountains, glaciers, and other grand features of the planet, the world must be dramatically older than the a... Free Essays on Darwin Free Essays on Darwin Darwin’s Different Directions From the very beginning of Charles Darwin’s attempt to make a career decision, another path always seemed more appropriate. He began as a medical student at Cambridge and soon afterward, re-routed towards the seminary. However, in his quest to become a clergyman, Darwin faced further uncertainties. One may wonder how an aspiring priest became one of the most prominent figures in all of scientific history. The dominant belief of Darwin’s era, the 1800’s, fixated upon the notion that everything in existence was divinely created in its perfect form by God. This was a time when church, state, and science were all in the same. So why did Darwin, a man of God, ponder facts that were thought beyond our ability to prove, the facts that there may have been a biological reason for nature to make adaptations at the will of nature itself, and not by a divine being? In 1832, Charles Darwin boarded the H.M.S. Beagle, for a five year voyage, as the gentleman companion of the vessel’s captain, Captain Fitzroy. This voyage would prove to be the primary turning point of Darwin’s life along with his beliefs of life itself. On board, Darwin became the default naturalist of the ship, partly due to his â€Å"bottomless† funding from his inherited aristocratic well being. While touring the oceans, Darwin collected animals, fossils, and other biological material from each docking port. He also read The Principles of Geology by Sir Charles Lyell. Darwin found this literature very intriguing since Lyell argued against the belief that the earth was created 4,000 years before the birth of Christ, an assumption based on the chronology of the Old Testament. Instead, Lyell argued that the earth is constantly changing at a very slow rate, the same rate at which it must have always changed. Therefore, by studying mountains, glaciers, and other grand features of the planet, the world must be dramatically older than the a...

Women Inventors A to Z Biography List

Women Inventors A to Z Biography List This is a A to Z list of popular women inventors that we have more extensive information on: biographies, images, timelines, and other media. The Directory contains many more names, however, a biography may or may not be available. Recommended women inventors biographies are bolded. A Randi Altschul Virgie Ammons Mary Anderson Dorothy Arzner B Patricia E. Bath Miriam E. Benjamin Katherine Blodgett Bessie Blount Sarah Boone C Josephine Garis Cochran Marie Curie D, E, F Helen Free G Frances Gabe Sarah E. Goode Bette Nesmith Graham Temple Grandin H Ruth Handler Joycelyn Harrison Grace Hopper I, J, k Mary Phelps Jacob Marjorie Stewart Joyner Anna Keichline Margaret Knight Stephanie Louise Kwolek L, M N, O, P, Q, R Lyda Newman Julie Newmar Ellen Ochoa T, U, V, W, X, Y, Z Harriet Tubman Madame Walker Mary Walton -

These Colors dont Run but They do Burn essays

These Colors don't Run but They do Burn essays These Colors Dont Run, But They Do Burn The famous phrase, ...give me liberty, or give me death, was articulated by the revolutionary thinker Patrick Henry and has since become a mantra for the people of the United States of America. However, many may never think about the myriad implications this phrase carries with it. In contemporary America many issues concerning censorship have arrived at the forefront of intellectual and social debate one such issue is that of flag burning, and more specifically whether or not incarceration or fines should be imposed on those who commit the said act. Nonetheless, a contention exists that not only should fines and penalties not be imposed on flag burners but moreover, that the act should not be a culpable action; as flag burning is just another facet of civil rights demonstrations. Flag burning is an extremely imperative issue in contemporary America; especially due to the war the country is now involved in, i.e. The War on Terrorism. So, a question Americans should ask is whether or not demonstrations such as flag burning are acceptable as many Americans already have. As far as a judicial standpoint is concerned, flag burning is emphatically illicit, ...all states have enacted laws making desecration of the flag a crime, and in 1968 Congress barred anyone from knowingly casting contempt upon an American flag by publicly mutilating, defacing, defiling, burning, or trampling it (Sexton, Brandt 184-5). Therefore, the question is not simply one of legality, but rather one of civic duty, and adherence to the implied laws and regulations set down by the Constitution in accordance with the willingness of Americans to comprehend purpose behind a specific illegal civil demonstration. No doubt exists that when a person commits an act akin to flag burning it enrages the vehement jingoism of some, and the reasonable nationalism of others. To...

Reading and Questions Assignment Example | Topics and Well Written Essays - 500 words

Reading and Questions - Assignment Example In his publication, Feldman (2002) pointed out the precise definition of existential reflection. He derived the definition from the goal definitions of the research activity as being the part of authentically moving in a forward direction. It is characterized by making a strong structure of understanding of a teacher in a classroom set up and the illumination of assumptions with regard to an individual as a teacher. Also by clearly expounding light assumptions, hypothesis, theories and even some common myths found in the surrounding systems effecting teaching. In short, existentialism asserts our existence to have come before essence. This is to mean we first are then later we seek to find a definition of whom we are. Therefore, this existentialism tries to help individuals to realize the freedom they have to choose. Judging how existential action research is oriented, there exists a close relation to a critical approach to a research that considers critical issues especially when engaging an action. This research action is supported with proper pillars, which makes it a sensible approach. Some of the critical approach in this research action include; the constant search for ourselves that starts when we realize that we were thrown to existence’ and not particularly sure of when we came, hence; we wake up making discovery of ourselves. After this, the long journey of trying to find a sense the follows. Also, since action research acts in the confines of the system that the improvement and understanding of such practice situations is to be carried, it involves the researching of one’s own practices and hence makes a critical enquiry to be made public (Feldman, 2002). This explains how hard it is for an existentialist approach to action separate from the way a person acts and who that person is. This is explained in the way a teacher first has to question

Time Management Research Paper Example | Topics and Well Written Essays - 3000 words

Time Management - Research Paper Example From the results obtained in this study, it is clear that time management is key in ensuring that students realize better performance. As highlighted above, students with a higher self time management skills had a higher mean score on the TASK score. The statistical analysis proved that time management is correlated with student performance. This is because, students who were better placed in terms of time management skills professionally, ranked higher in terms of performance. The SPSS analysis indicates there is moderate to strong positive correlation between time management and student achievement. It was observed the five participants that completed the survey had their TAKS scores above the seventy percent-tile. It is undisputed that the process of teaching takes a considerable amount of time, and in school, just like it applies to other areas, there is never enough of it. As widely cited the biggest challenges for teachers, as well as students entail managing time. It has been noted that time management is a thread running through all aspects of teaching. It determines various activities such as organizing the day, deciding how often and how long various subjects are to be taught, organizing classroom, recording the progress of students, and how to reduce keep time-consuming behavioral problems. In the view of Berry, Daughtrey and Wieder effective use of time in school starts with efficient classroom management and organization. According to Ames and Archer most of the essentials of the classroom life often involve management of time. ... Endeavoring to elucidate on this issue, this paper seeks to investigate if there exists a significant correlation between teachers with time management skills and student achievement. This would be based on Texas Assessment of Knowledge and Skills (TAKS) scores. Statement of the Problem There is a growing pressure on teachers, students and policy makers within education sector to measure up to the expected standards of performance. Students are expected to work hard and make sure they make their parents and teachers proud by passing their exams. As often the case, administrators in charge of schools are under pressure to comply with government policies, which support better utilization of time for the better of student success. For this to be achieved there is need for school administrators, the student fraternity and the entire teaching staff to impress programs that are geared towards maximizing on time utility. This can only be done if the issue of time management is taken into co nsideration. This points to the fact that such schools need to take into consideration the role of time management and its impact on instructional time in case they so wish to meet the demands of increasing student achievement. Research Questions This study was driven by the research questions below: 1. Can the student success be influenced by time management skills? 2. Does teacher’s with time management skills and student achievement correlate? Purpose of the Study The study aimed at establishing the link between student’s achievement and time management skills. This shall be achieved through examining the two important parameters: time management skills and the academic success of students’ basing on the student scores on Texas Assessment of Knowledge and Skills

Coca-Cola Brand Essay Example | Topics and Well Written Essays - 250 words

Coca-Cola Brand - Essay Example Target customers could be reached by offering the product that is packaged in can, to the manufacturers of sporting goods, gasoline stations, organizers of big sporting events, club wears, clubs and discos and clubs. b. Names of customer segments. These are the sportsmen, athletes, casual sports drinkers, lifestyle users, recreational users, teenagers, long distance drivers, night time workers and variety seekers who would like to experiment a new taste of drink. The market place of US, Western Europe, Great Britain, Germany, Spain, Mexico and Latin America have been chosen because, Coke has established a foothold in terms of market position in these areas. (Sami,Ullah, Khan). Launching of a new product will not cost too much in terms of publicity, PR and advertising Coke has been known for its quality product. Dealers will be encouraged to stock up with the product to increases sales, profitability and growth. Potential customers will be interested with PowerAde because of the belief that the product will give them the energy they need and that they trust that the product will look after his/her health, so that they can have all the fun they want without worrying for their health. As an energy drink, consumers buy them because they need it for their work. d. What kind of differentiated marketing strategy you will use to reach the target market? PowerAde will come in the form of cans. As an energy drink, it has a clear purpose that will differentiate it with other drinks. It can also be offered as an advertising media itself, by making a tie-up with promotion of events. For instance, the PowerAde in can may promote Olympic events, Milo marathon, Disney movie, car racing and big sports events that will attract

How do geographies of exclusion and inequality structure experiences Essay

How do geographies of exclusion and inequality structure experiences of contemporary society - Essay Example These aspects have resulted to regional differences in relation to division of labour of gender in relation to reproduction and production, paid labour and unpaid labour, and in domestic and public spheres. Vanderbeck & Dunkley (2006) states that, the different values, norms and rules governing the gender in terms of division of labour and gender sharing of responsibilities, resources and power are significant elements in understanding the manner of inequality of gender in different regions and societies. Geographical differences mean that men and women take part in their national or regional economic activities differently from one another. More so these differences differ across the world. Two major factors are specifically significant in determining at which extent women take part in the main economic activities and their reach valued social resources; 2. How inflexible the â€Å"public private† segregate is, thus affecting the degree of the women in terms of public movement and opportunities for straight economic participation (Vanderbeck & Dunkley, 2006) Research form various social sciences subjects hints that there are different household variations which are associated with specific â€Å"regional patriarchies†. These basically concerns land inherences, economic activities, welfare outcomes and marital practices. (Vanderbeck & Dunkley, 2006) The most pronounced type of gender inequality in Asia is related with governments which are extremely patriarchy. These regimes also include those found in North Africa western Asia and East Asia. These countries have a clear different history and culture but they share similarities in terms of woman economic activity. Family structures and kinship in these countries are mostly patrilineal; marriages seem to be exogamous and also â€Å"patrilocal† where women marry out of their community. Household in these regions are organized alongside

How might ttemperature differ between urban & rural areas Essay

How might ttemperature differ between urban & rural areas - Essay Example faces such as pavement store heat from the Sun during the day, which is then released at night, keeping cities hotter for longer periods of time† (Gillette & Hamilton, 2011, p. 74). Which setting tends to be warmer on a given day and why? On a given day, therefore, it could be warmer in rural areas because heat is immediately reflected back in the form of energy; as compared to urban areas which absorb heat during daytime, but releases the heat at night. Also, are there any factors other than albedo that might affect the temperature differences between the two settings? Aside from albedo, other factors that affect the temperature differences between urban and rural settings are: â€Å"weather conditions, urban thermophysical and geometrical characteristics, and anthropogenic moisture and heat sources present in the area† (Taha, 1997, p. 99). The findings from the author revealed that the capacities of urban areas to address albedo through effectively harnessing albedo of roofing in homes and buildings, as well as in paving materials, in conjunction with efforts to plant trees enable urban areas to reverse the immense heat and could therefore have greater potentials to affect and reverse temperatures in their

Journal Entries and Comparisons to Semester II Domains of Study Coursework

Journal Entries and Comparisons to Semester II Domains of Study - Coursework Example This would potentially ensure huge savings in time for the Company as well as a more efficient informational process for the Company, through a much more efficient execution of the leadership process in so far as communication is concerned. I also discovered this when communication issues cropped up during the execution of our Power Point project. The problem here was the breakdown in communications, so that members of the team did not have the information that they needed to integrate their efforts harmoniously with the other members of the team. This illustrates how the objective of working towards a common goal could have been improved if one of us has assumed the leadership role at first and during the initial meeting, established what information each member of the group would communicate to the others, as well as the frequency of that communication. In the absence of a leader and a well developed policy on communication, we faced problems in coordinating our efforts. The four c ore aspects that a good manager must take into consideration in managing his team members effectively are as follows: (a) select a person (b) set expectations (c) motivate the person and (d) develop the person (Buckingham and Curt, 1999). Good leadership constitutes the modification and adaptation of these aspects, for instance by selecting someone for talent not just for experience, intelligence or determination; while setting expectations, focusing only on the outcome rather than the method, while motivating, focusing on strengths rather than weaknesses and when developing the person, finding the right fit rather than merely pushing up the rungs of the ladder. I found this to be true in the management of my program for teen mothers; for example this program has helped to identify and motivate youngsters who were previously uninterested in work. By focusing on outcomes, as I did during my visit to the hospital with Amber, I was able to demonstrate to her – without a word bei ng said – the reality of being a mother and it may have also motivated her to work harder at her job because of the realisation that she needed to earn money for the huge investments that would be required in raising the child. It also produced a positive motivation because it focused upon identifying her strengths as a potential mother rather than seeing her pregnancy as a potential weakness that needed to be overcome. In the context of hiring employees, Lawler (2003) has pointed the example of Southwest Airlines, which bases its hiring decisions on a realistic preview, making its employees tell jokes and make announcements, thereby simulating the actual job environment that employees will encounter. When I took Amber with me into the wards, I was exposing her in a similar manner to what she would be exposed to after giving birth, thereby providing me with a good estimation of how she was likely to react. In a similar way, when I got the insurance company involved in dealing with Rick’s recovery after he was moved out of the ICU, I met Mrs McDonnel from the insurance company, who was the most professional, organized woman I had ever met. This woman was a typical example of good hiring by her employers, in accordance with the policy practiced by

How do geographies of exclusion and inequality structure experiences Essay

How do geographies of exclusion and inequality structure experiences of contemporary society - Essay Example These aspects have resulted to regional differences in relation to division of labour of gender in relation to reproduction and production, paid labour and unpaid labour, and in domestic and public spheres. Vanderbeck & Dunkley (2006) states that, the different values, norms and rules governing the gender in terms of division of labour and gender sharing of responsibilities, resources and power are significant elements in understanding the manner of inequality of gender in different regions and societies. Geographical differences mean that men and women take part in their national or regional economic activities differently from one another. More so these differences differ across the world. Two major factors are specifically significant in determining at which extent women take part in the main economic activities and their reach valued social resources; 2. How inflexible the â€Å"public private† segregate is, thus affecting the degree of the women in terms of public movement and opportunities for straight economic participation (Vanderbeck & Dunkley, 2006) Research form various social sciences subjects hints that there are different household variations which are associated with specific â€Å"regional patriarchies†. These basically concerns land inherences, economic activities, welfare outcomes and marital practices. (Vanderbeck & Dunkley, 2006) The most pronounced type of gender inequality in Asia is related with governments which are extremely patriarchy. These regimes also include those found in North Africa western Asia and East Asia. These countries have a clear different history and culture but they share similarities in terms of woman economic activity. Family structures and kinship in these countries are mostly patrilineal; marriages seem to be exogamous and also â€Å"patrilocal† where women marry out of their community. Household in these regions are organized alongside

Journal Entries and Comparisons to Semester II Domains of Study Coursework

Journal Entries and Comparisons to Semester II Domains of Study - Coursework Example This would potentially ensure huge savings in time for the Company as well as a more efficient informational process for the Company, through a much more efficient execution of the leadership process in so far as communication is concerned. I also discovered this when communication issues cropped up during the execution of our Power Point project. The problem here was the breakdown in communications, so that members of the team did not have the information that they needed to integrate their efforts harmoniously with the other members of the team. This illustrates how the objective of working towards a common goal could have been improved if one of us has assumed the leadership role at first and during the initial meeting, established what information each member of the group would communicate to the others, as well as the frequency of that communication. In the absence of a leader and a well developed policy on communication, we faced problems in coordinating our efforts. The four c ore aspects that a good manager must take into consideration in managing his team members effectively are as follows: (a) select a person (b) set expectations (c) motivate the person and (d) develop the person (Buckingham and Curt, 1999). Good leadership constitutes the modification and adaptation of these aspects, for instance by selecting someone for talent not just for experience, intelligence or determination; while setting expectations, focusing only on the outcome rather than the method, while motivating, focusing on strengths rather than weaknesses and when developing the person, finding the right fit rather than merely pushing up the rungs of the ladder. I found this to be true in the management of my program for teen mothers; for example this program has helped to identify and motivate youngsters who were previously uninterested in work. By focusing on outcomes, as I did during my visit to the hospital with Amber, I was able to demonstrate to her – without a word bei ng said – the reality of being a mother and it may have also motivated her to work harder at her job because of the realisation that she needed to earn money for the huge investments that would be required in raising the child. It also produced a positive motivation because it focused upon identifying her strengths as a potential mother rather than seeing her pregnancy as a potential weakness that needed to be overcome. In the context of hiring employees, Lawler (2003) has pointed the example of Southwest Airlines, which bases its hiring decisions on a realistic preview, making its employees tell jokes and make announcements, thereby simulating the actual job environment that employees will encounter. When I took Amber with me into the wards, I was exposing her in a similar manner to what she would be exposed to after giving birth, thereby providing me with a good estimation of how she was likely to react. In a similar way, when I got the insurance company involved in dealing with Rick’s recovery after he was moved out of the ICU, I met Mrs McDonnel from the insurance company, who was the most professional, organized woman I had ever met. This woman was a typical example of good hiring by her employers, in accordance with the policy practiced by

Education Sector Essay Example for Free

Education Sector Essay In a globalized economy with a high degree of competition among countries, the success of a nation depends on the educational level of its workforce. Technology has rapidly transformed education by extending learning space beyond the four wall of a classroom. Even though school plays the main role of education, technology offers verities of opportunities to learn more. Such as, Distance learning, online learning communities and access to vast resources and databases, etc. with the help of Information and communications technology (ICT), it allows to improve quality of teaching and learning worldwide. (Bokova, 2013) There are both positive and negative impacts due to technological advancement in education sector. Affordability: Even though developed counties are able to afford this, most of the developing countries struggle to equip the basic ICT devices. However there are things which they can afford, such as mobile phone, it would help to connect teachers, students, parents and administrators. Capacities: National policy-makers sometimes may lack to formulate ICT in educational policies. In some developing counties teaching institutes frequently lack to trainer the teachers with ICT education practices. Which would lead to less ICT education in school levels. Inclusion: People who live in rural area, disabled people typically receives low quality educations, even though they have special educational needs. Introduction of ICT would favour inclusive education and reduce inequalities. Content: there are more teaching modules available by the help of ICT. Open Educational Resources (OERs) hold significant potential to accelerate free access to knowledge and facilitae the adaptation of content to local needs and languages. Quality Assurance: ICT can help the education system to be much easier, but some developing countries still haven’t been duly reformed to embrace these new learning outcomes. And issues such as quality of ICT-based learning and safety of children online needs to be addressed. (Bokova, 2013).

Intrinsic And Extrinsic Rewards Defined Business Essay

Intrinsic And Extrinsic Rewards Defined Business Essay This chapter will review the academic literature required to study the research topic. The key areas for discussion are on intrinsic extrinsic rewards, rewards schemes strategies and theories on motivation. 2.1 Intrinsic and Extrinsic rewards defined Rewards can be treated as some offerings in addition to pay. Traditional reward systems were based on positions and longevities. But now a days profit sharing, gain sharing and stock option plans are being practiced as a reward. Modern reward systems include stock grants, certificate of appreciation, even personal thank you notes (Nelson, 1994). According to Walker et al (1979), rewards are classified into extrinsic and intrinsic rewards. Extrinsic rewards include basic salary and allowances which is needed to fulfill psychological and safety needs. Intrinsic rewards help individuals feelings and perceptions about the job situation which is needed to fulfill self-esteem, competence, self-actualization etc. There are several financial rewards commonly found in sales organizations are salary and commission, bonus, fringe benefits, stock options, retirement plan which fulfills both extrinsic and intrinsic needs of employees. Coli (1997), describes classification of reward and recognition under three types of rewards. They are monetary, awards and developmental rewards. Monetary rewards includes individual bonus for project completion, stock grants, skill-based pay, gain sharing, targeted total cash, special individual increase, non-discretionary incentives for the beginning of the project etc. According to Lyons Ora (2002), financial performance includes basic salary, variable pay, other compensations, perquisites and benefits. Different individuals have different perceptions of rewards. For instance, some individuals may consider cash as a sufficient and adequate reward for their efforts at work, while others may consider holidays and material incentives (such as a car) as more rewarding in exchange for their work. Others still, may consider a shift in the treatment that they get from their leaders to be a more rewarding experience. For instance, some employees consider being recognized by their leader as more rewarding than financial incentives (La Belle, 2005). 2.1.1 What are Financial Rewards? Zammit (2004), best described financial rewards. A reward strategy is an integrated approach to reward employees according to their contribution, skill and competence and their market worth. The author classified four types of financial reward. Basic salary Performance related pay Allowances Other financial rewards The basic salary is determined according to management position, standard of living, job market, qualification of the receivers. The dimensions of performance consist of bonuses, commissions and special skills. Allowances are most commonly provided for substitution, workstation transfer and transportation, free or discounted benefits, cultural or religious holidays, telecommunications. Other financial rewards are mostly practiced by offering stock options, pension schemes. 2.2 Reward strategy Reward strategies provide answers to two basic questions for an organization Where do we want our reward practices to be in a few years time? and How do we intend to get there?. Therefore, they deal with both ends and means. Ends they describe a vision of what reward processes will look like in a few years time and means on the expectation of how the vision will be realized. 2.2.1 Reward strategy defined Reward strategy is ultimately a way of thinking that you can apply to any reward issue arising in your organization, to see how you can create value from it (Brown, 2001). Reward strategy is a declaration of intent which defines what the organization wants to do in the longer term to develop and implement reward policies, practices and processes which will further the achievement of its business goals and meet the needs of its stakeholders. It provides a sense of purpose and direction and a framework for developing reward policies, practices and process. It is based on an understanding of the needs of the organization and its employees and how they can best be satisfied. It is also concerned with developing the values of the organization on how people should be rewarded and formulating guiding principles which will ensure that these values are enacted. Reward strategy is underpinned by a reward philosophy which expresses what the organization believes should be the basis upon which people are valued and rewarded. Reward philosophies are often articulated as guiding principles. 2.2.2 The content of reward strategy Reward strategy may be a broad-brush affair simply indicating the general direction in which it is thought reward management should go. Additionally or alternatively, reward strategy may set out a list of specific intentions dealing with particular aspects of reward management. Broad-brush reward strategy (Armstrong (2007), pg. 635) A broad-brush reward strategy may commit the organization to the pursuit of a total rewards policy. The basic aim might be to achieve an appropriate balance between financial and non-financial rewards. A further aim could be to use other approaches to the development of the employment relationship and the work environment which will enhance commitment and engagement and provide more opportunities for the contribution of people to be valued and recognized. Examples of other broad strategic aims include: 1. Introducing a more integrated approach to reward management encouraging continuous personal development and spelling out career opportunities; 2. Developing a more flexible approach to reward which includes the reduction of artificial barriers as a result of over-emphasis on grading and promotion; 3. Generally rewarding people according to their contribution; 4. Supporting the development of a performance culture and building levels of competence 5. Clarifying what behaviors will be rewarded and why. 2.2.3 Specific reward initiatives As Cox and Purcell (1998) write: The real benefit in reward strategies lies in complex linkages with other human resource management policies and practices. The selection of reward initiatives and the priorities attached to them will be based on an analysis of the present circumstances of the organization and an assessment of the needs of the business and its employees. The following are examples of possible specific reward initiatives, one or more of which might feature in a reward strategy: à ¢Ã¢â€š ¬Ã‚ ¢ The replacement of present methods of contingent pay with a pay for contribution scheme; à ¢Ã¢â€š ¬Ã‚ ¢ The introduction of a new grade and pay structure, e.g. a broad-graded or career family structure; 2.2.4 Developing reward strategy The formulation of reward strategy can be described as a process for developing and defining a sense of direction. The main phases are: 1. The diagnosis phase, when reward goals are agreed, current policies and practices assessed against them, options for improvement considered and any changes agreed. 2. The detailed design phase when improvements and changes are detailed and any changes tested (pilot testing is important). 3. The final testing and preparation phase. 4. The implementation phase, followed by ongoing review and modification. 2.2.5 Implementing reward strategy The aim of implementation is to make the reward strategy an operating reality by building the capacity of the organization to put into practice the proposals worked out in the development stage. As Armstrong and Brown (2007) stress: It is always essential to design with implementation in mind. Purcell (1999), believes that the focus of strategy should be on implementation. As explained by Thompson and Strickland (1990): Implementation entails converting the strategic plan into action and then into results. An effective reward strategy is a living process and, in the words of Rosabeth Moss Kanter (1984), an action vehicle, formulation is easy; implementation is hard. A pragmatic approach is required whats good is what works. Implementing reward strategy is much more about process than design how it will be done rather than what will be done. The principles of procedural and distributive justice apply. People must feel that the procedures used to determine their grades, pay level and pay progression are fair, equitable, applied consistently and transparent. They must also feel that the awards distributed to them are just in terms of their contribution and value to the organization. 2.3 Rewards management strategy defined Reward management is concerned with the formulation and implementation of strategies and policies in order to reward people fairly, equitably and consistently in accordance with their value to the organization. As Duncan Brown (2001) emphasizes, the alignment of your reward practices with employee values and needs is every bit as important as alignment with business goals, and critical to the realization of the latter. It deals with the development of reward strategies and the design, implementation and maintenance of reward systems (reward processes, practices and procedures) which aim to meet the needs of both the organization and its stakeholders. Rewards can be regarded as the fundamental expression of the employment relationship. 2.3.1 The aims of reward management Armstrong and Brown (2006), pg.33, identifies the following; à ¢Ã¢â€š ¬Ã‚ ¢ Reward people according to what the organization values and wants to pay for. à ¢Ã¢â€š ¬Ã‚ ¢ Reward people for the value they create. à ¢Ã¢â€š ¬Ã‚ ¢ Reward the right things to convey the right message about what is important in terms of behaviors and outcomes. à ¢Ã¢â€š ¬Ã‚ ¢ Develop a performance culture. à ¢Ã¢â€š ¬Ã‚ ¢ Motivate people and obtain their commitment and engagement. à ¢Ã¢â€š ¬Ã‚ ¢ Help to attract and retain the high quality people the organization needs. à ¢Ã¢â€š ¬Ã‚ ¢ Develop a positive employment relationship and psychological contract. à ¢Ã¢â€š ¬Ã‚ ¢ Align reward practices with both business goals and employee values. à ¢Ã¢â€š ¬Ã‚ ¢ Operate fairly people feel that they are treated justly in accordance with what is due to them because of their value to the organization (the felt-fair principle of Eliot Jacques (1961)). The fundamentals of reward management Recognizing the importance of the part played by line managers in implementing reward strategy and the need to ensure that they are committed and have the necessary skills; Paying close and continuous attention to communicating with employees and involving them in the development as well as the implementation of reward strategy; Being absolutely clear about the objectives of the strategy and resolute about evaluating its effectiveness. The following Reward strategies theories can be applied when developing a reward scheme in an organization. Pay people right (Zingheim and Schuster) Zingheim and Schuster (2000) have laid down the following six principles for paying people right: 1. Create a positive and natural reward experience. 2. Align rewards with business goals to achieve a win-win partnership. 3. Extend peoples line of sight between effort and outcome, motivating smart working over simply expending extra effort. 4. Integrate reward with strategic aims and the kind of contribution desired. 5. Reward individual ongoing (input) value to the organization with base pay. 6. Reward results (outputs) with variable pay. Dynamic pay (Flannery, Hofrichter and Platten) Flannery, Hofrichter and Platten (1996) expounded the concept of dynamic pay and suggested that the nine principles that support a successful pay strategy are: 1. Align compensation with the organizations culture, values and strategic business goals. 2. Link compensation to the other changes. 3. Time the compensation programme to best support other change initiatives. 4. Integrate pay with other people processes. 5. Democratize the pay process. 6. Demystify compensation. 7. Measure results. 8. Refine. Refine again. Refine some more. 9. Be selective. Dont take to heart everything you hear or read about pay. 2.3.3 Components of an effective reward strategy An effective strategy is one in which there are clearly defined goals and a well-defined link to business objectives; well-designed pay and reward programmes, tailored to the needs of the organization and its people, and consistent and integrated with one another; and effective and supportive HR and reward processes in place. Brown (2001) has suggested that effective reward strategies have three components: 1. They have to have clearly defined goals and a well-defined link to business objectives. Recognize the value of everyone who is making an effective contribution, not just the exceptional performers. Allow a reasonable degree of flexibility in the operation of reward processes and in the choice of benefits by employees. Devolve more responsibility for reward decisions to line managers. 2. There have to be well-designed pay and reward programmes, tailored to the needs of the organization and its people, and consistent and integrated with one another. 3. Perhaps most important and most neglected, there needs to be effective and supportive HR and reward processes in place. Armstrong and Brown (2006), have further suggested the following approach to reward strategy. This has the following characteristics: Appreciating that a good strategy is one that works and therefore focusing on implementation programmes; Planning with implementation in mind recognizing during the design process that plans have to be converted into reality and taking steps to anticipate the problems involved; Aligning reward strategies with the business and HR strategies; Ensuring that reward strategy fits the culture and characteristics of the organization, meets business needs and takes account of individual needs and preferences; Being aware of good practice elsewhere but not being seduced by the notion that it is best practice, i.e. universally applicable and easily replicated; Paying more attention to using strategic reward initiatives to support the engagement and commitment of people so that they are motivated and productive, rather than focusing on the mechanics of new reward fads; Bearing in mind that the development and implementation of reward strategy is an evolutionary process it is about doing things better at a manageable pace rather than extraordinary new developments; Providing flexibility within a framework, i.e. developing a flexible approach to the reward of different people but always within a framework that provides for consistent treatment; Appreciating that implementing reward strategy will require a comprehensive change management programme. 2.4 What is Motivation? Many contemporary authors have defined the concept of motivation as; the psychological process that gives behavior purpose and direction (Kreitner, 1995); a tendency to behave in a purposive method to achieve specific, unmet desires (Buford, Bedeian, Lindner, 1995); an inner force to gratify an unsatisfied need (Higgins, 1994); and the will to accomplish (Bedeian, 1993). In this study, motivation is operationally defined as the inner force that drives individuals to achieve personal and organizational goals. Understanding what motivates employees is one of the key challenges for managers. Although it is not possible directly to motivate others, it is nonetheless important to know how to influence what others are motivated to do, with the overall aim of having employees identify their own welfare with that of the organization (Bruce and Pepitone, 1999). While motivation is determined by both monetary non-monetary factors, money has come to play an overly important role in our thinking about the causes of behavior. In most companies, very limited time effort are spent on considering non-monetary sources of motivation (Gratton, 2004). For organizations to address these expectations an understanding of employee motivation is required (Beer et al., 1984). Carnegie (1975) emphasizes the human aspects of management. They postulate that as it is people who make a business succeed or fail it is the organizations chief responsibility to motivate their people so that they will assure success. The author believes that each human being has the potential for creativity, contribution and achievement of business goals. Therefore, the infinite question is how organizations reach this potential and how they stimulate creativity and foster in their people the desire to succeed and to achieve self-fulfillment through their work. The common theme of all the above authors is the belief that people need to be respected and treated as precious human capital, more essential to an organizations effectiveness than its financial capital. Organizations are under constant pressure to enhance and improve their performance and are realizing that an interdependent relationship exists between organizational performance and employee performance. In the following section the focus will be on the motivational theories and the impact that these theories have on enhancing employee performance. 2.5 Theories on motivation The process of motivation as described below is broadly based on a number of motivation theories that attempt to explain in more detail what it means. Some of the distinctive theories will be discussed below. 2.5.1. Needs (content) theory The basis of this theory is the belief that an unsatisfied need creates tension and disequilibrium. To restore the balance a goal is identified that will satisfy the need and a behavior pathway is selected that will lead to the achievement of the goal. All behavior is therefore motivated by unsatisfied needs. The best-known contributor to needs theory is Maslow, A (1954). He formulated the concept of a hierarchy of needs, which start from the fundamental physiological needs and lead through safety, social and esteem needs to the need for self-fulfillment, the highest need of all. He said that man is a wanting animal; only an unsatisfied need can motivate behavior, and the dominant need is the prime motivator of behavior. This is the best-known theory of needs, but it has never been verified by empirical research. 2.5.2. Herzbergs two-factor theory Herzbergs two-factor model theory states that the factors giving rise to job satisfaction (and motivation) are distinct from the factors that lead to job dissatisfaction. It is sometimes called the motivation-hygiene theory. There are two groups of factors. The first consists of the satisfiers or motivators, which are intrinsic to the job. These include achievement, recognition, the work itself, responsibility and growth. The second group comprises what Herzberg calls the dissatisfaction avoidance or hygiene factors, which are extrinsic to the job and include pay, company policy and administration, personal relations, status and security. These cannot create satisfaction but, unless preventive action is taken, they can cause dissatisfaction. He also noted that any feeling of satisfaction resulting from pay increases was likely to be short-lived compared with the long-lasting satisfaction from the work itself. One of the key conclusions derived from the research is therefore that pay is not a motivator, except in the short term, although unfair payment systems can lead to demotivation. Herzbergs two-factor model draws attention to the distinction between intrinsic and extrinsic motivators, and his contention that the satisfaction resulting from pay increases does not persist has some face validity. But his research and the conclusions he reached have been attacked first because, it is asserted, the original research is flawed and fails to support the contention that pay is not a motivator, and secondly because no attempt was made to measure the relationship between satisfaction and performance. As Guest, D (1992) has written: Many managers knowledge of motivation has not advanced beyond Herzberg and his generation. This is unfortunate. Their theories are now over thirty years old. Extensive research has shown that as general theories of motivation the theories of Herzberg and Maslow are wrong. They have been replaced by more relevant approaches. 2.5.3. Equity theory To explain how employees judge the fairness of rewards received in proportion to resources invested for completing a task by assessing ones on investment-reward ratio Equity theory (John Stacey Adams) is used, This theory is compared against the ratio of another colleague holding a similar position (McShane et al.2000 pg 79). A comparison can be made using the formula below: Outcomes (Individual) = Outcomes (Other) Inputs (Individual) Inputs (Other) Above formula can be explained, that employees seek to maintain equity between the inputs that they put in to a job and the outcomes they receive from it against the perceived inputs and outcomes of others. The belief in equity theory is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The main concern however is payment; this therefore is the cause of equality or inequalty in most cases. In any position within the organization, an employee wants to feel that their contributions and work performance are being rewarded with their pay. According to equity theory, if an employee feels under-paid then it will result in the employee feeling hostile towards the organization and perhaps their co-workers, which may result the employee not performing well at work anymore. But Adams Equity Theory is very much more complex sophisticated motivational model, in this model more than merely assessing effort put in (inputs) and rewards (outputs). Equity Theory gives prominence to an additional perspective of comparison, were employees compare themselves with others (people who consider in a similar position). Referent others are used to describe the reference points or people with whom we compare our own situation, which is the Highlight part of the theory. The three primary assumptions applied to most business applications of Equity Theory can be summarized as follows: Equity norm- Where Employees expect a fair return for what they contribute in their jobs. Social comparison- Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers. Cognitive distortion Employees who perceive themselves as being in an inequitable situation will seek to reduce the inequity either by distorting inputs and/or outcomes in their own minds, by directly altering inputs and/or outputs, or by leaving the organization. 2.5.4. Vrooms expectancy theory Vrooms expectancy theory basically separates effort (which arises from motivation), performance, and outcomes. Its assumption is that behavior results from conscious choices among alternatives. Vroom realized that an employees performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a persons motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy  is the belief that increased effort will lead to increased performance i.e. if I work harder then this will be better. This is affected by such things as: Having the right resources available (e.g. raw materials, time) Having the right skills to do the job Having the necessary support to get the job done (e.g. supervisor support, or correct information on the job) Instrumentality  is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. (i.e. if I do a good job, there is something in it for me.) This is affected by such things as: Clear understanding of the relationship between performance and outcomes e.g. the rules of the reward game Trust in the people who will take the decisions on who gets what outcome Transparency of the process that decides who gets what outcome Valence  is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off. The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy) and performance-outcome expectancy (P>O expectancy). E>P expectancy:  our assessment of the probability that our efforts will lead to the required performance level. P>O expectancy:  our assessment of the probability that our successful performance will lead to certain outcomes. Crucially, Vrooms expectancy theory works on  Perceptions   so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organization, it doesnt mean that someone wont perceive that it doesnt work for them. Thus, Vrooms expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. 2.6 Theoretical framework 2.6.1 Relationship between Financial Rewards and Performance Financial rewards practiced by an organization play an important role in motivating employees to perform depending on the type of business its involved in and require their employees to be engaged in.. Therefore, organizations financial performance is ultimately dependent on the employees performance. It is also considered that improper reward practices may result below average financial performance of organizations. Most agree that reward practices act as motivators that shape the employees behaviors. According to prior researches, it is commonly believed that if financial rewards are effectively used, employees are motivated to perform high and that ultimately results financial performance. Financial performance is improved if there is a carefully crafted reward practice (Allen Helms; 2001). It is difficult to relate financial reward with organizational financial performance (Kerr, 1999). Reward must positively influence performance (Nelson, 1994). Regardless to team-based reward, individual reward is still important as individuals could see that their activities are making difference to the organization. According to Zingheim Schuster (2000), a few businesses design their reward system for the optimization of company performance. Basic salary and incentives matches competitive practice and emphasizes performance results. Incentive plans are often used in employment settings to encourage superior performance. While such inducements are found to have positive effects on job performance concerns have been raised over rewards influence on task interest and creativity. (Bartol Locke, 2000; Fay Thompson, 2001) In a research, it is found that employees stock ownership plans and profit sharing are widely used reward practice (Lawler et all, 1995). Hale (1998) and Lawler (1981, 1987) recognized rewards have critical importance as a means of employee motivation. Organizations and manager acknowledge reward and recognition consistently as a motivator of individual employees. Employees understandings and satisfactions with reward system lead to specific behaviors and actions, finally results operational and financial results (Cacioppe, 1999). According to Saxby (2007), it is an avoidable mistake of management for not rewarding employees for a well done job. Tangible rewards are nicer and more meaningful regarding employee motivation rather than intangible praising and acknowledgement. Contradiction to the theory, according to LaBelle (2005) in some cases managers may practice rewards for some behaviors which is unexpected or unproductive. Sometimes worker may misunderstand the objective of getting reward. Some cases of mismatches are discussed below: Safety vs. Productivity: Sometimes, employees do not understand that whether heshe is receiving reward for working safely or for the firms productivity or for the quality of services rendered. 2.6.2 Relationship between Financial Rewards, Motivation and Performance Financial incentives and rewards can motivate. People need money and therefore want money. It can motivate but it is not the only motivator. It has been suggested by Wallace, M.J and Szilagyi, L (1982) that money can serve the following reward functions: It can act as a goal that people generally strive for although to different degrees. It can act as an instrument that provides valued outcomes. It can be a symbol that indicates the recipients value to the organization. It can act as a general reinforce because it is associated with valued rewards so often that it takes on reward value itself. But doubts have been cast on the effectiveness of money as a motivator by Herzberg et al (1957). As noted, he claimed that, while the lack of it may cause dissatisfaction, money does not result in lasting satisfaction. There is something in this, especially for people on fixed salaries or rates of pay who do not benefit directly from an incentive scheme. They may feel good when they get an increase, as, apart from the extra money, it is highly effective ways of making people believe they are valued. But the feeling of euphoria can rapidly die away. However, it must be re-emphasized that different people have different needs, and Herzbergs two-factor theory has not been validated. Some will be much more motivated by money than others. What cannot be assumed is that money motivates everyone in the same way and to the same extent. But do financial incentives motivate people? The answer, according to Kohn, A (1993) is absolutely not. He challenges what he calls the behaviourist dogma about money and motivation. And he claims that no controlled scientific study has ever found a long term enhancement of the quality of work as a result of any reward system. When you look at how people are motivated, claims Kohn, It becomes disturbingly clear that the more you use rewards to motivate people, the more they tend to lose interest in whatever they had to do to get the rewards. He quotes research that has repeatedly shown that the more salient or reinforcing the reward is, the more it erodes intrinsic interest and points out that various devices can be used to get people to do something, but that is a far cry from making people want to do something. Pfeffer, J (1998) also contends that: People do work

Television and Media - Relationship between Society and the Media :: Exploratory Essays Research Papers

The Relationship between Society and the Media As Americans we take pride in our liberating government. But, it is essential to ask how much we, the general public, know about our democracy. Because of the representative structure of our government, it is in our best interest to remain as knowledgeable as possible about political affairs so that we can play an active role in our democracy by voting for candidates and issues. The media, which includes print, television, and the internet, is our primary link to political events and issues. (For the purposes of this essay only print and television will be considered.) Therefore, in order to assess the success of our democracy it is necessary to assess the soundness of our media. We are lucky enough to have a media, in theory, free from government influences because of our rights to freedom of press and freedom of speech, but we are still subject to the media’s interpretation and presentation of politics, as is the danger when depending on any source for information. So, we mu st address how the media informs us; how successful it is at doing so; and how we should respond to it. This essay will show, unfortunately, that our democracy is not as healthy as it potentially could be because of television and print’s inadequate coverage of politics and the public’s resultant frustration and lack of knowledge. The reason this occurs is not because the media is trying to restrict our role in the government, but because it has other agendas to consider, such as producing maximum profits. Also, the media can take its obligatory role, often referred to as the â€Å"fourth estate,† to an extreme. John McManus, a former newspaper reporter and current professor at Santa Clara University researching the social responsibility of news media, specifically uses this term in his book Market-Driven Journalism: Let the Citizen Beware? to explain the media’s ideal role as the fourth branch of the government. The media is meant to participate in our system of checks and balances and check the government to ensure that it does not withhold too much power from the people. However, this can pose a problem if the media tries too hard to keep a check on the government and ends up transcending its role as the fourth estate and becoming cynical of the government. These market-driven characteristics and overzealous tendencies are conveyed in the media’s choice and presentation of language.

New Criticism of Cry, the Beloved Country Essay -- Cry the Beloved Cou

New Criticism of Cry, the Beloved Country   Ã‚  Ã‚  Ã‚   Cry, the Beloved Country, by Alan Paton can be effectively analyzed using the theory of New Criticism. When beginning to look at the text one must remember not to any attempt to look at the author’s relationship to the work, which is called "intentional fallacy" or make any attempt to look at the reader’s response to the work, which is called the "affective fallacy." First, the central theme of the book must be recognized. In this book the central thematic issue is separation and segregation, that there will always be major problems in society when race or skin color segregates people. This central theme can be seen in every place the characters travel and also in their daily activities. Next, the tone of the book must be identified. The tone throughout the book can be identified as hopeful and also fearful. The balancing tones of hopeful and fearful help balance the central theme. There is a sense that human beings are capable of change and thus one da y all people will become equal. No matter how badly things may be, the tone implies that there is still great hope. The hopeful tone implies that even though segregation and separation is a grim and depressing, there is hope for the future because, if a couple people are capable of change, so is a whole country. The fearful tone implies that South African’s are afraid of what has happened in their country and what may happen. Fear can be seen everywhere, in the land, actions of the people, and they speech of people. These balancing tones are continued throughout the book and serves to balance the outlining themes with the central theme. The next step in applying New Criticism is to examine some of the outlining themes to deter... ...the central theme. In this manner, the book follows the central unifying theme. The themes found in this book are not complex though. They are simple themes that do not require a lot of examination. Therefore, through the lens of New Criticism the book was an above average book that had many paradoxes and irony, a well-supported central theme, but its fault lied in the fact that the outlining theme were not complex. . Works Cited Davis, Robert Con and Ronald Schleifer. Contemporary Literary Criticism: Literary and Cultural Studies. Longman press, New York: 1989. Young, R.V. The Old New Criticism and its Critics. First Things, issue 35. P38-34. August 1993. Formalism. www.cumber.edu/engl230/newcrit.htm The New Criticism. http://130.179.92.25/Arnason_DE/New_Criticism.html Discovering Authors. John Crowe Ransom. Gale Research Inc. 1996