China And Japan During The 19th And 20th Century - 1990 Words

China and Japan in the 19th and 20th Century China and Japan had fallen on hard times leading up to the 19th and 20th Century. Both China and Japan reigned as perhaps the two most successful countries in east Asia for most of their storied histories. China had been the center of trade between the west and east for hundreds of years, and economically was as wealthy as one could imagine. Japan, residing on an island off the coast of Korea, was traditionally rather isolated through its rule by Shoguns and Samurai. However, several factors led to their eventual downfalls before they could recover. For China, a corrupt Qing rule, unbalanced trade relations with the west, and a country-wide opium crisis had set China back tremendously. Japan’s†¦show more content†¦This would lead to an â€Å"unending series of defeats,† including the â€Å"British in 1942, the French and British jointly between 1856 and 1860, and by the French again in 1864,† and the Japanese in 1894 (Spence 35). Revolutionary efforts led by men like Kang Youwei and Sun Yat Sen would eventually overthrow the Qing Dynasty. Even after several failed uprisings, Sun Yat Sen was still able to maintain a, â€Å"steady stream of support of new followers, and he was always able to get enough funds from overseas Chinese,† (Spence 110-111). On the first of January, 1911, Sun Yat Sen and his fellow revolutionaries would found the Republic of China (Spence 135). In 1945, after emerging victorious in a conflict with Japan, China’s Nationalist and Communist Parties would enter into a civil war, with Mao Zedong and the communists winning the conflict and founding the People’s Republic of China in 1949 (Spence 359). China under Mao would be subjected to killings and acts of propaganda meant to control a population being molded for communism. Mao’s legacy is a strange one. Even though he did help give many Chinese more rights than ever before, his willingness to keep the population under control would create a very controversial China to say the least (Spence 387). Japan’s political structure during the 19th and 20th Century would shift dramatically just as China’s did. After hundreds of years of rule by a Tokugawa feudal system, Japan was isolated and there was much division within theShow MoreRelatedNorth Asi A Relationship With The Western Countries1487 Words   |  6 Pageswas. China in specific had a trade relationship with the Western countries, such as America and Great Britain, which developed into a war known as the Opium War. A relationship with the Western countries at times caused tension in Japan with threats of imperialism when they did not appreciate that Japan was isolated. The threat of imperialism and isolation in Japan went hand and hand, China questioned if they should be isolated or not, and Korea was isolated with a few exceptions. In the 19th andRead MoreThe Rise Of The Late And Early 20th Century1693 Words   |  7 Pages The period surrounding the late and early 20th century was the most dramatic era in modern history. It was a period where Western ideals were pushed by motivated empires with ambitions of wealth and expanding territory and, while impossible to distinguish the most influencing factor that led to the Westernization of nations on a global scale, it is easy to determine key points that played important roles in world history. With Western cultures emerging with both technological and military advantageRead MoreAnalysis Of The Three I s Of 19th Century East Asia Essay1525 Words   |  7 PagesImperialism, Isolationism, and Industrialization; The Three I’s of 19th Century East Asia When Japan and China enacted isolationist policies in the 16th century, Japan and China were among the most advanced countries in the world. Both nations felt that they did not need to nor desired to interact with the rest of the world, or intervene in disputes between â€Å"barbarians† (Aizawa 348.) As a consequence, throughout the 17th and 18th centuries, neither country advanced much technologically. On the other handRead MoreThe West Thought Of China And Japan1110 Words   |  5 PagesDuring 19th century, westerners had an ‘Orientalism’ mind about the Eastern countries. The word ‘Orientalism’ was used first in the book Orientalism by Edward W. Said in 1979. Its original meaning was an exoticism of the East appearing in European (Western) culture and art. Today, however, it is used to imply the distortion and bias of the West towards the East, justifying supremacy and domination of the West to the East. During that time, the West and the East (e specially China and Japan) hadRead MoreImperialism DBQ Essay examples636 Words   |  3 PagesA.P. U.S. II DBQ What role did Imperialism play in shaping U.S. foreign policy in the late 19th and early 20th centuries? Prior to the late 19th century, the United States was preoccupied with domestic affairs and simply used the Monroe Doctrine as their lone foreign policy. By the late 19th century, however, domestic concerns suppressed just enough to let foreign issues take the spotlight. The Industrial Revolution brought mass production, which forced the United States to seek a new global marketRead MoreAmerican Foreign Policy Since World War 21395 Words   |  6 Pagessince World War 2, Steven W. Hook, and John Spanier take a historical look at American foreign policy. Since its independence, all through to the start of the 20th century, the United States had a policy of detachment. This was rooted in the believe that Europe, the only other meaningful powerful in the world in the 18th and 19th century, had intrinsic issues related to feudism that kept the continent in a constant state of war (Hook Spanier, 2015). The U.S on its part was far away from EuropeRead MoreAP Us History DBQ977 Words    |  4 PagesDBQ American expansionism in the late 19th century and early 20th century was, to a large extent, a continuation of past United States expansionism, while also departing with previous expansionism in some aspects. During the period of time between the late 19th century and early 20th century, America was going through significant changes. After a revolution in Cuba against the Spanish, as well as the Americans starting the Spanish-American War, the Americans received several territorial concessionsRead MoreAutomobile Production Of The Automobile Industry Essay1415 Words   |  6 Pagespopularity of automobiles. The automobile industry encompasses businesses that conceptualize and produce automobiles of all types since the 1800’s. Automobiles were first produced in Europe in the 19th century. American companies led the world in global production and sales of autos in the 20th century. Well known automobile corporations include Ford, Mercedes-Benz, Toyota, and General Motors Corporation. Lesser known corporations include Subaru, Honda, Suzuki, and many more. The industry has withinRead MoreThe Major Events Of The 20Th Century Were Characterized1612 Words   |  7 PagesThe major events of the 20th century were characterized by devastating political experiences of wars and totalitarianisms that were born out of the shifts in philosophical, social, political and economic ideologies and movements across many regions of the world. During this time in history, communism took root in many states where people took control of the economies in order to establish a communist society that was b ased on a social economic order that was structured upon common ownership of theRead MoreWhy Did The Industrial Revolution Begin?1535 Words   |  7 Pageshigh income created a population with disposable income for the products like clothing produced in factories, and commodity products that supported trade in the 17th and 18th centuries. Second reason is because Britain was relatively well-developed financial sector. The British Financial Sector in the 17th and 18th centuries was one of the most progressive and refined in the world. Britain was already considered a center for trading and finance, and the capital supported the investments that made

A Midsummer Nights Dream Essay - 1790 Words

â€Å"A Midsummer Night’s Dream† Essay â€Å"A Midsummer Night’s Dream†, one of Shakespeare’s most beloved comedies, is generally thought of as a comical romance. A very important factor that makes the whole play a comedy, is magic, which is used to affect the lives of four Athenians: Hermia, Lysander, Helena and Demetrius. Bottom, also a simple human, falls victim of the fairies’ mischievous magic. The magic reaches these characters by Puck, a naughty fairy, and Oberon, the king of fairies. Puck decides to cast a spell on Bottom, making him grow a donkey head, and Oberon decides to cast a spell on Titania, making her fall in love with Bottom. From a simple mistaken spell, a rollercoaster of emotions, conflicts and laughter emerge. Magic is†¦show more content†¦227-228). Do I entice you? Do I speak you fair? Or rather do I not in plainest truth Tell you I do not, nor I cannot love you? (2-1 ll. 199-201) Demetrius clearly illustrates to Helena that he has no interest, but Helena p ersists. Helena says, And even for that do I love you the more. I am your spaniel and, Demetrius, the more you beat me, I will fawn on you. (2-1 ll. 202-204). Your virtue is my privilege. For that It is not night when I do see your face, Therefore I think I am not in the night; (2-1 ll. 220-222). This proves that Helena is a fool because Demetrius doesn’t love her, but she still continues in her pursue of love with him. After he potion gets put on his eyes, it starts having an immense effect on his behavior and perspective towards Helena, so much that he actually starts telling her how much he loves her, how beautiful she is and that he needs her. Helena responds to this behavior badly by crying and scolding him because she has always been made fun of by Demetrius, and now she thinks that he is teasing her even more by telling her that he truly loves her and needs her. Helena thinks that Demetrius does all this so that she gets very angry at him and stops loving him. At this point in the play the sweet, pathetic Helena has no residue of love left in her heart to love Demetrius. Writing about forced love, there is also another target that gets given a funny donkey head,Show MoreRelatedA Midsummer Nights Dream Essay1482 Words   |  6 PagesA Midsummer Night’s Dream: by William Shakespeare William Shakespeare was born in April 1564. He had married at the age of eighteen to a twenty-six year old woman named Anne Hathaway in 1582. He had a daughter named Susanna and twins, Judith and Hamnet. Hamnet, his only son, died at age eleven. Shakespeare died in April 1616. Despite the fact that Shakespeare wrote some thirty-seven plays, owned part of his theatrical company, acted in plays, and retired a relatively wealthy man in the cityRead MoreEssay The Forest in A Midsummer Night’s Dream’1122 Words   |  5 PagesOnly in the forest do women exercise power. How far do you agree with this statement? The forest in ‘A Midsummer Night’s Dream’ is used as a green space, a place where the social norms don’t apply. At the time of writing, Shakespearean England was ruled by a female monarch, Queen Elizabeth the 1st who was only the 2nd queen of England in their own right. This power held by a woman at the time was not the norm, women were subservient of men. Hermia has been promised to Demetrius by her father;Read MoreMidsummer Nights Dream Essay1041 Words   |  5 PagesWilliam Shakespeare’s play A Midsummer Night’s Dream utilizes the technique of multiple characters playing leading roles. The fairy character Puck stands out as a dominant and leading role in the play. Puck is the best fit for the role of the protagonist because he is mischievous and therefore, has the ability to change the outcome of the play through his schemes and actions. As the protagonist, Puck is responsible for creating the major conflict that occurs between the four lovers throughout theRead MoreEssay on A Midsummer Nights Dream: Critical Analysis3103 Words   |  13 PagesMandy Conway Mrs. Guynes English 12 16 March 2000 A Critical Analysis of quot;A Midsummer Nights Dreamquot; William Shakespeare, born in 1594, is one of the greatest writers in literature. He dies in 1616 after completing many sonnets and plays. One of which is quot;A Midsummer Nights Dream.quot; They say that this play is the most purely romantic of Shakespeares comedies. The themes of the play are dreams and reality, love and magic. This extraordinary play is a play-with-in-a-play, whichRead MoreEssay about Love in A Midsummer Nights Dream920 Words   |  4 PagesThe Power of Love in A Midsummer Nights Dream Is love controlled by human beings who love one another or is love controlled by a higher power? There are many people who believe that a higher power has control over love. An example of a higher power would be a cupid, a flying angel-type creature who is supposed to shoot arrows at people to make them fall in love. There are other people who reject the idea that a higher power controls love and that the people who experience love can controlRead MoreExpository Essay On A Midsummer Nights Dream711 Words   |  3 PagesAbby Kuhlman L.Liebl 10A Hour 4 Expository Essay 1 Nov. 2017 Crazy in Love The famous quote You can t be wise and in love at the same time, by Bob Dylan, applies to three of the main characters in William Shakespeare s A Midsummer Night s Dream: Hermia, Helena, and Lysander. Reason and love are often at odds in real life, and this romantic comedy shows how these characters struggle to balance between the two. Hermia has a crazy determination to marry Lysander. Hermia is willingRead MoreWilliam Shakespeares A Midsummer Nights Dream Essays3973 Words   |  16 PagesWilliam Shakespeares A Midsummer Nights Dream In the following essay I am aiming to show how Lysanders claim that the course of true love never did run smooth is supported by other events in the play. A Midsummer Nights Dream was written by William Shakespeare. No one knows the exact date it was written but we know it was between 1589 and 1595. He combines romance with comedy to produce this popular story. When he was writing the play superstition aboutRead MorePassion in A Midsummer Nights Dream Essay963 Words   |  4 PagesPassion in A Midsummer Night’s Dream Shakespeare’s A Midsummer Night’s Dream may come off as a simple comedy but is a complex play with many interesting aspects. Passion, a significant characteristic, is often expressed through the play. Characters in the play show passion for different reasons; Puck passions for mischief, Helena for Demetrius’ love and Bottom for theatrics, are a few of the many examples. Passion shows much significance, being the most important characteristic in the playRead More Comparing A Midsummer Nights Dream and Romeo and Juliet Essay1176 Words   |  5 Pagesanother, two stand out from the rest as sharing a great deal in common. Specific, solid parallels can be drawn between Shakespeares plays A Midsummer Nights Dream and Romeo and Juliet. The themes and characters are remarkably similar in many aspects. Firstly, both plays highlight the stereotypical young lovers - Hermia and Lysander in A Midsummer Nights Dream and Romeo and Juliet in Romeo and Juliet. Secondly, bot h plays are very ambiguously categorized. By this I mean that each could have beenRead MoreEssay on Love In A Midsummer Night’s Dream524 Words   |  3 PagesTrue love’s path is paved with every step. Through the assistance of fanciful elements as well as characters Puck and Oberon, the true message of love in William Shakespeare’s A Midsummer Night’s Dream is revealed. The four lovers know the direction in which their hearts are inclined to turn, but when the love potion is administered, the bounds of their rectangle are thrashed without knowledge or consent. The rapid shifts in affection between the play’s â€Å"four lovers† is representative of the idea

The values and ideologys that a Head Teacher should have Free Essays

A leader is considered to be a individual who knows about the people being led and managed, pass oning values and precedences and patterning good pattern. Effective leaders adopt a strategic attack and lead by illustration. Most significantly they know that people are their cardinal resources and without them, there would be no organisation to take and managed ( Kydd, 2003 ) . We will write a custom essay sample on The values and ideologys that a Head Teacher should have or any similar topic only for you Order Now An effectual headteacher should hold some basic features that distinguish him from the other staff of the school. As Smith ( 1993 ) implies, â€Å" an effectual headteacher has a vision and a mission for the school. He inspires committedness to the school ‘s mission and so gives way and aim to its work. He coordinates the work of the school by apportioning functions and deputing duties, promoting staff engagement in professional development programmes and makes usage of the accomplishments instructors get in these programmes † . He recognizes the work that is done by others ( particularly instructors ) and gives feedback and support whenever he considers necessary. He can therefore foster an apprehension of the school vision and set up the school clime. Ubben and Hughes ( 1992 ) stated that principals could make a school clime that improves the productiveness of both staff and pupils and that the leading manner of the principal can further or curtail teacher effectivity. Decidedly, a positive school clime can heighten staff public presentation, advance higher morale, and better pupil accomplishment ( Freiberg, 1998 ) . It may be considered as the one of the most of import constituents of the school reform. A positive school clime promotes higher academic accomplishment, helps pupils recognize and make their maximal potencies and by and large lend to the betterment and effectivity of the school. If principals are extremely skilled, they can develop feelings of trust, unfastened communications, collegiality, and advance effectual feedback. In the complex environment of schools, all headteachers need to understand instructors ‘ perceptual experiences of their behaviours. They must cognize and understand how to supply the foundation for making an atmosphere conducive to alter. They must besides be able to go witting of the demands of their instructors, authorise them to portion the vision, and enable them to make an effectual school clime. A skilled headteacher is the 1 that has sensitiveness towards personal jobs of the others. He is able to understand peoples ‘ demands, harmonizing to their background and their emotional issues ( Smith, 1993 ) . He is non merely a typical, professional headteacher, but besides a human with feelings and rules. Besides, by demoing involvement towards instructors ‘ and students ‘ jobs, he can cut down the employees ‘ negative attitudes in their school working environment and do both instructors and students feel valuable. In a school ‘s environment, good communicating and coaction between the instructors, is of great importance. Collegiality is strongly related with the mutuality of the instructors in the school. The good relationships among them are indispensable and critical, because, as Barth ( 1990 ) argues â€Å" relationships between them are the sine qua non that allow, stimulate, and sustain all other efforts at school betterment † . Andrew Hargreaves ( Bennett et al. , 1992, p.81 ) argues that: â€Å" Collegiality forms a important board of policies to reconstitute schools from without and to reform them from withinaˆÂ ¦ School betterment, course of study reform, instructor development, and leading development are all seen as being dependent, to some extent, on the edifice of positive collegial relationships for their success † . Sing the impacts of a positive clime in a collaborative school environment, we can non dissent with the above statement. It is true that when the interpersonal and professional dealingss of the school staff, and specifically instructors ‘ dealingss are good, so the communicating within the school flourishes. In instances where instructors develop friendly dealingss, discoursing non merely school ‘s affairs, so the communicating between them is improved, given that they interact non merely as co-workers but as friends excessively. From my small experience in schools, I have to state that in school environments, where instructors were really pass oning, their public presentation was much better comparing with those whose dealingss were non every bit collegial as they should hold been. After all as Willi Unsoeld, ( Johnson and Johnson, 1994, p.8:7 ) a celebrated mountain climber, one time said to a group of mountain climbers, â€Å" Pull togetheraˆÂ ¦ in the mountains you must depend on each other for endurance † . Teaching is strongly related with mountain mounting. Like mountain climbers, instructors should hold assurance to the abilities of their co-workers, back up the attempts that are made by the others, acknowledge their part and eventually believe that their competencies are being utilised and valued by the other instructors. It is doubtless acceptable and understood that the headteacher ‘s function in the procedure of bettering communicating in school is significant. He is considered to be the cardinal figure in enabling the development of human dealingss, particularly between instructors, developing to work within the school as a whole. Colin Riches ( Bush and West- Burnham, 1994, p.261 ) points out that â€Å" Effective direction has to get down from a full apprehension of the inside informations of how the communicating procedure impacts on every direction activity † . Because of the headteacher ‘s influence, it is of import that he or she communicate efficaciously with the others. However, in order for good communicating to be achieved, communicating channels should be unfastened both ways. By this I mean that the principal should be accessible to everyone in the school. Coursen and Thomas ( Smith and Piele, 1991, p. ) write that â€Å" it is of import for people to experience you are available and welcome personal contact with them † . Roger Major ( Smith and Piele, 1991, p. ) argues that â€Å" principals can utilize sincere congratulations whenever possible to make a more constructive ambiance in schools † . Indeed, acknowledging the work that instructors do in the school, can better the relationships between them, since the instructors will experience valued and appreciated. Even the negative feedback will non act upon school ‘s positive clime, if it is done in the right manner, like in a personal treatment and non in public. In reexamining the literature, we find that dialogue accomplishments are besides indispensable for an effectual headteacher who wants to cultivate good communicating and better the conditions in the school. Riches ( Bush and West- Burnham, 1994, p.260 ) defines dialogue as â€Å" a manner of accommodating involvements and cut downing struggle in state of affairss where people have to interact with one another but where no side is powerful plenty to enforce its will † . The headteacher should be able to snuff out all the struggles that may happen between the staff, and reconstruct the concerted clime in school ; therefore, it is so of import for the principal to avoid favoritism, be just, nonsubjective and diplomatic. From all written above, the function of the headteacher in the development of a positive, communicative and collaborative clime in schools is incontestible and undisputed. All these accomplishments are gathered in the definition of the headteachers ‘ function, given by Southworth ( Bush and Middlewood, 1997, p.40 ) who writes that: â€Å" The caputs take an active involvement in the instructors ‘ work and lives ; they attend to instructors ‘ person and corporate demands and involvements ; they set up ways in which staff can portion and speak about their work in the schoolrooms ( e.g. demoing assemblies, staff meetings, informal visits by the caput to instructors in their schoolrooms after school ) † . Acting in this manner, most of the headteachers seek to set up and keep an organisational civilization that facilitate openness, sharing and communicating in their schools. How to cite The values and ideologys that a Head Teacher should have, Essay examples

Corporate Communication free essay sample

What is Corporate Communication? * A department with many functions * A set of communication products * A process to communicate key messages Corporate communications are a powerful management tool if approached with strategic integrity, alignment and focus. An organisation performing with coherence and its energy focused on a specified goal is far more effective than one that allows confused and inconsistent messages to disseminate from management. Communications is the only vehicle that allows all employees to understand the vision and direction of a company. Communications also supports management and HR initiatives in equipping personnel with the knowledge and motivation to perform their roles effectively. By aligning strategic messages with those more closely related to the specifics of an individual’s working environment, communications can directly contribute to motivation by providing a coherent frame of reference. When all individuals use the same frame of reference, communication has directly supported the culture of an organisation. We will write a custom essay sample on Corporate Communication or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Understand the importance of corporate communication Corporate Communication – â€Å"Communication that is completely consistent with the firm’s overall strategy and that enhances the strategic positioning of the corporation. † Communication plays a crucial role in all sectors of the economy, everything from Business Development Sales Marketing. In the economy is fundamental and very important to have good communication skills. The lack of effective communication can lead to misunderstandings lack of information, performance and lower turnover and much more. Corporate communication is the art of crafting and building brand identities and has been responsible for the worldwide success of brands such as Coca-Cola, Pepsi, McDonalds, Wal-Mart, IBM, Microsoft, HP, Apple, Google, General Electric and others. Corporate communication helps companies to shape and mould corporate presence, identity and reputation in the minds of customers, important stakeholders and other audiences. It is important for an organization to invest in corporate communication initiatives to perpetuate its long-term corporate image and brand identity. Effective communication includes an effective management style and practices of successful business. The purpose of corporate communication strategies Strategic Communication Is: * Clear and understandable * True * Communicated with passion * Repeated and Consistent Corporate Communications is a simple concept. It ensures that all forms of communications and messages are carefully linked together. At its most basic level, Corporate Communications strategy is to integrate all the promotional tools, so that they work together in harmony. Corporate communication is all about managing perceptions and ensuring: * Coherent corporate identity Reasonable corporate philosophy * Genuine sense of corporate citizenship * An appropriate and professional relationship with the press, including quick, responsible ways of communicating in crises * Effective and timely dissemination of information * Positive corporate image To minimize discrepancies between the companys desired identity and brand fea tures. * Smooth and affirmative relationship with stakeholders * To mobilize internal and external support for corporate objectives * To coordinate with international business firms Link between corporate communications and corporate objectives It is clear from the evidence that there is a strong link between how well-informed people feel about the services and how satisfied they are overall. Good communications leads to a better reputation and stronger relationships with stakeholders. Companies have to work harder to prove that they are delivering good services which offer value for money. The diagram below illustrates actionable and steps to achieve the identified corporate business objectives Conducting an audit A communications audit is an important starting point. It will provide you ith a baseline against which you can develop and measure your communication strategy objectives. The audit is likely to include both quantitative and qualitative research and should include: * Satisfaction and Feeling informed ratings * Analysis of your media coverage * Internal perceptions of the organisation’s external communications * External perceptions external pa rtners such as advertising and PR agencies to work closely together to deliver a single seamless solution, for example, Customer ratings’, |Marketing survey reports, Business forum or any other information on reputation. To Be continued. Reference: * eHow. com http://www. ehow. com/about_5438587_importance-corporate-communication. html#ixzz1VaNo4eOl * Bnet: Definition, Corporate Communication * The Brand Asset Valuator by Young Rubicam; * RepTrak by Reputation Institute. * Book of Graduates’ Research Abstracts http://www. rsm. nl/portal/page/portal/RSM_OUD/Programmes/PostExperienceMasterProgrammes/MASTER%20IN%20CORPORATE%20COMMUNICATIONS1/Our%20Curriculum/Book%20of%20Abstracts/abstracts2003. pdf *

Marilyn Manson Is A Name That One Hears Everywhere They Go. Todays Med

Marilyn Manson is a name that one hears everywhere they go. Today's media is constantly reporting on Marilyn Manson's controversial looks, shows, and religious beliefs. Manson's controversial nature has gained him much infamousy in the media world today. Many people believe that Marilyn Manson is strange, considering he wears various women's clothing, heavy makeup, and loads of large jewelry. Many oppose his shows, because of reports of Satanic rituals, bodily harm inflicted on himself and on others, and sexual acts performed on stage. On top of that, one of the biggest groups of those who are not partial to Marilyn Manson is the Christian Church. The Church feels that Manson is an extremely bad influence on Christians and other religious groups because he belongs to and is a minister of the Church of Satan, which was formed in 1966 by Anton Szandzer LaVey. Those who support Marilyn Manson claim that he encourages them to stand up for themselves and their rights according to the First Amendment. They view him as highly superior, and anyone who views anyone else in such a way can only extract the positives from the experience. Not everyone who is a Manson fan is anti-Christian -- as a matter of fact, Manson has many Christian fans. Listening to Marilyn Manson can not transform a person into an evil being. It is the listener's choice as to whether or not he wants to live a certain way. True, Manson's concerts are not the most timid events in the world, and certainly these concerts are not for some people. Those who are very religious or patriotic may be offended by Manson's actions, but those who view it as just an act and those who like the music will definitely enjoy the show. Going to a Marilyn Manson concert will not make someone a bad person, or a Satanist. Like any other event out there, it is strictly for entertainment purposes only and although it may be a very shocking experience, no one is being horribly harmed by attending. Marilyn Manson opposers have filed numerous reports and affidavits against him and his concerts. These reports have been widely spread across the media, leading people to believe statements which were later proven to be falsified. Counterfeit affidavits were created, published, and sent to various media sources. Certain statements included in these reports were ones such as these from an Oklahoma male: When the band took the stage the female guitar player came out naked except for very thin see through panties...Manson brought a dog out on stage and had intercourse with it. The band askedthe crowd to get on the floor and have sex. I heard them talk to the crowd about doing rape on young girls and boys; Drugs were constantly being passed out from the front to the back;I saw band members have real and simulated sex with each other. During a Satanic Church Service Manson talked about killinganimals as a sacrifice, preached from the Satanic Bible and gavean invitation to accept Satan as Lord by coming forward to an altar;I witnessed sexual intercourse and sexual activity by people in the concert, not just on the stage, and I saw more than two dozen peoplebeing taken out of the concert because of injury (Manson and Strauss 246). Another falsified affidavit from another Oklahoma male claims:Manson will come out on stage dragging a big bag...I have witnessed Manson pull out small chickens, several puppies and kittens out ofthe bag and throw them into the audience. These are live animals...Manson will then tell the audience to make a sacrifice to the musicand he will not start the show until all the animals are dead; I witnessed the crowd ripping the animals apart, pulling body parts off the torso of the animals. They would bleed to death or be smashed into the ground; Manson has a team he calls his private Santa Clauses. They come atthe crowd from the sides and throw out bags of pot and cocaine throughout the entire audience front to back; Manson always exposes himself in each concert and the female is always nude in every concert; I witnessed Marilyn Manson bring a little boy up on stage who was celebrating his tenth birthday. Manson sang Happy Birthday to

The History and Definition of Solar Cells

The History and Definition of Solar Cells Any device that directly converts the energy in light into electrical energy through the process of photovoltaics is a solar cell. The development of solar cell technology begins with the 1839 research of French physicist Antoine-Cà ©sar Becquerel. Becquerel observed the photovoltaic effect while experimenting with a solid electrode in an electrolyte solution when he saw a voltage develop  when the light fell upon the electrode. Charles Fritts - First Solar Cell According to Encyclopedia Britannica, the first genuine solar cell was built around 1883 by Charles Fritts, who used junctions formed by coating selenium (a ​semiconductor) with an extremely thin layer of gold. Russell Ohl - Silicon Solar Cell Early solar cells, however, had energy conversion efficiencies of under one percent. In 1941, the silicon solar cell was invented by Russell Ohl. Gerald Pearson, Calvin Fuller, and Daryl Chapin - Efficient Solar Cells In 1954, three American researchers, Gerald Pearson, Calvin Fuller, and Daryl Chapin, designed a silicon solar cell capable of a six percent energy conversion efficiency with direct sunlight. The three inventors created an array of several strips of silicon (each about the size of a razor blade), placed them in sunlight, captured the free electrons and turned them into electrical current. They created the first solar panels. Bell Laboratories in New York announced the prototype manufacture of a new solar battery. Bell had funded the research. The first public service trial of the Bell Solar Battery began with a telephone carrier system (Americus, Georgia) on October 4, 1955.

To be determe Essay Example | Topics and Well Written Essays - 750 words

To be determe - Essay Example There were also news about illegal organ harvesting from prisoners who were executed in China (news.bbc.co.uk). Due to this horrific circumstances, organ selling remains to be illegal in the United States as enunciated in the principles written down by Congress in 1984 in the National Organ Transplantation Act that only allows the acquisition of organs through donation (Kass 67) This perspective however is slowly changing considering the issues wrought by the banning of organ sales. In America, an average of 11 people die everyday while waiting for transplant and thousands more are dying and/or already died while waiting for an organ donor (Sally 84). Despite the prohibition of its sale, the black market for organ trade continues to thrive and is even encouraged by the ban to the detriment and peril of its donors. The realization that organ sale cannot be stopped and the widening chasm between the availabe organs and the number of people dying while waiting called for a reconsideration and rethinking of this position (Ritter). Organ trade will continue to exist no matter how strongent its sale is prohibited. Making organ sale illegal will not automatically mean that it will not take place. In fact, this prohibition is the very reason that encouraged the black market to thrive as organ sale is becoming a luxurious business endeavor. This is because supply is being contracted due to the prohibition of its sale while the demand continues to escalate. Making organ sale illegal only makes those who are willing or forced to sell their organs vulnerable with the absense of proper medical care which aggravated the problem further. Prohibition of organ sale also widens the chasm between the unmet need for organ transplant and the available organ. As a result, people die due to the non-availabilit of organ while those who acquired it often do so through illegal means to the detriment

Confucianism Essay Example | Topics and Well Written Essays - 500 words - 3

Confucianism - Essay Example According to Confucius, a good governance system should have high respect for traditions and age, encourage group efforts, and appreciate hierarchy of control and morality. He acknowledged the need for social harmony and orderliness of social activities. This would only be achieved if every person acknowledges his social rank and behaves according to his rank. This is based on his phrase â€Å"A place for everyone and everyone in his place†. In this regard, Confucius developed an interdependent relationship structure that had lower rank individuals give obedience to their colleagues in the higher ranks. In addition, he also introduced a horizontal relationship system characterized by great trust between family members and friends. This led to great regard of age and authority in the society (Yong, 18). Integration of the Confucianism in the education system would ensure that students highly respect age and authority, strengthen their family and friendship ties; ensure politeness within the society (Yong, 18). Secondly, Confucianism advocates for â€Å"collectivism† that is evidenced in the modern Chinese society today, compared to â€Å"individualism† of the western society. Group membership and collective operation of individuals is usually in terms of their families, their community, clan and ultimately their nation. This ensures modesty and humility. If integrated in the U.S. education system it ensures that students learn the importance of humility and social responsibility resulting to the well being of the entire society (Yong, 18). Confucianism additionally holds high regards scholarship knowledge, integrity and education. The meritocracy resulted to introduction of written imperial examination system. Anyone who proved worth and passed this examination was allowed to be a government official. Confucius’ philosophy on education was that social harmony would be achieved if availed to all people irrespective of

Quit Smoking Research Paper Example | Topics and Well Written Essays - 1000 words

Quit Smoking - Research Paper Example Experimentation with smoking, which can be unpleasant at first for some, is followed by adaptation to the taste and to the pleasurable and rewarding sensations, as well as by behavioral associations experienced by the novice beginner in nicotine dependence, in the later age. Smoking experimentation is often associated with the search for one’s personality and place in the adult world, which occurs just before puberty hits in (NIDA, pp 27-28). Smoking gradually becomes habit and the habit becomes addiction. It also starts as a peer pressure, or having friends who smoke or just liking the second hand smoke. â€Å"In a sense, then, parts of our brains are working against us when we try to overcome bad habits. These routines can become hardwired in our brains,† says Dr. Nora Volkow, director of NIH’s National Institute on Drug Abuse. â€Å"And the brain’s reward centers keep us craving the things we’re trying so hard to resist†, adds Dr Volkov (NIH). Smoking tobacco is both a psychological habit and a physical addiction. The psychological factors associated with smoking are that cigarettes relieve a smoker from stress, depression, loneliness, or anxiety. It becomes physically addicted to the smoker because you need it after every meal or coffee, at party, along with alcohol or gambling or just because your friends are smoking at an outing. Hence, physical habit and psychological addiction, a deadly combination stops you from quitting. Several diseases have been liked to smoking; coronary heart disease, stroke, lung cancer and chronic obstructive lung disease are just to name a few. Needless to say, they all bring you closer to death. So the next best thing is to quit, and quit for good. Whether you are a teen smoker or a lifetime pack-a-day smoker, quitting can be tough. There are many things that can assist you in quitting which money can buy, but there is one thing Master Card ® cannot buy: it’s your will

Scientific and Behaviourist School of Management

Scientific and Behaviourist School of Management Management in all business organization activity is simply the act of getting people together to accomplish desired goals and objectives. It comprises of planning, organizing, staffing, directing, and controlling an organization for the purpose of accomplishing a goal. Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. Management has therefore defined as a process of getting things done with the aim of achieving goals effectively and efficiently. Management is a goal oriented process. Management increases the efficiency of the organisation and the development of society. Management is a continuous process with separate functions performed by all managers at all times. Management is a dynamic function and has to adapt itself to the changing environment. An organisation interacts with external and internal environments and needs to change itself and its goals accordingly. Management is responsi ble for setting and achieving objectives for the organisation. A few of its basic objectives are to survive, generate profits year on year, growth in terms of sales volume and product line while sustaining the social environment. Introduction of Scientific Management Frederick Winslow Taylor (1856 1915, Philadelphia) was a trained engineer who advocated the concept of Industrial Efficiency. Taylor is known as the Father of Scientific Management and is regarded as one of the first most successful Management Consultants. He is most famous for his Time and Motion Study and the Piece Rate system that he introduced Scientific management is a theory of management that analyzes and synthesizes workflows, with the objective of improving labour productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 1880s and 1890s, and were first published in his monographs, Shop Management and The Principles of Scientific Management. Taylor believed that decisions based upon tradition and rules of thumb should be replaced by precise procedures developed after careful study of an individual at work. Its application is contingent on a high level of managerial control over employee work practices. Taylorism is a variation on the theme of efficiency it is a late-19th-and-early-20th-century instance of the larger recurring theme in human life of increasing efficiency, decreasing waste, and using empirical methods to decide what matters, rather than uncritically accepting pre-existing ideas of what matters. In management literature today, the greatest use of the concept of Taylorism is as a contrast to a new, improved way of doing business. In political and sociological terms, Taylorism can be seen as the division of labor pushed to its logical extreme, with a consequent de-skilling of the worker and dehumanisation of the workplace. The Principles of Scientific Management Taylors scientific management consisted of four principles: Replace rule of thumb work methods with methods based on a scientific study of the tasks. Taylor believed there was only one way to increase efficiency was through study and analysis. Scientifically select and then train, teach, and develop the workman, whereas in the past the employee chose his own work and trained himself as best he could. Provide Detailed instruction and supervision of each worker in the performance of that workers discrete task Divide work equally between managers and workers, so that the managers apply scientific principles of management to planning the work and the workers actually perform the tasks Taylor decided the workers should get rest after time intervals to recover from time fatigue There should be complete harmony between the management and workers. Management should share the gains of the organisation with the workers. Techniques of Scientific Management 1. Standardisation and simplification of work Standardisation refers to the process of setting standards or benchmarks which must be adhered to during production. Simplification refers at eliminating superfluous varieties, sizes and dimensions. 2. Method Study Method study means to find out the best way of doing a job there are various methods of doing a job. To find out the best way and carry it out from procurement of raw materials till the final product is delivered. eg Ford Motors used this concept and was very successful. The objective was that to minimise the cost of production and maximise the quality and satisfaction of the customer. 3. Motion Study Motion study refers at eliminating unnecessary movements like lifting objects, sitting and changing positions which are undertaken while doing a typical job. 4. Time Study It determines the standard time-taken to perform a well-defined job. Time measuring devices are used for each element of task. The objective of time study is to determine the number of workers to be employed frame suitable incentive schemes and to determine the labour costs. 5. Fatigue Study A person is bound to feel tired physically and mentally if she/he does not rest while working. The rest intervals will help one to regain stamina and work with the same capacity. This will help the organisation to increase productivity. 6. Differential piece wage system Taylor was a strong a strong advocate of piece wage system. He wanted to differentiate between the efficient and the inefficient workers. He had standard time to complete a job. He also rewarded the efficient workers. Introduction to Behaviourist School of Management Elton Mayo (1880 1949, Australia) was the Director of the Department of Industrial Research at Harvard University. He is known as the founder of the Human Relations Movement. Mayos involvement in the most famous Hawthorne Studies led to an altogether different school of thought on management known as the Human Relations Movement. Organisational behaviour is concerned with: the study of behaviour of people within an organisational setting. Organisational behaviour started to be recognized in Harvard business school in 1962. The science of organisational behaviour has developed out of a growing commitment to the belief that people are the most important part of an organisation. Organisational behaviour consists of theories like motivation, leadership, groups and group formation, culture within organisation and change. Principles of Human Relations Management Motivation Motivation is one of the most traditional topics of organisational behaviour. Motivation is the process of stimulating people to action to desired goals. Motivation depends upon satisfying the needs of people. Motivation leads to a drive in the human beings. The organization must try to understand and respect the emotions, sense of recognition and satisfaction of non-monetary needs of the employees. Individuals are motivated by social needs and good on-the-job relationships and respond better to work-group pressure than to management control activities. Organizations are co-operative social systems. Satisfaction of psychological needs should be the primary concern of the management. Informal work groups can have a substantial effect on productivity. This has been proved by the Hawthorne experiment. Leadership Leadership indicates the ability of an individual to influence others. Leadership is not guaranteed from people with leadership titles and informal leaders can emerge at any level where, through being well liked or skilled they exert influence over others. The function of the leader is to co-operate among the employees and to work for the betterment of the organisation. Groups and group formation A group consists of two or more people to achieve common goals. There are two types of groups formal and informal groups. Formal groups are formed to achieve organisational goals and informal work groups emerge naturally in response to the common interests of organisational members. Group formation helps in deciding and dividing the work amongst each other. Group work is very efficient: the team encourages open ended, problem-solving meetings Comparisons between Scientific and Behaviourist School of Management The function of a manager under scientific management is to set a work criterion and to divide the work among the labourers and it was seen as a figure of high authority. While under human relations the leader is responsible to facilitate co-operation and co-ordination among employees and providing them with opportunities to excel as well as to help them in their personal growth and development. Taylorism was against the informal groups because they believed the employees worked as mechanical passive only for monetary rewards whereas the behaviourist school of management believed in informal groups as this facilitates communication and co-operation among employees which will help to achieve the organisational goals. Scientific management is only aimed at the organisational growth and very little attention is paid to the workers growth or performance. While in human relations it is aimed at organisational growth as well as individual growth of the worker. As per Taylor, the sole motivator for a worker was monetary incentive. Therefore, the worker under scientific management was an economic man. According to Mayo, satisfaction of social wants of the workers like communication and the sense of acceptance was the driving force of the organization. Therefore, the worker under the human relations movement was a social man. Scientific management treated the worker as a human machine and used the differential system for motivation. While, the human relations movement held that the satisfaction of the worker would enhance his productivity at the work place. Conclusion Both the schools of management thoughts were so different from each other in their approach they shared common grounds on one issue increasing productivity which is the ultimate goal of an organisation. Scientific management believed that planning should be separated from doing, Human resources believed in a far wider participation when it came to decision-making. Whereas, Reshef. Y says in his web publication that The Human Relations movement emphasized emotional aspects in human behaviour, yet still maintained the division of labour between those who planned and those who executed. While both mean the same, there is a slight difference in the two statements. Hence it can be concluded both aim towards the common goal. Hence it can be concluded both of them have different principles and policies their final is to achieve organisational goal through organisational excellence and increased efficiency. A good manager is one who applies a blend of both the management theories into pract ice. Thus scientific management and human relation management can be two wheels of the same cart and none is superior to the other.

Stereotypes :: essays research papers

Meet Francesca Fine, also known as â€Å"The Nanny†. She is a very sexy woman with an equally sensual mind. She is very attracted to her handsome male employer, Throughout the show’s popular run, Ms. Fine pursues her employer and many other men, persistently. Never allowing â€Å"no† to be an answer. Ms Fine used her sexuality, in many ways, to get her way out of things such as parking tickets, IRS trouble, and out of plenty of things with her employer. Ms. Fine used her sexuality to the fullest and played her part as a sexually attractive woman well. You are probably wondering why TV’s â€Å"The Nanny† is so important. Well, it shows a most perfect example of gender stereotyping. Because women, stereotypically, can use their sexuality to get out of sticky situations and use it to carry out domestic professions such as a caregiver. It is my belief that there is nothing wrong with exercising your strengths as a woman and becoming an excellent chef a nd opening a successful restaurant. Or it is certifiable for a woman to use her good looks and charm to keep a police officer from writing a speeding ticket.   Ã‚  Ã‚  Ã‚  Ã‚  Many people would perceive that these are all illustrations of gender stereotypes, and with good reason. Women using their femininity, and in some cases abusing, to get their way or to obtain things that they would want could provide a bad name for women general. Not all females participate in these activities, and some may find the thought of them offensive and objectionable.   Ã‚  Ã‚  Ã‚  Ã‚   Women are not the only victims of gender stereotyping, men are as well. Numerous people believe that men are the providers, the bacon bringers. The men are the ones who get up early in the morning, put on a suit, drink coffee, drive in traffic, work a nine-to-five, come home, watch TV, and go to bed. It is hard for some people to comprehend a man as a stay at home parent. It is for a fact that more and more men nowadays are crossing certain barriers of their sexuality. Until recently, men are becoming single parents, caregivers, nurses, almost all of the professions and positions that were dominated by women. Almost like a gender revolution.   Ã‚  Ã‚  Ã‚  Ã‚  In my belief, gender stereotypes do not have a negative affect on today’s society or me. These stereotypes are something we have grown to be accustomed to.

The Purpose Of Measurements Health And Social Care Essay

In this practical, we are making hand-on measuring on length and comprehensiveness of the topic. By mensurating the length and comprehensiveness, it will enable us to gauge the organic structure frame and organic structure composing of the topic. For illustration, biepicondylar humerus ( elbow comprehensiveness ) is a good step of frame size and skeletal dimensions. It is less affected by adiposeness comparison to other anthropometric dimension and it is besides extremely associated with musculus size and thin organic structure mass. Beside that, length and breadth step can besides assist jocks to find the best organic structure composing for public presentation. For illustration, a swimmer may necessitate larger biacromial measuring to execute good in his athletics. Other than that, length and breadth step can besides utilize to supervise the growing and development of kid. The challenges we face in executing the measuring include trouble in landmarking. For illustration, as an inexperient pupil, we found trouble in placing the acromiale particularly in feeling the spinal column of the shoulder blade. Besides, we besides find trouble in mensurating the biepicondylar thighbone as we have difficulty in placing the sites of the epicondyles due to the midst hypodermic bed below the tegument. Furthermore, during the practical, while we use the anthropometer or calliper to use force per unit area to compact the overlying tissue in order to obtain a more accurate reading, the calliper will be given to skid off from the site of the landmark. This job particularly occur in mensurating biacromial and biepicondylar thighbone. The consequences of organic structure fat and musculus mass got from computations and utilizing bioelectrical electric resistance analysis ( BIA ) are different. By computation, the organic structure fat and musculus mass obtained are 21.1 % and 78.9 % severally. Whereas for BIA, the organic structure fat and musculus mass obtained are 25.6 % and 74.4 % severally by utilizing manus held machine and 28.9 % and 71.1 % severally by utilizing 4-point machine. There is difference of consequence for organic structure fat and musculus mass from computations and utilizing BIA. This is because consequence of organic structure fat and musculus mass from computation are utilizing skinfold thickness measuring. During the measuring of skinfold thickness, there may hold some intra-measurer mistake from site of landmarking and measuring, skinfold squeezability, variableness between readings and besides technique of utilizing the equipment. Whereas by utilizing BIA machine, less proficient mistake w ill happen as we merely identify in information such as age, gender, tallness and weight to acquire the per centum of organic structure fat. Therefore, computation of organic structure composing utilizing BIA machine have higher preciseness. The organic structure fat and musculus mass obtained are 25.55 % and 74.45 % severally by utilizing manus held machine and 28.95 % and 71.05 % severally by utilizing 4-point machine. There is a difference of consequence between manus held machine and 4-point machine as manus held machine merely has 2-point electrodes directing electric current to the organic structure while 4-point machine has 4-point electrodes directing electric current which is more accurate in gauging organic structure composing. Harmonizing to the Recommended Percent Body Fat Cut-off Points for Adult Individual ( 18 old ages and above ) , the per centum of organic structure fat obtained from both machine is still within the acceptable ( upper terminal ) . Skinfold measuring is easy to make one time accomplishment has been mastered. In general, combination of skinfold measuring provides a more valid appraisal of organic structure fat content and can bespeak the distribution of hypodermic fat. It does non necessitate much clip as consequence can be produced instantly. It is besides a noninvasive method for step organic structure fat and musculus mass. The equipment used for illustration harpender, slender usher and Lange are cheap and portable comparison to other machine for mensurating per centum organic structure fat such as double energy X ray and plethymography. The restriction may include big technician mistake from site of landmarking and measuring, skinfold squeezability and besides technique of utilizing the equipment. For illustration, some of the finger-thumb pinch or caliper arrangement during measurement may be excessively deep ( musculus ) or excessively superficial ( tegument ) . Another illustration is mid-arm point is fa lsely measured or marked. Besides, skinfold thickness may besides impact by factor other than sum of fat, for illustration exercising, hydrops, dermatitis which will increase the skin thickness and besides desiccation which will diminish the skinfold thickness. It may non besides be an ideal measuring for those who are corpulent and really thin. Bioelectrical electric resistance analysis ( BIA ) is non-invasive, particularly compared to the hydrostatic deliberation and skinfold calliper method. It besides give a good appraisal of organic structure fat per centum. It is besides speedy and easy to utilize in the field by merely key in information such as age, gender, tallness and weight to acquire the per centum of organic structure fat of the topic. The machine is besides low in cost and portable to convey to anyplace compare to other machine for mensurating per centum organic structure fat such as double energy X ray and plethymography. The restriction of BIA is that BIA is hydration-dependent. To guarantee accurate organic structure unstable consequences, the topic should non exert or execute any vigorous activity for at least 8 hours. Besides, the topic should non devour drinks such as caffeine or intoxicant in big measures 12 hours before the trial as these drinks are water pills. The status of the topic such as desiccati on, hydrops, fed or fast province will besides impact the consequence. For a particular status that patient has an automatic implantable cardiac defibrillator ( AICD ) , so BIA should non be done. Waist and hip perimeters can utilize to cipher waist to hip ratio ( waist perimeters divided by hip perimeters ) . The waist to hip ratio is a utile method to separate blubber between abdominal country and lower organic structure country. Lower organic structure fleshiness is frequently referred to as â€Å" gynoid fleshiness † as it is more typical to female while abdominal fleshiness is called â€Å" android fleshiness † which is more common among male. Whereas corpulent work forces and adult females can be classified into either group without refering about their sex. The hypodermic fat which is the external fat are mostly found in lower bole while the splanchnic fat which is the internal fat are chiefly found in abdominal country. Deposition of extra fat in the venters as a proportion of entire organic structure fat is strongly associated with increased hazard of developing certain metabolic upsets and obesity-related disease such as hyperinsulinemia, Type 2 diabete s mellitus, lipemia, high blood pressure, coronary bosom disease and others. This sort of fleshiness realted diseases are more likely to be associated with an abdominal fleshiness than a lower organic structure fleshiness. Apart from that, persons with higher waist and hip perimeter will be higher in entire organic structure fat mass. Therefore, beside BMI, waist and hip perimeter should besides be consider every bit good when determinining whether an person is healthy or non. This is because if an person has a normal BMI, but have waist perimeters or waist and hip ratio greater than the acceptable scope, the person is still holding hazard of developing obesity-related disease and metabolic upsets. The % of TEM calculated from skinfold measuring: triceps, subscapular, biceps, and suprailiac are 2.3 % , 3.6 % , 4.2 % , and 1.9 % severally. The values are still acceptable as compared to the mark TEM. Calculations of TEM are needed in skinfold measuring due to skinfolds are notoriously imprecise and both within and between tester mistake can be big. In this practical, due to single work, within tester mistake will be the chief concerned. Poor preciseness frequently reflects within tester mistake ensuing from unequal preparation, instrument mistake and trouble in doing the measuring.

Linking Verbs and Action Verbs

Linking Verbs and Action Verbs Linking Verbs and Action Verbs Linking Verbs and Action Verbs By Mark Nichol Verbs are divided into two functional categories: copular verbs and action verbs. This post discusses their differences. Copular, or linking, verbs, which express a situation or a state rather than an action or a process (and thus are among the class of verbs called stative verbs), consist of several types of verbs. The basic ones are forms of the verb phrase â€Å"to be†: am, are, be, being, is, was, were, and been. However, become, get, grow, turn, and similar terms, and their tense forms (for example, became and â€Å"will become†), also perform this function, as do those in two other small groups. First, there are the words such as appears and seems, and second, there are what are called the sensory verbs, referring to impressions based on the five senses: feels, looks, smells, sounds, and tastes. (These, of course, also have their tense forms, such as appeared and â€Å"will feel.†) The default for use of copular verbs is that each clause has only one, as in â€Å"I am here, and you are there.† Some languages allow a zero copula omission of a copular verb but in American English, this is an informal usage recommended only in colloquial dialogue, as when one character drops the copular verb when asking another character something such as â€Å"Where you going?† The double copula (for example, â€Å"What it is, is a disaster†) is also common in casual speech but is also discouraged in most writing; such constructions are organized that way for emphasis, but in formal prose, the sentiment is easily expressed more concisely: â€Å"It is a disaster.† A variation of the copular verb is the copular prepositional verb, which includes a verb and a preposition, as in â€Å"feels like† and â€Å"gets into.† Action verbs, by contrast, are the ones that actually describe an accomplishment, achievement, or activity. Accomplishment verbs describe the result of an effort, as in â€Å"He solved the problem just in time.† Achievement verbs describe an instantaneous action, as in â€Å"I saw the dog.† (Although one can continue to see a dog, the initial occurrence the transition from not seeing the dog to seeing it takes place in an instant.) An activity can be definite in duration (â€Å"I walked while I waited for him to get ready†) or indefinite (â€Å"I walked along the road.†) One significant difference in sentence constructions that feature a copular verb and those that include an action verb is the part of speech that might follow the verb. If an action verb is modified, the modifier is an adverb (â€Å"She sifted carefully through the pile of documents†), while a copular verb is followed by an adjective (â€Å"I was careful as I sifted through the pile of documents†). Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar 101 category, check our popular posts, or choose a related post below:7 English Grammar Rules You Should KnowList of 50 Great Word Games for Kids and AdultsPeople vs. Persons

The US Penal System essays

The US Penal System essays Prison inmates, are some of the most "maladjusted" people in society. Most of the inmates have had too little discipline or too much, come from broken homes, and have no self-esteem. They are very insecure and are at war with themselves as well as with society. Most inmates did not learn moral values or learn to follow everyday norms. Also, when most lawbreakers are labeled criminals they enter the phase of secondary deviance. They will admit they are criminals or believe it when they enter the phase of secondary deviance. Next, some believe that if we want to rehabilitate criminals, we must do more than just send them to prison. For instance, we could give them a chance to acquire job skills; which will improve the chances that inmates will become productive citizens upon release. The programs must aim to change those who want to change. Those who are taught to produce useful goods and to be productive are likely to develop the self-esteem essential to a normal, integrated personality. This kind of program would provide skills and habits and replace the sense of hopelessness that many inmates have. Moreover, another technique used to rehabilitate criminals is counseling. There is two types of counseling in general, individual and group counseling. Individual counseling is much more costly than group counseling. The aim of group counseling is to develop positive peer pressure that will influence its members. One idea in many sociology text is that group problem-solving has definite advantages over individual problem-solving. The idea is that a wider variety of solutions can be derived by drawing from the experience of several people with different backgrounds. Also one individuals problem might have already been solved by another group member and can be suggested. Often if a peer proposes a solution it carries more weight than if the counselor were to suggest it. ...

COUNTRIES WITH HIGH ADULT AND CHILD MORTALITY RATES Essay

COUNTRIES WITH HIGH ADULT AND CHILD MORTALITY RATES - Essay Example Selection of Angola for this analytical study was based on the fact that, the nation has the necessary resources to improve its healthcare system, yet it is one among several African nations with the highest rates of mortality and morbidity. The country also experiences acute shortage of human resources in the health sector, especially nurses. This research paper attempts to give insight into the current state of Angola’s health system, by considering responsible government institutions, healthcare delivery, nursing education and accreditation, and roles that nurses can play to aid in improvement of the country’s health outcomes. Government Angola is a republic, meaning that its government is chosen by the electorate. The country currently has a stable executive government framework. The president is usually a leader of the coalition or party that gets the highest number of votes in the National Assembly (NA) elections. The president heads the executive branch of govern ment and he or she may serve one or two five-year terms. It is also the president who nominates provincial governors. These governors then elect district administrators for further devolution of resources (UNICEF, 2008). State of Health Angola’s state of health is currently among the worst around the world, as shown by high infant mortality rate at about 154 deaths for every 1,000 newly born babies, and a mortality rate of 260 deaths for every 1,000 kids under the age of five. The country also has a diminished life expectancy of 40 years (USAID, 2010). These shocking statistics are attributable to widespread prevalence of malaria, acute respiratory diseases like pneumonia, diarrheal diseases like cholera, malnutrition and tetanus, coupled with inadequate access to healthcare. The high rate of mortality in Angola is accentuated by the nation’s lack of properly trained healthcare professionals and infrastructure damaged during the civil war. Another significant fact to d enote is the high maternal mortality rate, estimated to be 1,700 for every 100,000 births (WHO, 2010). This exceedingly high proportion can be attributed to prevalence of malaria and hepatitis, among other pregnancy-linked conditions which are left untreated. Angola is also facing several communicable ailments like sleeping sickness, tuberculosis and leprosy. Nonetheless, malaria is the greatest cause of mortality in the country, with approximately 35 percent of reported annual deaths being as a result of this disease (Costa Mendes et al., 2013). Culture and Traditional Medicine In Angola, adoption of traditional medicine and healing practices can be traced back about four millennia. The fundamental assertion that underlies traditional medicine in the country is that, it developed from    experimental observation of the manner in which man reacted to certain environmental triggers. Traditional medicine is no longer extensively practiced in Angola due to adoption of modern medicine and because about 56 percent of the populace lives in urban areas. However, people in rural areas still believe in traditional medicine and many consume purported healing portions (Connor, Averbug & Miralles, 2010). Healthcare System and Delivery Healthcare service delivery in Angola faces acute human resource issues, especially shortage and lack of qualification among care providers. There are also widespread cases

Extraction of Metals from their Ores Worksheet Coursework

Extraction of Metals from their Ores Worksheet - Coursework Example an alloy with lead called solder/ it was used back in the Bronze Age to make alloys/ it is malleable, ductile and becomes a superconductor at low temperatures It is used in plumbing and to make electrical wires/it was used even in prehistoric times and was later used to make brass/Very good conductor of electricity, malleable, resistant to corrosion and very unreactive. It is used mainly for jewellery and decorative purposes, and also for electrical contacts and electroplating/Used in Ancient civilizations especially Egypt for jewellery and ornaments/it is highly unreactive, malleable and ductile. These elements are strong non-metals and are unstable in their elemental state and they can form stable compounds when reacted with the more reactive metals. Furthermore the reactions that form these compounds are exothermic hence they are favoured and oxygen and sulphur are commonly bonded to metals in their ores. 4. Referring to the table of reactivity for metals on page 231 of your text book, can you see any relationship between the reactivity of the metals and their date of discovery? Describe any relationship you can see. There is a relationship between the reactivity of elements and their date of discovery; the more reactive elements were discovered later, around the 18th and 19th century, whereas the less reactive elements were discovered at the latest by 1000 BC. More reactive elements such as potassium to magnesium were discovered around the early 19th century, while less reactive elements, starting from zinc to silver were discovered from 1000 BC dating back to as much as 9000 BC. Method 1: React the metals with cold water, warm water and/or hot water and note the reaction that follows. More reactive metals will react easily with cold water, less reactive metals with react less vigorously with warm water whereas the metals with very low reactivity will not react even with hot water. Method 2: React the metals with dilute hydrochloric acid. The metals that

Social origins of evil Essay Example | Topics and Well Written Essays - 750 words

Social origins of evil - Essay Example Without showing what environments will inevitably lead to evil acts, however, the experiments retained very little external validity, outside of showing that given the right set of powers and responsibilities, â€Å"normal† human beings will commit evil acts. In trying to determine the nature and origins of evil acts, sociologists try to explain and determine the social prerequisites for evil acts, rather than trying to utilize the individual characteristics (with its environmental interaction) in its explanation. Based on research in sociology, the most explanatorily useful theory of the origin of evil acts is tied to the theory of bureaucracy, along with concepts like â€Å"authorization† and â€Å"McDonaldization†. Together, these observations into contemporary Western life may help explain the social origins of evil for the past half-century. Ritzer (2007) introduces Max Weber’s theory of rationality as a primer to his talk on bureaucracy and the conce pt of McDonaldization. To Weber, rationality meant â€Å"that the search by people for the optimum means to a given end is shaped by rules, regulations, and larger social structures† (p. 23). The rise of institutions, and institutional power, represented the crux of formal rationality and, as it continues today, bureaucracy is designed to have many advantages over other mechanisms of power. For Weber at least, bureaucracy is the most efficient structure for handling a vast number of tasks. Additionally, bureaucracy relies on the quantification of facts as much as possible to inject objectivity into issues of process and, for that reason, bureaucracies and bureaucratic policies are highly predictable due to the rigidity of the procedures they put into place. Because of all these facts, bureaucracies by definition remove as much power as possible for individuals and place that power within the hands of the organization, such that individuals are not left to make subjective deci sions. In this way, individuals are removed from the actual moral consequences of their decision-making. This fact is significant when looking at the role of bureaucracies in the origins of evil. Ritzer goes on to define a number of dimensions of McDonaldization. â€Å"McDonaldization† is Ritzer’s neologism for the formalization of structures and procedures in modern life. More specifically, a number of advantages to society define McDonaldization: efficiency, calculability, predictability, and control, which coincide with the advantages that Weber defined as belonging to bureaucracy. Efficiency, for Ritzer, is the optimum method for achieving a goal. McDonald’s cuts the number of steps in a process of food production down to an optimum point, such that its customers enjoy the convenience of its products and the price at which they are provided. McDonald’s offers calculability, or the emphasis on the quantitative aspects of products and services provided to customers (Ritzer, 2007, p. 12). Because sizes are universal between McDonald’s locations, customers who have a favorite meal at one location can travel to any other location, order the same meal, and be guaranteed that the meal will be roughly the same size. McDonald’s offers predictability: a set of policies and procedures that all of its restaurants follow closely. Lastly, McDonald’s removes the power from individuals by transferring control to nonhuman technology. Like on the Ford assembly line, individual

Coca Cola Essay Example for Free

Coca Cola Essay Organizations need to change and adopt dynamic survival strategies to stay alive in uncertain political, social and economic environment (Hiatt and Creasy, 2003). All environmental factors present in the nature experience change on continuous basis. Human nature resists change, so managing that resistance requires well planned change management strategies. A structured approach to transfer organization, its people and processes from current state to a desired future state is called change management. This process gives employees the ability to accept changes in the existing environment of the business. Change can be of different type for example, change in technology, operations or strategies etc. company needs to implement individual strategies to cope with each type of change. Coca Cola Corporation is among one of the oldest corporations of the world. It has gone through many internal and external changes since it has been in existence. The company has used techniques of change management in order to survive from the consequences of those events. Coca Cola is a type of company that requires making changes in its products and business strategies according to the consumer expectations and external environment. Here in this study we would quote different examples from coca cola corporation’s history and will examine that what were the triggering events for opting the change and what strategies the company developed and implemented in order to successfully going through the transitioning process. Coca Cola is a type of company that requires making changes in its products and business strategies according to the consumer expectations and external environment. Here in this study we would quote different examples from coca cola corporation’s history and will examine that what were the triggering events for opting the change and what strategies the company developed and implemented in order to successfully going through the transitioning process. It is a well known fact that Coca Cola Corporation is an entrepreneurial venture started by one person who bought the formula from another firm and laid foundations of that beverages manufacturing firm. Current structure of the coca cola company is simple with minimal labor and management division. New system that can be adopted by the company may be the â€Å"machine bureaucracy† which has been defined as an organization with clearly defined hierarchy, well defined area of operations, standard operating procedures, proper rules and regulations, well division of labor, formal relationships among the member of organization, centralized decision making, technical competence and standardization of work. The company has faced a lot of external changes, for example in world war II, the company was able to manage its existing position at that time and also entered in many new markets and discovered new niches. The company established 64 plants across the world to supply drinks to the troops (Coca Cola Company, 2006-2011). The company also provided free drinks to soldiers which were the part of its strategy to become a patriotic symbol for the people of the country. Also it boosted the sales, so the company achieved two objectives by carefully planning to respond to that external environmental change. The plants developed by the company in war era helped its expansion after the war. The recent change management at coca cola is directed towards the intrinsic values and motivations of the employees and can be referred to as ‘employee engagement’. The change management process, together with internal branding programs is expected to bring about ideal behaviors in employees, which would align the operations of coca cola worldwide, and bring about efficiency throughout coca cola across all its business segments. Coca Cola Company can use two change management tools to make sure that all people who are required to be the part of change management process. These tools are Force Field analysis and AKADAR model. Force field analysis is a technique developed by Kurt Lewin to scrutinize the forces that are causing an opposition to change process (Bass, 2009). By doing Force Field Analysis, Coca Cola Company will be able to induct people who are in need of appropriate training. Another useful tool is AKADAR model which stands for Awareness, Desire, Knowledge, Ability and Reinforcement. Through AKDAR model, firm creates awareness about the need of change, generate desire in the people to help in transitioning process, give knowledge to the people that how they can help the change process, develop an ability in the people to go through the change and provide them with continuous reinforcement to withstand the change (CMLR, 2011). Coca cola hopes to bring about a thoroughly integrated system of communications, and focus on creating brand relationships with their employees. This would enhance the operations of Coca cola, as an integrated approach would mean all employees believe in engaging fully in the values, and this would become an inherent part of the employees at a personal level. For this purpose, employee engagement surveys are conducted twice every year for all the coca cola associates, which serve to highlight the areas where action is required, and further actions and implementations can henceforth be executed. Employee engagement is very significant to all segments of operations at coca-cola and has translated into performance in areas where employee engagement is higher. For coca-cola, an engaged workforce means: A more committed workforce Employee performance aligned with organizational objectives Employees have a clear idea of what is expected of them and what are the deliverables Customer experience focuses an inherent part of employees’ values, who strives to provide a better experience to the customers. Customer focus was identified as a central tenant of the multi-year engagement strategy to be implemented in 2011(Gee, 2011) Change in inevitable. Therefore, the focus should not be on avoiding change, rather bringing about a smooth transition towards the new change by communication about the change, and ensuring all parties of the change that it is for the best of all those involved. To successfully implement organizational change of any nature, a specific regards to organizational structure, design, culture, management and leadership is required to see whether the change would make a best fit with the organizational goals and objectives. To conclude, it may be said that communication can be a key element to successful change management. Communicate the changes to the employees, tell them why the change was inevitable and how they will benefit from the change. The management should itself adopt a positive attitude towards the change so that employees can follow their lead and welcome the change. Coca-cola as a company has a heritage of embracing change rather than resist it and it should translate into their future endeavors towards change management to ensure that the organization is best poised to market and environmental conditions.

The Performance Appraisal Systems Performance

The Performance Appraisal Systems Performance The research explores the effect of performance appraisal on performance of employees and in turn on companies as well. The purpose considers the operation of Shell in UK and Pakistan to enhance its employee performance. Furthermore, the academic requirement, the research aim and question are specified in literature available on performance appraisal system. Also with the supporting of related theory available by book s, journals, articles and surveys, the critical review of literature is made in all the aspects of topic and concept of performance appraisal system and its relationship to drive performance. The self administered questionnaire is distributed among the selected sample, like Shell UK and Shell Pakistan staff members, also a telephonic interview from the top mangers helped in collection of the required data. Than data is analyzed through different ways of comparison and contrasts. Finally the general recommendation of research findings is made on the current performance appraisal system and main driver of employee performance which company and employee wants. The study seeks to examine Analyze performance appraisal system and its impact on employees performance working in different working environments a case study of Royal Dutch Shell retail specific to operation in UK and PAKISTAN. In the 1980s Western world observed the achievement of Japanese organizations. The main factor identified for this success was the recognition and proper utilization of their work force. This has subjective the key practitioners and writers of western countries and they also start considering the significance of proper management of their work force, they name this management, Human Resource Management or HRM. Most the organization is no longer rely on the fixed resource of capital and technology to achieve competitive advantage in fast changing and highly competitive environment(sparrow et ,1994).its mainly on the hiring and skilled retention, devoted and motivated employees that will give an organization a competitive edge. To improve the effectiveness of their employees organization are more focusing on the management of their human resources. According to Boxall and Purcell (2003) when the human resource practices are aligned to an organization business strategy it become more effective. Furthermore, McCourt and Eldridge (2003) propose the integration of individual human resource practices so that they balance each other.Nonaka and Takeuchi (1995) and Collins and Porras (2004) highlight organizations which have successfully aligned their human resource practices with business strategy. Unfortunately, for many organizations the effective human resources management is still problematic. Therefore Bratton and Gold (1999), state that performance appraisal (pa) in organization is a continuous and problematic process which is not liked by both mangers and employees. According to Latham and Wexley (1994) performance appraisal is like a seatbelt which still necessary, is unpopular. Lawler et (1995) suggest that since it is noticed that performance appraisal fulfilled the needs of organization and the individual, which are different, performance appraisal will always be characterised by differences in purpose, miscommunications and ineffectiveness. Fletcher (2004) states that many organization move away with the effective performance appraisal. The term performance appraisal will be used in this study to consign to the appraisal practice. Different organization called this on different names such as performance evaluation, performance review, performance rating ,employee evaluation and employee appraisal (ivancevich ,1995).after finding that employee performance can affect largely on productivity of organization ,they continue to endeavour to find out the most effective way of managing its human resources. Performance appraisal is human resource practice used by organization for the development of their employee to best output potential and overall enhancement of an organizations performance and efficiency. Shell is known for exploring and producing oil and natural gas products and also famous for retail stations. Shell transport and trade oil and gas product for heavy industrial uses includes fuel and lubricant for ships and planes. Many other activities includes wind power, electricity production, and making solar panels, producing petrochemicals which are used for coatings,plastics and detergents, and build up new technology for hydrogen vehicles .More importantly, approximately 3% of the worlds oil and approximately 3.5% of the worlds gas is produced by Shell companies, similar to other major private oil and gas companies (Shell, 2005). Using royal Dutch shell plc for research study is because it is international group of energy and petrochemicals companies, operating in more than 145 countries and employing approximately 119,000 people (shell, 2005). They are one of the biggest in the oil sector is known to be listed in the top 50 companies on number one in the world. (Fortune ,Global 500 ,2009).This research is going to look at the concept of HRM, draw up a unified work to examine its role on profitability and growth of businesses, and finally, investigate the current business context with regards to performance appraisal system of Royal Dutch Shell Plc. Literature review 2.1 Performance appraisal Performance appraisal is one of the important practices of human resource management started early in 1813 in United states of America ,(Bellows and Estep 1954m cited in wise and Buckley ,1998)so there is increasing interest in and uses of performance appraisal system in the last three decades stated by Murphy and Cleveland ,(1995).therefore extensive literature available on this subject. in spite of this success ,many organization still struggling to make and implement effective performance appraisal system. all the thought given to process ,many of flaws still willful (wise and Buckley ,1998).performance management is a bigger picture in which performance appraisal is located (piggot ,Irvine ,2003),performance management focuses on providing a framework for guiding employee performance towards achieving organizational goals(Torrington et ,2002)performance management is therefore anxious with improving the performance of teams and individual to ensuring the optimal environment is av ailable for their employees to enhance their performance (Armstrong ,2003). Wilson and westrn, (2003), and Cattell, (1999) argued that performance appraisal is looked in the broader term and that its begin in management by objectives, performance management is a continues repeated process of decisive performance expectation, supporting performance, appraising performance and, managing performance standards (Analoui and Fell, 2002). Performance appraisal generally means the annual interview between the manger and employee to discuss the individuals job performance during the previous 12 months the result of action plans to encourage enhanced performance (Wilson and western, 2001). Armstrong and Barron (2003) stated that it is easier to achieve the desired goals and objectives when the manger and subordinates clearly know what is expected of them. According to Fletcher (2004), performance appraisal provides a prospect for a manger and for subordinates to discuss the previous performance work on agreed objectives and standards to reach an agreement on how the appraise can enhance job performance. Performance appraisal is spread in organization since 1960s for employee evaluation, for organization planning purposes, and it is becoming the important element for maximizing the effectiveness of all part of the organization ,from management staffing and development to production and customer services (Creamer and jonosik, 2000).it was used before in this century by larger organization mostly for the administrative purposes (peter and Liang ,2007). 2.2 Why performance appraisal? Performance appraisal is one of the important among the HRM practices ,many organization is able to measure the development of their employee posture and behavior through the use of appraisal system.teh information which is get by this approach is used for the changing in the selection and training practices to chose and develop employees with the require behavior and attitude. The effectiveness of skilled employee is not in favor unless they are properly motivated to perfume their job (Singh K, 2004). Wan et al (2002) explored that there is encouraging relationship between performance appraisal and employee performance or organizational performance. The basic object of performance appraisal is how productive and employee is and verify the way in which employee productivity can be improved. 2.2 .1 Benefits of performance appraisal to employee Generally, performance appraisals serve an important purpose in the management of workforce and in achieving the organization objective. From employee perspective, performance appraisal give direction to employee that what exactly their way of required to do the job, also to motivate them to achieve their target and help them to improve their work performance. According to Brown and Heywood, (2005) performance appraisal is formalized way of monitoring the work force and it is proposed to be a management tool to enhance the performance and productivity of worker. Performance appraisal also improves the commitment of employee (Brown and Benson.2003).The Organization needs an appraisal system in order to put their managers in charge of relation to the performance of organization because when employees are given their job responsibilities and duties, then they are liable for these responsibilities. Also Fletcher (2004) suggested that performance appraisal provide a platform for employees to look forward their tough goals and objectives, which leads them in successful completion of their job. The positive feedback receive from the mangers in appraisal interview will motivate employees in improving their performance likely. Martin and Jackson, (2000) appraisal is also a method of enhancing employee training and development as it provide information about the strength and weaknesses in performance, which create a debate how to improve the performance of employee. In the end it helps the employees to understand their overall contribution in achieving organization goals (Martin and Jackson, 2000). 2.2 .2 Benefits of Performance apprisal to organization In most of the organization performance appraisal are used to take meaningful decision regarding salary increases, promotion and transfer. Performance appraisal is also the known to be best for the training and consultation of individual employees by their superiors to improve job performance (Wan D et al 2002, Sels L 2003: Singh K, 2004).the performance related pay processes can also be used in integration with appraisal system. There are many ways by which organization will enhance the performance of their employees. They use performance based compensation to give rewards on successful completion on specific organization goals and objectives. Further research has given evidence that compensation to employees help in improving their performance (Gomez -Mejia wellbourn,1988 ., Milkovich Boudreau 1998). Another system is the bonus system which can also be used for motivating employee to work towards their achievement of the company (Pfeffer 1994).Empirical studies done and found tha t there is positive relationship between performance-related pay and overall company performance. 2.3 Problem with performance Appraisal Deming (2000) stated that performance appraisal is considered to be one of the seven deadly diseases of management practice. He argued that rating employee on individual based was not a suitable way of measuring performance since the working environment is controlled by manager contributes to and affects the way of employee performance. Many problems arise during performance appraisals, some arise from manger side and some from employee, and also some arise from other factors. 2.3 .1 Employee and mangers perception about PA Mostly employees dislike performance appraisal interview for the fear of uncertainty in handling the questions, fear of criticism, concern about promotion, and also fear because their future job with organization mainly depends upon the outcome of these interviews. Employees see these interviews as validation for those decisions which are already made concerning salaries, promotion and job tenures. Poorly conducted performance appraisal system can more damage the organization environment. In organization many managers also dislike performance appraisal interviews; its difficult for them to explain employees about their poor performance they find it unpleasant and awkward. Some managers fear that performance appraisal gives employees self satisfaction and result in lower of performance. Due to these reasons, they not give any positive information to employees. Another reasons to give regular scheduled for taking appraisal interview. Some manger not involve in seriously performance appraisal they just taking it as job to be completed not a mean of exchanging or sharing suggestion and getting new ideas from their subordinates (Wells and Spinks ,1994). 2.3 .2 Complexity of PA procedure Armstrong and Baron, (1998) has name performance appraisal as dishonest annual ritual because manger and staff disbelieve performance rating with the faith that performance related pay may function unfairly. Some problems with appraisal are known as complex procedure used in assessment, biased elements which bring confusion in the assessment, rewards and progress in the hand of single boss, employees have to work with their appraisers after the appraisal and idea is that performance appraisal aims to limit the collective aspects of work. There are some common problems which are faced by both appraiser and appraise such problem like paperwork; formality of the appraisal process .thats why performance appraisal has been termed as curse rather than a solution for organization (Taylor, 1998). 2.3.3 Performance appraisal to organization Grint (1993) argues that due to the subjectivity of performance appraisal is not giving the positive expected result to organization and is unlikely to assist objective appraisals. He indicates that performance appraisal is not as much acceptable to line managers as it is acceptable to human resource managers. However he admits that performance appraisal still play important role in organization. Fletcher (1997) suggests that expecting too much from performance appraisal is danger since it in unlikely solution for all performance problems. In spite of the criticism, Fletcher (2004), Murphy and Cleveland (1995) argue that performance appraisal is important for improvement performance in organization and Simmons (2002) say again that nobody give reasonable alternative for appraising perfomance.Fletcher (2004), Murphy and Cleveland (1995) suggest that the process that is followed in design and implementation of such a system prohibits effectiveness rather than only performance appraisal is not responsible. Fletcher (2004) further argues that organization spends proper money, time and willing to spend effort can achieved successful performance appraisal system. He also acknowledges though that if organization has an effective performance appraisal system they still have to monitor continuously that system to make sure that it compels all needs of its stakeholders. 2.4 Why performance appraisal fails Fletcher and Williams (1985) point out that only assessment of people is not only thing involve in appraising persons work performance. in fact there are two incompatible roles involve in appraisal- these are judge and helper. In its unclear format, foot and Hook (2002) stated that some usual appraisal schemes have been accused of being run for the profit of personnel managers or top managers, with many other people in the organization not really understanding or appreciating what the performance appraisal scheme was trying to achieve.A sample of a typical form for performance appraisal using Management by Objectives (MBO) i.e. (based on objectivity rather than subjectivity) is drawn in appendix a below, that shows that the questions are quite straight forward and seems no direct confusion in terms of understanding: 2.4 .1 Expected many results from PA Foot and Hook (2002) raised the point that why the performance appraisal fails and where we are mistaken? One major point is that too many purposes are attached to fulfil by the appraisal system. Usually, most of the appraisal schemes drop into one of three categories i.e. they are concerned with performance, potential or reward. Failure to this occurs as they dont fall into one of the three categories described, but are expected to achieve all three in general. The recognition of appraisal system downgraded due to the reason that many managers claim that they give this sort of feedback all the time informally, and if they do this well there may indeed be no need for a formal appraisal scheme. Foot and Hook, (2002) But in general, it is important to say that it is unlikely that all managers in a particular organization will appraise their staff constantly and effectively, so we do not have enough argument against the use of performance appraisal systems. There are some other flaws in the approach of performance appraisal that are mentioned by Foot and Hook (2002) as below: Lack of clarity Linking appraisal with pay Keeping information secret from the employee And Subjectivity or attacks on the appraises character As we now entered into the new millennium, so almost everything is reshaped and rethought for more effective results, so the performance appraisal as well. Mentioned by Stone (2002) that a study by William M. Mercer Consulting in 1995 suggested that 84 per cent of responding companies would continue to use the results of performance appraisals for its further improvement. So it is obvious that performance appraisals will be the keystone of performance management programmes. This studies show that majority of organizations will continue to use some version of these systems with the passage of time. 3 Methodology This research follows methodology of Saunders (2003) explain the research its in his famous research onion. The research methodology explained the overall process of implementing research which includes information about how the data will be collected, from whom, who will be included in the collection of data and how the involvement made in research (Saunders,2003).In this research the assessment in detail of findings from the primary research. This will be done through the analysis and discussion of the result obtained through the unstructured interviews and questionnaire which was conduct with various personnel of the shell Pakistan, and Shell UK .The analysis and findings from the primary research, relates to the objective of the research mentioned in the literature review. The primary research findings will be discussed in detail in order to draw conclusions and recommendations, which will discuss in the organizational findings and discussion. In the research a total of 70 questi onnaires spread among the targeted sample of shell Pakistan. A total of 28 completed and returned, showing the participation average rate as 47%, which is still a good response rate for questionnaires. The feedback was expected at least 50%; the reason behind was the good management cooperation and the researchers good recognition among other employees. The management distributed and recollected the questionnaire in the time frame allotted for this activity and the management also shown their own interest due to the examination of upcoming results to find out the actual root of many problems. In addition to the overall result of the questionnaire, the telephonic interviews were also analyzed to see how it can influence the whole results. While in Shell UK the same number 70 questionnaires distributed across the selected sample, mainly these questionnaires distributed in the shell retail patrol service stations. in which 35 of them completed and returned, which is the good expected rate of feedback 50 %.the reason is the mangers corporation and organization culture ,which always welcomes these research for the result which gives useful amount of information to the organization to help them in their organization development. 4 Organizations findings and discussion 4.1Organizational Context: Royal-Dutch Shell Group Overview The Royal Dutch Company for the development of petroleum properly in the Netherlands East indies was registered in Hague in 1890.than in 1949 the name is changed to Royal Dutch petroleum company .Shell was first registered back in 1897 by brothers Marcus and Sam Samuel called as the shell transport and trading company, Ltd .(now it become PLC ,public limited company ).The first joint operating company Royal-Dutch /shell ,the Asiatic petroleum company was first established in 1903 and in 1907,Royal-Dutch and shell merged their operation respectively ,in 60 % Royal-Dutch ,40 % shell. Even though after merging their interests the main company remain separate: like one can buy share in Royal-Dutch or in Shell-Transport, but not in the Group as such.US oil production increase due to the Group founded the American Gasoline Company to sell gasoline along the pacific coast and also to buy oil in Oklahoma establish the Roxanna petroleum in year 1912.this growth further boost up in 2000 result ing 34 percent earnings from discovery and production and 4 percents is comes from the sales of oil products were generate in USA.(shell .com )(financial report 2009,Royal Dutch shell plc). 4.2 Largest profitable MNCs( multinational corporation) The Royal Dutch /Shell Group is one of the largest and profitable MNCs in the world (Shell plc ,Annual report 2009 ) .The Anglo -Dutch group of companies is the Royal-Dutch shell group, the two holding companies which own the group is being the shell transport and trading company Plc (UK) and Koninklijke Nederland (Royal Dutch petroleum company, Netherlands).these companies have divided share between them are 40 percent and 60 percent respectively of the following three subsidiaries, which also own them further holding companies for more operating subsidiaries: these are Shell petroleum NV (Netherland) Shell petroleum Company LTD (UK) Shell petroleum Inc.(USA) 4.3 SHELL UK 4.3 .1 from oil well to the petrol pump Shell UK is best known for its energy product and services from the oil well to petrol pump, from the pit of North Sea to the warm house throughout UK, shell delivers the energy which full fill the Britain needs. Shell makes major contribution in UK economy, Shell is not just through providing product and services to UK customer ,but also contributes through employment ,investment and tax revenues which boost up economy. Shell has around 8,600 workforces in the UK. In UK energy that is use by millions of people for heating and powering their homes Shell is the major provider of energy in UK.(shell.co.uk) 4.3.1,2 Upstream business Shell main upstream business is a leading player in the North Sea for over 30 years. In UK sector of North Sea, shell is giving interest to more than 50 fields, operated in more than 30 installation platforms, 30 subsea installations, three onshore gas plants and a marine terminal. Shell is producing approximately 15 % of UK oil and gas on behalf of its co-ventures.(shell.co.uk) 4.3.1,3 Downstream business Shell Downstream business includes 900 shell-branded service stations, operates the second largest refinery in the UK which providing products like premium fuels, chemicals for industry, and V-power patrol. The global headquarters of shell downstream supporting business functions is located on the south bank of the Thames in London. Shell technology centre Thornton, involved the largest community of scientists working on huge range of research projects, and also working on technologies associated with fuels, lubricants, additives, and engineering.(shell.co.uk) In term of oil and gas production volumes shell is the largest exploration and manufacturing companies operating in UK. Shell operates major number of its operation in UK continental with the 50:50 joint ventures with ExxonMobil. Mostly UK oil and gas production came from the North Sea .in the Atlantic margin area, shell has an interests as non-operating contributor mainly in the west Shetlands area, which cover area of Schiehallion, Clair and loyal fields. 4.3.2 Shell Pakistan Bovee, (1997) stated that today work place is completed of the people who differ in race, gender, age, culture, family structure, religion and educational background. Such cultural diversity is the second movement contributing towards the importance of ability of successful communication with people of other cultural. The business messages, how to create, planned, sent, received, and interpreted in the work place is also affected by diversity. (John v, thrill and Courtland, 1977). 4.3.2,1Shell entry in Asia The brand name Shell enjoys a 100-year history in this part of the world, dating back to 1899 when Asiatic Petroleum, the extreme eastern marketing arm of two companies: Shell Transport Company and Royal Dutch Petroleum Company began importing kerosene oil from Azerbaijan into the subcontinent. Even today, the legacy of the past is visible in a storage tank carrying the date 1898. 4.3.2 ,2 PAKISTAN subcontinent The known history of Royal Dutch Shell plc in Indo Pakistan subcontinent dates back to 1903 when partnership between the two big companies, The Shell Transport Trading Company and the Royal Dutch Petroleum Company struck and start supply petroleum to Asia. In 1928, to increase their distribution capabilities, the marketing interest of Royal Dutch Shell plc and the Burma Oil Company Limited in India were merged and Burma Shell Oil Storage Distribution Company of India was born. After the independence of Pakistan in 1947, the name was changed to the Burma Shell Oil Distribution Company of Pakistan. In 1970, when 51% of the shareholding was transferred to Pakistani investors, the name changed to Pakistan Burma Shell (PBS) Limited. The Shell and the Burma Groups retained the remaining 49% in equal propositions. In February of 1993, as economic liberalisation began to take root and the Burma divested from PBS, Shell Petroleum stepped into raise its stake to 51%. The years 2001-2 have seen the Shell Petroleum Company successively increasing its share, with the Group now having a 76% stake in Shell Pakistan Ltd (SPL) an expression of confidence. The company is among one of the best company in the country. The company provides the entire fue l products, competing with the international standards on the standard price. 5 Main findings After the organizational context the main description of differences in implementation and adaptation of HR practices with the focus on performance appraisal system for their employees while working in the two different business environment ,which is shell UK and shell Pakistan. In research finding it is clear that the present appraisal system at Shell Pakistan is conducted annually in each and every department of the organisation. Also in findings it is clear that the annual appraisal system at Shell Pakistan consists of a formal appraisal system to evaluate the employee performance. The finding also results in that a very short number of employee 15 % is fully aware of objectives of performance appraisal system, 15 % of wholly respondent fully aware of it means that makes a very weak performance appraisal knowledge base for their recommendation. However, it is clear that in Shell Pakistan there is a significant weakness in conducting of effective training and development programmes by management. As employee working in the Shell Pakistan there is need of more awareness program to let the staff fully aware and get the maximum benefits from it. While in shell UK also uses formal appraisal system and uses the scorecard for the performance appraisal, employees are rewarded individual performance and also the team achievement in put to sustainability. As comparison to Shell Pakistan, In research findings it is clear that very good percentage number of employee like 40% of wholly respondent is fully aware of performance appraisal and reward management. They know that they can assess on the number of grounds works and will get rewarded according to their individual and group performances. There is also continues training and development program running time to time for the awareness of Shell UK employees. That why employee working for Shell UK is getting much more benefits compare with the employee working for Shell in Pakistan. Although Shell Pakistan has already been practicing it, there still consist some necessary considerations to PRP (Performance Related Pay).Contingent pay covers various methods of providing additional rewards for individuals or teams. As a cost effective factor, stated by Armstrong (2002) that increments may be withheld for unacceptable performance although this is rare, and some structure have a merit bar which limits increments unless a defined level of merit has been achieved. In the table 1 of appendix has straight merit increments shown as example of merit pay. The increments percentage will depend on total merit pay budget for each performance grade, the number of employee in each performance level and finally their current level of base pay, (John Shields 2007). One of the best ways of motivation is linking pay directly to employee performance, in Shell UK finding results 70 % of the questioners respondents were strongly agree to this statement while 20% agree, 7% disagree and 3 % strongly disagree. It implies that there is need of contingent pay in the company. Even though pay for performance and contingent pay is difficult in mange, but include many methods of providing rewards for individual or team (Armstrong and Stephens, 2002). Improved team working is one of the core elements in the business strategy for the Shell Pakistan, so it is good to attach/associate individual performance pay to the performance of individual and teams. On the other hand ensuring that this scheme is distributed fairly so can meet the desired level of performance, competence, contribution or skill and thus improve organizational performance regarding team based tasks while not de-motivating those who cannot currently compete. (Armstrong M, 2002).here HR and operation manager is agree on the point that rewarding those who can meet assured targets is practicing in Shell Pakistan. To maintain these scheme is hard because of political instability in the Pakistan which influence the shell operation .these factor includes limit on production, civil unrest ,international conflicts, and due to local security concern that affect the safe operation of the shell standards in country. Here also employee keen interest in performance pays more tha n reward because the uncertainty of business environment there is fear of job loss. While UK economy is one of the best stable economies for business operation, where Shell UK deliver very affective performance appraisal system for their employees. To analyze the performance of team and individual Shell UK have very stable roots in country can focus in increase the business perfor