The Integration of Various Leadership Styles

According to Sharlow (2004), various settings demand leadership styles that successfully enable managers to achieve organizational goals and objectives. Work place leadership presents a variety of challenges that can best be addressed through the integration of various leadership styles. That was the case at university with leader-subordinate relationship discussed below.Advertising We will write a custom essay sample on The Integration of Various Leadership Styles specifically for you for only $16.05 $11/page Learn More The responsibility of the subordinates was to ensure university flower beds were watered on a daily basis. The supervisor was to ensure that assigned tasks were effectively done. By establishing strong subordinate leader relationships, the supervisor’s leadership abilities were effective. Challenging as situational leadership is, the supervisor, in the course of duty realized that different strategies could help him be an effectiv e leader to address the ever changing leadership needs and challenges presented at the work place. One specific challenge in executing daily duties was assigning duties. The supervisor had to assess the situation on the ground, create strong and good relationships with the employees to counter the specific challenge and likelihood of flower gardeners feeling inferior or incompetent. Effective situational leadership, according to the case study was a success since it was goal specific, relevant to the task at hand, and spanned around the supervisor’s experience and education. The supervisor demonstrated personal responsibility and learning and accumulation of knowledge. Many theories and models explain situational leadership approaches. One of these is the Goleman model. The model integrates â€Å"self awareness, self-regulation, motivation, empathy and social skills† (Sharlow, 2004). These aspects of leadership determine the manner in which the supervisor communicates with subordinates, how subordinates buy into the leadership process, determines individual and group participation, and how the supervisor delegates duty and supervises the manner in which duties are executed. Learning outcomes In the execution of duty, the supervisor could understand the effort required to establish a strong relationship with subordinates while role playing by directing employees on what they are required to do, when and how, and the need to design a work framework for efficient utilization of the workforce. Situational Leadership (2002-2010) affirms that leaders learn group dynamics and best strategy of group cohesiveness and group development. In addition to that, the leaders could appreciate the most effective approach of seeking for resources and effectively utilizing them and the support needed to efficiently run and manage the group. Another learning outcome is to understand group behavior in different societal settings, conflict resolution methodologies, and group motivational factors.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Tapping on the strength of a group and defining roles for each member forms an indispensable learning outcome. The leader could comprehend the need to integrate other leadership models in effective group management. In addition, the leader could understand the effects of groupthink, the decision making process, and the morality principles upon which groups are founded. Learning objectives Learning points include effective leadership style, the influence of a leader’s knowledge referred as coaching groups, approaches to employee motivation and the role of a leader in exemplifying required subordinate behavior, the ability to motivate subordinates, variables in leadership approaches to meeting new challenges such as authoritative approaches to solving crisis situations, and the best approach in implementing si tuational leadership style (Situational Leadership, 2002-2010). Group dynamics, motivation, integration of individual education and experience, leader and led relations are among the learning outcomes for the supervisor. References Sharlow, B., 2004. Situational Leadership, Web. Situational Leadership. 2002-2010. Web. This essay on The Integration of Various Leadership Styles was written and submitted by user Spirit to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Talking About Young People

Talking About Young People Talking About Young People Talking About Young People By Maeve Maddox Many terms exist to describe children of various ages, all of them having different connotations. The messages of journalists, politicians, merchants, professional educators, and social commentators are often slanted by the terms they choose to describe children. For example, politicians who may usually refer to children as kids are careful to use the words child and children in their important speeches. Apparently, child evokes a more tender response in the listener than kid. Professional educators, who once distinguished between the words pupil and student, now refer to all school children as students. Any word that describes a child is going to carry some emotional charge, but some are more heavily weighted than others. Here are some fairly neutral words to describe young people under the age of 21: baby infant toddler child boy girl youngster juvenile adolescent minor The following words convey more specific images and appeal to different emotions: tot tyke little one preschooler teenager teen preteen student young man young lady young adult waif urchin brat rug rat guttersnipe In the past, the word youth was a useful term often seen in news stories with the meaning of â€Å"a young man between boyhood and mature age.† For example, â€Å"Youth Robs Liquor Store.† Recently, I’ve seen the word used to describe a three-year-old who drowned. Finally, there’s the word kid. As a word for the young of a goat, kid has been in the language at least since 1562; possibly since 1200. The OED documents kid, â€Å"a child, especially a young child,† from the 17th century, noting that it originated as â€Å"low slang,† but by the 19th century had become common in familiar speech. Nowadays, kid is used in the most formal contexts, from the speech and writing of professional educators to the naming of children’s clinics. The word’s elevation to the status of an acceptable synonym for child may have something to do with its similarity to German Kind (child); after all, English is a Germanic language. However, despite its ubiquity as a generic term for child, the word kid can carry negative connotations that prevent it from being acceptable in every context. Related post: â€Å"I Hate ‘Kids† 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 Vocabulary category, check our popular posts, or choose a related post below:How Many Tenses in English?Anyone vs. EveryoneHow Long Should a Synopsis Be?

Strategic management analysis Essay Example | Topics and Well Written Essays - 3000 words - 1

Strategic management analysis - Essay Example The company is the largest coffee chain store in the world and has its operations in 61 countries with more than 20000 stores. The product portfolio of Starbucks includes hot and cold drinks, sandwiches, coffee beans, snacks, pastries, etc. The company has its foundation in Seattle long time back in 1971 as a roaster and retailer of local coffee bean and has expanded to a large extent since then. The company is the market leader in its coffee segment and its basic strategies are competence based strategy and the focus strategy based on which it adds value to its products and establishes the image of luxury and elegance (About Us 2012). The report presents the strategic management analysis of Starbucks considering its international segment out of the three segments. The country chosen in its international segment is UK. Starbucks entered the UK market in 1998 with the investment of $83 million and launch of more than 60 stores (Lussier 2008). The present coffee shop market environment of UK is very competitive with presence of multiple players in the market including branded coffee shops, independent retail stores and small coffee stores presenting a tough competition to Starbucks (Weston 2009). The report analyses the external environment of Starbucks with respect to UK coffee market, strategic capability of the company and the strategic fit with the help of suitable models such as Porter’s five forces, value chain analysis and PESTEL analysis. Task A (1): Analysis of Starbucks external environment Macro-environment: PESTEL Analysis Political: Impact 3 of 5- Coffee beans is grown in the developing countries. The major aspects about which the discussions keep going on in the UK political environment are work conditions and child labor. The political influence is also high through tariffs and taxes (Press Release – Project Cafe11 UK 2011). Economic: Impact 4 of 5-The major business challenge for the industry as a whole is related to the economic rec ession of 2008. Owing to the recession period, consumers have become much more cautious with their discretionary expenditures due to the presence of high unemployment and debts on individuals (Weston 2009). Socio-cultural: Impact 5 of 5- People in UK spends more and more on coffee. It is included in their trend to go out and have a cup of coffee. The expenditure on tea by UK people is 623 million pounds, while on coffee it is 738 million pounds. Customers visit the coffee shops not only for having a coffee drink but also for sitting down and have a relaxed time out of their daily hectic routine (The Future of the Coffee Market 2012). Technological: Impact 4 of 5- Technology has become advanced as better as well as cheaper coffee machines are available to make a good coffee at home, for instance Senseo. Environmental: Impact 3 of 5- There is a considerable increase in the environmental awareness due to which coffee companies in UK have to remain concerned about the way their coffee b eans are produced and roasted, the way of the designing of the supply chain and the manner in which they prepare and finally sell their coffee products (Weston 2009). Legal: Impact 3 of 5-

A Correction in Management and Leadership Style Research Paper

A Correction in Management and Leadership Style - Research Paper Example   The overriding external pressure is economic. The company is affected by a local, regional, and the national downturn in the economy. Additionally, winter weather in the northeastern United States paralyzes supply and finished product shipments. Discontinuity along the supply chain may disrupt production. For example, if suppliers fail to deliver, production is delayed.   Discontinuity along the supply chain may disrupt production. For example, if suppliers fail to deliver, production is delayed. If the suppliers produce substandard materials, customers will reject the finished product and the organization's reputation will suffer. The predominant internal factor contributing to recent financial losses is widespread mismanagement of human resources from the administrative level on to line supervision. Employee surveys have indicated that there is a general dissatisfaction with leadership at all three plants. In light of this information, the outlook for the future is good. Various motivation factors need to be considered in the implementation plan. Need theories (Maslow's Hierarchy of Needs, Alderfer's ERG Theory, Herzberg's DualStructure Theory, and David McClelland's Need Theory) assume that need deficiencies cause behavior. Need theories to suggest that to motivate learning, trainers should identify trainees' needs and communicate how training program content relates to fulfilling those needs (Noe, 1999; Moorhead and Griffin, 1995). (Wentland) Technical Supervision: Hire and train the highest quality employees and then trust them to meet high standards.

Miike Takashis view that Audition is not a horror film in the light of Essay

Miike Takashis view that Audition is not a horror film in the light of Japanese and Western horror conventions - Essay Example Within the Western horror film industry, many names of famous directors come to mind: Wes Craven, George A. Romero, Dario Argento, and Tobe Hooper. Most of these directors had films in the 1970’s and 80’s that gained tremendous popularity for the hacker, slasher, zombie, blood and gore motifs. These movies contain many elements, but horror is always the main theme. What is horror? The Merriam Webster dictionary defines horror as: a painful, and intense fear, dread, or dismay; intense aversion or repugnance; the quality of inspiring horror: repulsive, horrible, or dismal quality or character. Is horror the main theme of Audition which was directed by Takashi Miike? Miike doesn’t think so and actually feels that he should not be considered as a horror director, as defined by Western horror. Miike, a director from Japan, has been in the film industry for over a decade. He got his start in television and movies that went straight to video. He approaches his films, such as Audition, utilizing different methods than those that are considered standard within Western Horror conventions. How does Miike view Audition as being billed as a horror film? When discussing the film, Miike stated in an interview â€Å"I kind of wanted to promote the clichà © of horror. I think that human beings are far more frightening than any horror film and I wanted to express that point. I was trying to make the story as real as possible. That way it becomes more frightening†. He also stated in an interview from his movie Imprint (2005), part of a series on Showtime called Masters of Horror, â€Å"Among the horror fans overseas, films like Audition and Ichi the Killer have caused me to be misunderstood as someone who makes horror-like films.†

Training During The Current Global Recession Management Essay

Training During The Current Global Recession Management Essay The report attempts to find out the possible effects of cutting down the training budgets and deferring training programs during the current global recession as suggested by the senior management. Current and past literature has been reviewed to explore if training is a luxury during the current global recession. Research shows that although during the time of recession when a large number of companies are cost cutting, laying off employees, and compromising on training, Asian firms unlike western companies are focusing on training and development of their employees. In spite of the economic recession; there is a call for managing and attracting the talented employees efficiently. Employers, who will be able to pull the top talent and take on them, quickly build their capacity, hold on to them by providing advancement and development prospects, and direct employees input in line with the broader organizational strategies, will not only survive the current recession but also emerge fr om it with a distinctive advantage. Through training, such employers communicate trust in the employees and thus attain employees commitment and engagement. Moreover the trained employees will be motivated and skillful enough to cope and serve their employers with the rapidly changing knowledge based economies. Training will be an investment whose profit will be earned in post recession period. Thus it can be concluded that in the current global economy, the need for training of the employees has never been greater. Human resource management should chose relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees. The blend of various methods can make training cost effective as well as beneficial in increasing productivity of the organization. Introduction Global recession is a phase, faced by most of the countries, all over the world. This economic recession has led to bankrupty of many companies. Companies have been lossing billions of dollars and firing millions of people. Analysts are of the view that this is not the first time and the last time that the global economy is going through recession. (Himachali, S. 2009). Since the Great Depression of the late 1920s, the world economy has experienced recession about every decade or two and, typically, this was followed by steady growth, driven mostly by the many ensuing innovations. Therefore it can be implied that this recession is likely to follow a similar pattern (Ndahi, H. B. 2009) Companies are trying hard to survive by cost cutting, laying off employees and compromisng on employee training and development during recession (Himachali, S. 2009). The global recession is a challenge during the time when there is the globalization of economy; expansion of knowledge based economies and more industries being centered on knowledge-based activities are now offering increased support services. Jeff Immelt CEO of GE believes that during the time of recession just holding on until things get back to normal is an error for most companies what we are seeing now is the new normal, the new world order (Charan 2009). The present report reviews current and past literature to explore if training is a luxury during the current global recession. The report will look at the possible effects of cutting down the training budgets and deferring training programs during the current global recession as suggested by the senior management. It is hypothesized that Training increases productivity of an organization during the current global recession. Review of literature will imply whether or not the managements decision to cut down on the training budget and defer any training programs is justified or not. Here the variable Training is defined as systematic development of the knowledge, skills, and expertise required by a person to effectively perform a given task or job (Patrick, 2000). Landy (1985) defined job training as a set of planned activities on the part of an organization to increase the job knowledge and skills or to modify the attitudes and social behavior of its members in ways consistent with the goals of the organization and the requirements of the job (p. 306). Where as the other variable Productivity of an Organization is defined for the present study as organizational performance in terms of revenue generated, product quality, customer service, optimal performance, customer relations and business reputation. Role of Training of Employees in Productivity of an Organization The goal of training is for employees to master the knowledge, skill and behaviors emphasized in training programs and to apply them to their day-to-day activities (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Training can increase employees knowledge of foreign competitors and cultures, which is critical for success in foreign markets. It helps ensure that employees have the basic skills to work with new technology, such as robots and computer assisted manufacturing processes. It helps employees understand how to work effectively in teams to contribute to product and service quality and ensures that the companys culture emphasizes innovation, creativity, and learning. It ensures employment security by providing new ways for employees to contribute to the company when their jobs change, their interests change or their skills become obsolete. It prepares employees to accept and work more effectively with each other, particularly with minorities and wo men. (I.I Goldstein and P. Gilliam, 1990). There is sufficient evidence that training increases job knowledge and skills and in turn, this results in better employee performance (Colquitt, LePine, Noe, 2000; Goldstein Ford, 2002). More over the research shows that the learning can contribute to self-efficacy and job satisfaction (Allen, Poteet, Lentz, Lima, 2004), which in turn can raise organizational performance (Patterson, Warr, West, 2004; Riketta, 2008). A good deal of research has linked individual learning with job performance (Colquitt et al., 2000; Salas Cannon-Bowers, 2001). There is an evidence to suggest that learning engagement can result in greater work role flexibility and willingness to learn new skills (Birdi, Allan, Warr, 1997). Training can be used to foster higher levels of commitment and satisfaction. Several HRD studies confirmed that training practices could enhance employee commitment (Meyer Smith, 2000; Whitener, 2001). Satisfaction with workplace training in an employees overall job experience is crucial. Ranstads 2001 North America Employment Review survey of twenty-six hundred American and Canadian employees found that 80 percent of respondents said receiving training that increases their skills and abilities was a key component of what they looked for in jobs (What Drives, 2001). In fact it has become an important characteristic of the new employment relationship. Roehling, M. V., Cavanaugh, M. A., Moynihan, L. M. Boswell, W. R. (2000) systematically assessed current thinking regarding the nature of the changing employment relationship through a content analysis of the practitioner and academic literatures and reported that the two most frequently mentioned characteristics of the new employment relationship are employers responsibility to provide training, education, and skill development opportunities, and employees responsibility to take advantage of those opportunities to develop and maintai n their skills. Nevertheless the global economy of today makes ongoing learning important throughout an employees career. Employees must continue to learn and grow on the job simply as a requisite for continued employability (Schmidt, S. W., 2007). Significance of Training at Manegerial Level Training shouldnt be confined to employees only. Recession brings stress and many businesses are under threat from the poor psychological state of their  stressed managers during the  global recession.  As stressed executives are more inclined to make wrong decisions that driven by their short term survival but are  not in the  companys strategic direction thus they end up ultimately damaging their business productivity and progress. Thus Managers and leaders need to be trained in this time of stress to trust their intuition and make meaningful decisions based on what is important for their business in the long term. (Zeus and Skiffington, 2004). Organizations are now realizing that workplace expertise is crucial to maintaining optimal performance and adapting to change in todays dynamic business world (Herling, 2000; Krohn, 2000). Training in the principles of social interest, democracy, and encouragement can assist managers in developing the leadership skills to foster collaborative and participative workplaces. Managers educated in participative management typically create satisfied, committed employees (Soonhee, 2002). Employer-employee relationship largely depends upon how well trained mangers are and their effective leadership qualities. Hogan (2002) noted that 60% to 75% of the employees in any organization report the worst or most stressful aspect of their job is the relationship with their immediate supervisor. According to Goldsmith (2004), employees interpersonal competence becomes more important as they achieve more visible leadership status. Most job candidates are hired based on their technical and functional abilities, but these skills recede into the background as individuals assume more prominent leadership positions. Annette Ryan, director of The Effect believes that although business leaders prior to the recession looked like leaders, but actually they were just managing in the good times. The recession demanded leadership skills, not management skills, and so these people came under a lot of pressure. Ryan says the companies that weathered the storm best are those with leaders who c ould make the hard calls, appropriately (SamGanankkan, S. 2010). Impact of Recession on Training Recession has been defended differently by various economies. Top performing economies, including the US and UK, are reducing focus on knowledge development, coaching and mentoring, and other human capital investments, with more firms reporting a decline than an increase in investment in staff development in 2008 (Clarke, M. 2009). The British Chambers of Commerce Quarterly Economic Survey (2008) also reported that firms that were investing earlier in the year are now cutting back investments in plants, machinery and training due to the pessimistic outlook for sales, orders and exports. However, by comparison, in Asia, according to the Economist Intelligence Units Business Outlook Survey, Asian companies are instead taking measures such as cutting business travel costs, reducing inventories and streamlining other budgets to cope with the recession. A minority of Asian firms (just over 40 percent) said that they would cut their training budgets in response to the recession, which was low in the order of priority compared to other measures. This contrasts with the industrialized countries, where a larger number of firms are cutting investments in employees rather than increasing them. (Economist Intelligence Unit, 2009). These findings suggest that emerging market countries will be well-positioned to overtake industrialized countries when the economy improves (Clarke, M. 2009). Impact of Deferring Training during Recession Deferring training means communicating to the employees that there are no long-standing prospects in the company. Moreover it may lead to assertive competitors picking up cream of the company leaving behind less capable employees. Thus companies that can afford to keep training, as part of their regimen will position themselves well for a rebound (Girard, K., 2008). The studies show that this lack of investment in training is detrimental. According to the Global Competitiveness Report 2008-2009, compiled by Klaus Schwab and Michael Porter for the 2009 World Economic Forum in Davos, an inadequately trained workforce was a highly rated problem-factor in doing business in the US, the UK and many other European countries. In comparison, fewer felt this was a major concern in developing markets such as China, India and South East Asia. According to analyst firm International Data Corporation (IDC), businesses are already losing  £19 billion annually because of employees not having sufficient knowledge to do their job correctly. This statistic is staggering and particularly detrimental during hard economic times (Clarke, M. 2009). Employee misunderstanding, resulting from a lack of training and knowledge assessments, can be very costly for businesses; not only in terms of time and money, but also customer relations and business reputation. Additionally, a lack of knowledge and understanding of corporate and industry regulations could potentially result in high costs for the company. Business regulations seem to be constantly changing within every industry, across all sectors, and if employees are not conducting their business in compliance with new laws and policies, they are putting their company at risk of being fined and incurring other such penalties (Clarke, M. 2009). According to the survey of Monster resource center, employers are becoming increasingly tasked with how to handle present workplace changes and managing employees in the short-term. However, the companies that invest in their people now will be a step ahead in retaining their top talent (Monster World wide, inc 2009). Significance of Training During Recession Recession is a perfect time to invest even more in the training and retraining of workers to take on the new challenges of the current financial crisis, and for improved productivity when the economy recovers. The fact that all sectors of the economy are affected by the crisis means that all enterprises will require workers who are skilled, innovative and adaptable to help their company emerge from the crisis strong enough to compete in the global market. Therefore, investing in education and training of human resources should be a priority for every enterprise public and private (Ndahi, H. B. 2009). History shows that in the first few months in an upturn, hiring quickly becomes a front-burner issue, so in fact its a better option to save costs in hiring by investing in nurturing the skills and talent of employees. Investing in employee training during a downturn has the added benefit of improving staff loyalty, commitment and building high-performing teams (Ndahi, H. B. 2009). Chartered Institute of Personnel and Developments (CIPD) Recruitment, Retention and Turnover survey found out that Employers are choosing to focus on retention rather than recruitment in response to current resourcing issues. The report revealed that 73% of organizations find a lack of necessary specialist skills remains the key resourcing challenge, whilst 56% of employers are tackling this by concentrating on retention strategies such as training and career development opportunities with 75% of employers saying that additional training to allow internal staff to fill posts was the most effective recruit ment initiative. (Hesselschwedt, P. 2009). Training and development doesnt only mean to build the capacity of the employees for efficiently performing tasks in the work place. From employees perspective it means respecting and trusting individuals for what they are. According to Kelly International Workforce Survey (Kelly Services, Inc., 2010), during recession the issue of salary and benefits is of secondary importance for all generations. In answer to the question what one factor would be most likely to cause you to leave your organization, most respondents from various regions regarded lack of opportunities for advancement to be the reason for leaving organization. When respondents from various regions were asked as a result of the economic recession are you more loyal to your employer? If yes, why? Most of the respondents regarded positive management (56-70%) to be the reason to stay loyal to the employer, whereas a significant number (37-38%) regarded it to the training and development. It shows that managers training is very significant so that they can impart influential leadership skills. When considering whether to remain in or quit their job, younger workers have a much greater interest in the possibility of career advancement, while more mature workers predominantly focus on the quality of management ( Kelly Services, Inc. 2010). Studies have shown that for small and medium-sized enterprises formal training is not preferred due to high cost for training (Curran et al. 1997; Westhead and Storey 1996), uncertainty and short time horizon (Westhead and Storey 1996), loss of trained employees to other employers due to lack of internal promotion opportunities. Therefore informal training is opted as it is less costly, can be easily integrated into daily operations of the small firm, and is focused on employees specific needs (Hill and Stewart 2000; Curran et al. 1997). Large organizations during recession are facing the similar issues such as uncertainty and difficulty managing finances for training. But as the research for the small firms show that In spite of these seemingly legitimate reasons for preferring informal training, it is argued that failure to provide adequate formal employee training retards development of sustained competitive advantages in small and medium-sized enterprises (Stewart and McGoldrick 1996; Garavan, Costine, and Heraty 1995). And this significance of providing formal training can also be implied to large organizations during recession for high productivity. Need for training has become inevitable since companies today are challenged to expand globally. Because of the increase in global operations, employees often work outside their country of origin to work with employees from other counties. Cross cultural preparation training to educate exaptriates who are to be sent to a foreign country to conduct business successfully in the global market place is vital so that employees must understand the business practises and the cultual norms of different countries (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Knowledge Based Economies and Need for Training in Post Recession Economy Analysts are of the view that after recession; customers, competitors and suppliers will have different expectations and behaviors, so business strategies must anticipate and adapt to the new challenges and opportunities (Welch and Welch 2009). Global Competitiveness Report 2008-2009 sketches new dimension of the world economy which is now experiencing globalization, knowledge based economies are being expanded and more industries that were previously not centered on knowledge based activities are now offering increased support services. Firms that do not obtain or maintain necessary skills through workplace education will find themselves excluded from the global value chain (Gorg, Greenaway and Kneller 2008). There are many dimensions in which firms must develop their capabilities, including in the use of new technology, production methods and engagement with global supply chains and networks. No less important is a commitment to investment in learning and development to ensure empl oyees and management are confident, competent and skilled to carry out their roles (Clarke, M. 2009). With the expansion of knowledge-based economies investment in knowledge will be essential in creating competitive advantage in the future (Fauth and Brinkley 2009). All this put a heavier emphasis on training of employees so that they are able to seek knowledge. Thus a lack of investment in people and their knowledge development will threaten the ability of leading industrialized countries to maintain global competitiveness in the post-recession economy (Mizen, P. 2009). Cost Effective Training Methodology During Global Recession Employees can be trained through e-learning, self study, video based training, instructor led training, simulations, apprenticeship, case study, interactive videos, team building and adventure learning, distance learning and job shadowing etc. Although the research shows that the methodologies which involve an instructor or coach were preferred significantly such as instructor-led training, one-on-one training, and job shadowing (Schmidt, S. W., 2007) more than the more solitary methodologies such as computer-based training, or self-study including video-based training (Nordhaug, 1989) as participants prefer a high degree of interaction between an instructor or coach and a student or students (Schmidt, S. W., 2007). But it is expected that the use of training technologies will increase dramatically in the next decade as technology improves and becomes cheaper; companies recognize the potential cost savings of delivering training via desktop computers (M. Van Buren, and W. Woodwell, J r., 2000), especially during and after recession. New training technologies can lower delivery costs and increase flexibility in delivery. (Gupta, H. U. 1996) for example, training delivered by an instructor at a central location requires employees to spend time away from their regular jobs and incurs employee travel costs. Lower delivery costs can be realized by using satellite-based training or distance leaning in which training programs are transmitted via satellite to several locations. Also use of CD-ROM or web base training gives employees the flexibility to participate in training on 24-hour basis at home or work though use of personal computers. (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). These methodologies can be safely used during recession. An advantage of distance learning is that the company can save on travel expenses. It also allows employees in geographically dispersed sites to receive training from experts who would not be otherwise available to visit each location. E.g. the research and development group at 3M found considerable cost savings by using video conferencing to conduct an eight week class on imaging technology that involved instructors from Europe and USA. (Nadeau, M., 1995 B. Flipczak and B. Leonard, 1996). Without video conferencing the class wouldve cost $100,000 making it too expensive. With video conferencing the course cost only $13,000 (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Similarly the self-directed learning requires fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiple site training more realistic. In the same way, although employers have to pay highly for developing interactive video programs and purchasing the equipment yet this is offset by the reduction in instructors costs and travel costs related to a central training location. At Federal Express, interactive video has made it possible to train 35,000 customer contact employees in 650 locations nationwide, saving the company millions of dollars (Hannum, W.H. 1990). In the same way, e-learning trainees are more engaged through the use of videos, graphics, sound and text, which appeal to multiple senses of the learner. Besides enhancing the training experience e-learning can reduce training costs and time. It brings geographically dispersed employees at their locations reducing travel costs (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Recession can be an Opportunity Similarly, Lynda Gratton suggests that recessions provide the space for new ideas to flourish while the economic effects can be dire, in the long term recession can have a positive effect on work and working habits (Gratton 2008). For many companies, times of turmoil offer new business opportunities, but taking advantage of them requires fast response, aggressive attitudes, and serious changes to the corporate status quo (Thornton 2009). Visionary leaders will emerge from the recession strong, with an educated and skilled workforce, because they would have invested in training during tough times. They would have realized that education and training constitute a bridge to entering and competing in new market conditions in the global economy (Ndahi, H. B. 2009). Recession is the right time to focus on innovation and creativity. An emphasis on greater market research (which is often neglected because of complacency when times are more profitable) would definitely pay off. Creating new products or services can open the gates for new consumers of products or services. Training is an investment not an expense. Despite any recession, it should be maintained as a continuous process to ensure organizations remain competitive and productive. (Rao, M. S. 2009). Conclusion Thus through the review of literature significance of employee and managers training has been highlighted. Workplace expertise is vital to sustain optimal performance and adapting to change in todays changing business world. Although companies are cutting down training due to global recession, yet research shows that inadequately trained workforce has affected business detrimentally. It is better to spend on retention rather than recruitment, as right after recession highly skilled staff will be required to compete in the global market. Moreover training employees is an investment that leads to staff loyalty and commitment. During recessions, organizations can find ways and means to cut down on unwarranted expenditure elsewhere other than training. Human resource management can chose relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees. The blend of various methods can make training cost e ffective as well as beneficial in terms of increased production and improvements in product quality or customer service, raise in organizational performance in terms of greater revenue generated, maintenance of optimal performance, sustained customer relations and business reputation, saving company from the risk of being fined and incurring other penalties. Thus the hypothesis Training increases productivity of an organization during the current global recession is proved to be correct. Therefore training during recession is not a luxury; rather its a necessity. Hence the organizations management is not justified to cut down on the training budget and defer any training programs. In fact recession can be an opportunity for employees to spend time learning and for employers to gain a competitive edge. Recommendations Following recommendations are made for the organizations training program for management as well as employees during recession. The organization should map out the cost effective training related activities and the processes used to accomplish them methodically. Relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees can be used. These methods can be used in a combination to maximize benefit and reduce cost. Need assessment should be done before planning training so that training objectives are in line with the organizations strategic goals. The planning process should be initiated with an audit of existing activities and measurement of new employee performance and of turnover outcomes. Whereas the outcomes should be defined and regularly evaluated (Holtan III, E. E, 1996). It is suggested that the organization should focus on collective learning during the time of recession. The organization should take steps to generate, disseminate and retain knowledge about itself. The managers should be trained extensively and through the acquired knowledge, capacity of the other workers should be build. The trainer employees should be appreciated when they are able to share and transfer their knowledge and skills with other employees. As past studies have shown information sharing as a way of involvement, to be linked to better business performance (Gibson, Porath, Benson, Lawler, 2007; Law Ngai, 2008; Lin, 2008). Organizational training can further be used to enhance team learning. It is suggested that training should be provided at managerial level and later trained managers should disperse this learning in team to other members. This will be not only cost effective but would result in stronger shared mental models that can improve performance as Marks, Zaccaro, and Mathieu (2000) and Marks, Sabella, Shawn Burke, and Zaccaro (2002) demonstrated in an experiment. It is proposed that the employees can be trained through the orientation programs learning in the workplace apart from job-training programs. During recession period, apart from the formal training, orientation sessions can be useful and less expensive. Through orientations employees can be trained for short-term period in which they can be provided basic information and the social cues. (Holtan III, E. E, 1996). A part from the formal job training, employees can be facilitated for workplace learning activities which may include all learning activities that occur in the workplace itself, such as on-the-job training, social learning, and informal learning. HR should evaluate employees after these formal and informal learning and should grant employees certificates provided their skills are developed. Moreover the organization should enhance and develop existing training programs because they will help reveal employees learning and areas that need more consideration. According to Clarke (2009) this kind of information helps to prepare future employees for their roles and saves companies the time and money that would otherwise be lost in misplaced and ineffective training programs. Due to the fast changing business scenario and economy, unpredictable market situation and global competition, during the period of recession or after that it is very important that the organization is transformed into a learning organization. It is not unrealistic to visualize for a learning organization that facilitates the learning of all its members and continuously transforms itself [Pedler, Burgoyne, Boydell, 1991]. This can help to increase competitiveness through generative learning that is forward looking and reduces the major shocks of change, through close relationships with customers and other key constituents that allow for mutual adjustment, and through the ability to quickly reconfigure and reallocate resources based on environmental change (Slater Narver, 1995). It is suggested that the organization should use assessment programs to identify the top employees to determine which employees are the most valuable for the business and should be retained. Such employees should be given extensive training and their capacity should be build to train other employees. As employing trainers within the organization would be more cost effective.

The calamities of Julius Caesar :: Julius Caesar Essays

The calamities of Julius Caesar Tragedies most often refer back to the actions of men. The play Julius Caesar, by William Shakespeare, provides a good example to how the quote is shown to be accurate." The calamities of tragedy do not simply happen, nor are they sent [by the gods]: they proceed mainly from actions, and those actions of men." This statement is profoundly proven through the past and present actions of the conspirators throughout the play. From the beginning of the play, the reader can identify who will necessarily betray and plot to murder Caesar. Cassius, main conspirator in this play, initially draws Brutus into the inner circle. From the beginning of the play, Cassius seeks Brutus for the newest addition to the plot and knows if Brutus is added, the plot will be successful. Even in the first scene of Act II Cassius is flattering Brutus in order to entice Brutus into joining the murderous group. "Your hidden worthiness into your eye, that you might see your shadow. I have heard where many of the best respect in Rome, speaking of Brutus, and groaning underneath this age's yolk, have wished that noble Brutus had his eyes." (p. 350 ln. 55-60) This quote depicts when Cassius first starts to flatter Brutus and say Brutus is the most respected and noble man in Rome. These compliments and forms of flattery are what first showed Brutus was kind of man the people see him as and what time of power Brutus could produce in himself. Actions at some moments in Julius Caesar speak louder than words. A prime example is when Cassius wants the men to make a pact to follow through with the murder, but Brutus speaks up and says that the pact is unnecessary. Brutus feels as though every man is a true Roman and each man is as trustworthy and noble as he. As for Antony's speech, this is a whole different story. The words Antony spoke to the public helped motivate the people to go against the conspirators. Thought the action of killing Caesar was a publicized one, Antony's speech was far from being unnoticed. All of the things which went on throughout the play all relate back to the actions of Cassius.

Bone Detectives

IntroductionWhen we think of bones, we most often think of the way in which these hard structures support the body, how they work with muscles to produce movement and how they protect our internal organs. But the 206 bones of the human skeleton can also tell a story. The specific structure of your bones reveals information about your gender, your height, your age and even your ethnicity. These biological clues are often the first pieces of evidence scientists look to in identifying the remains of a missing person.Specialists called forensic anthropologists are trained to analyze the secrets locked in a bone’s shape and structure and can use this information to help solve crimes, trace human origins, or identify those who have gone missing. In this project, you will assume the role of a forensic anthropologist and complete a detailed examination of skeletal remains.Forensic anthropologists use a combination of quantitative and qualitative measures to predict traits from bone. T hrough a series of metric measurements and direct observation, you will gather clues about the identity of the remains that have just been unearthed in a local park.Last week, a young couple was out for an early morning run. Stopping to catch a drink, they stumbled upon what appeared to be a human skull. The police arrived at the scene and went on to unearth two skeletons lying side by side. With a huge backlog of missing person cases, the police are looking to you for answers. Who are these people lying forgotten in the park? Can these bones tell their story and finally provide closure to grieving families?In this project, you and your team of forensic anthropologists have been called in to examine the skeletal remains. Through careful observation and measurement of the bones found at the scene, you will provide the local police department information that is vital to identifying these individuals.You will analyze features of bone to determine as much as you can about each personâ €™s gender, ethnic origin, age and height. Once you have completed your tasks, you will prepare your findings in a detailed report to the police department.Equipment Computer with Internet access Laboratory journal Career journal Ward’s Sherlock Bones: Identification of Skeletal Remains Kit (2) Protractor Metric ruler Calipers (large and small) Skeletal remains- skull, pelvis, humerus and femur or tibia Laminated instruction cards and photographs (one set per station plus extra copies of the nasal index photographs) Calculator Project 1.2.3: Student Data Sheet Anatomy in Clay ® Maniken ® Skeletal system graphic organizerProcedure1. Visit the website Visible Proofs: Forensic Views of the Body presented by the National Library of Medicine at http://www.nlm.nih.gov/visibleproofs/education/anthropological/index.html.2. In the section â€Å"Learning from Bones,† complete the visual comparison activities to determine the sex and the ethnic origin of the skulls. Take notes on the bone landmarks you used in your analysis in your laboratory journal.3. Notice that forensic anthropologists use a three-race model to categorize skeletal traits. While there are obvious drawbacks to this model, race determination is considered a vital part of the overall identification process. Notice that in the National Library of Medicine site, ethnic origins are described by the scientific terms Caucasoid, Mongoloid and Negroid. In this activity, these terms will be used interchangeably with White, Asian and Black.4. To learn more about the field of forensic anthropology and the duties of a forensic anthropologist, read the two interviews found at the bottom of the page (Barbian and Sledzick). Use the ideas presented in these two discussions to come up with your own definition of forensic anthropology. Write this definition in your career journal. You  will further explore this career area in the next lesson.5. Now that you have read about the role of a forensic a nthropologist in analyzing skeletal remains, work with a team to analyze the bones from one of the unearthed skeletons. You will analyze features of bone to determine as much as you can about each person’s gender, ethnic origin, age and height. One team will be assigned Skeleton A and one team will be assigned Skeleton B. Make sure that you are only working on the bones that belong to your assigned skeleton.6. Obtain a Student Data Sheet from your teacher. Write â€Å"Skeleton A† or â€Å"Skeleton B† on the top of your data sheet in the box provided.7. Divide your team into four groups. Each group will begin at one of the four bone stations.8. Bring your Maniken ® with you to each station.9. Rotate through the four bone identification stations for your skeleton and complete your analysis. At each station, you will be asked to complete both visual comparison exercises as well as metric measurements. Determine which bone you are analyzing and locate the appropri ate data tables on your Student Data Sheet. NOTE: As you are only looking at four bones, you will not use all of the data tables displayed on the Student Data Sheet.10. At each bone station, complete the following items. Along the way you will encounter many terms for bones or for markings on bones that you may not have heard before. Use the laminated photographs and your knowledge of directional terms to help decipher these clues and complete each step of the analysis. Use the laminated Ward’s instruction card, laminated photographs, and tools at each station to complete the observations or measurements listed for that bone, and determine as much as you can about the person’s gender, race and age. NOTE: Not all bones will be used for all three categories.Work with your group to come to consensus on each trait/measurement. Record your findings on the Student Data Sheet. NOTE: Forensic anthropologists use a scaled system when assessing features from bones. For example, when they look at the shape of the eye sockets to help determine gender, they use a 5 point assessment scale, with each gender at an end of the scale. The shape may fall somewhere in the middle. Therefore, looking at multiple features is necessary to make an informed assessment. Think about this process as you  evaluate the bones.For the following structures, mark the bone or bone landmark on your Maniken ® with a pencil. Use the skeletal remains and the laminated photographs to find and identify each structure. Continue the key you began in Activity 1.2.1 and 1.2.2 to link features on your Maniken ® to your skeletal system graphic organizer. NOTE: Some of these structures may already be labeled.1. Ischium 2. Illium 3. Coccyx 4. Sacrum 5. Pubis 6. Pubic Symphysis 7. Eye Orbit 8. Nasal Cavity 9. Zygomatic Bone 10. Mandible 11. Maxilla 12. Femur 13. Humerus 14. Tibia11. If you are waiting to view your next bone, take the measurements of the enlarged skull photos in order to dete rmine the nasal index for the three ethnic groups. The procedure is outlined in the instruction card found at the skull and additional copies of this protocol should be available from your teacher. This information will be a useful comparison when determining ancestry from the skull.12. When your group has made preliminary findings regarding the gender and ethnicity of the remains, use the equations listed in the data tables to estimate height.13. To determine the probable height range of the individual, refer to the height tables and record the minimum and maximum value of the calculated height ranges (looking at both bones). Convert the minimum and maximum value to feet and inches and estimate the height range of this individual.14. Meet with your entire team to discuss  results and come to consensus on the characteristics of your assigned skeleton. You may need to go back to specific bones if groups disagree. Work together to form a conclusion about gender, height, ethnicity an d age. 15. With your group, prepare a formal case report of your findings. This typed report should be written using terminology that you understand and should include the following headings: Introduction: Provide a brief case description.Summary of Findings: Provide evidence and support for your findings for each trait – sex, ethnic origin, age and height. NOTE: You do not need to list every measurement/observation as evidence. Think about your analysis as a whole and describe how combined data led you to a conclusion. Discuss any inconsistencies in the data and address the limitations of these methods in determining identity.Further Analysis: Read the FBI file on facial reconstruction at http://www.fbi.gov/about-us/lab/forensic-science-communications/fsc/jan2001/phillips.htm/.Discuss how this technique could be used in this case. Research and report on at least two other tests/types of analysis that can be completed using the bone samples. What can we learn from these tests ? How can this information be used to identify the missing?Conclusion: Sum up the case findings and your recommendations for the next steps of the investigation in 1-2 paragraphs.Conclusion1. How did your findings compare to the rest of your team and to the actual data provided by your teacher? What could account for any variation?2. Why do you think the pelvis is often the first bone forensic anthropologists look to in determining sex from skeletal remains?3. The developmental occurrences you used to determine age stopped at age 25. What are other clues a forensic anthropologist may be able to use to determine age if the bones belong to a person over age 25?4. What is the difference between qualitative and quantitative evidence? Explain how both types of measurements played a role in this activity.5. To analyze the long bones, the femur and the humerus, you looked at bone markings such as condyles, tuberosities and trochanters. Look back at the photographs and at the bone markings on your Maniken ®. How would you describe these markings in your own words? Which features do you think separate each class of markings from the others?6. In this activity, you were able to analyze skeletal remains in order to determine four particular traits of an individual. In a real life situation, scientists could provide a more detailed description of the individual based on additional information that can be acquired from the bones of this person. Describe at least two other pieces of information you could possibly learn from bone. Make sure to provide a specific example for each piece of information.

Home of Quality †Uniquely Crafted Papers to Help You Improve Skills

Home of Quality – Uniquely Crafted Papers to Help You Improve Skills Just like any other paper, writing an introduction for a controversial essay requires that you must start with an effective opening statement. You have to begin with problems at hand while giving background information in details. Importantly, you must ensure to put the main argument so that your audience can be certain of your ideas. Most good controversial essay topics are those that are logical and are persuasive in a way. Before you begin scripting, consider the following 4 tips. Begin with a hooks statement. This part will get your reader interested and continue reading your content. If it is boring, he or she may switch off and even stop reading through the rest of the paper. To write this, you can start with a personal story or quotes. Also, statistics can serve the same purpose. For example, when writing about ‘why abortion should be legalized,’ you can start by giving factual data. So, this is one of the fascinating topics for controversial essay you can often consider and write an interesting fact about it. This concept will grab the attention of a reader, and he or she will be interested in knowing your claims in the paragraphs below. Second, you need to include a piece of interesting background information about the issue. This part will enable the audience to be able to understand the problem you are trying to present and that this information gives historical relevant facts that can be essential to explaining and putting forward points more logically. If you feel overwhelmed, join us, and we will assign the best writer for your prompt. Third, writing a good thesis statement is a recipe for a quality paper. It is often written in one single statement that sums up the main argument you are trying to portray. So, it should assert your central position on that given issue, and in most cases, a standpoint that your audience will seemingly argue against. Therefore, in this case, it cannot be a fact. For example, if you are given a topic to write about war, you can write a thesis like this. â€Å"President Trump should resign because he is not capable of commanding the American Soldiers, given that there is a looming presence of threats from the Middle East.† Fourth, there are things you ought to ignore. Do not include analysis of what is in the body at the introduction. Here, you only set up your view and then lay evidence to support it. Even if the introduction is a road map, you should avoid statements that explicitly denote approach; you are going to use to write your points. It does not give crucial pertinent data on your topic. We have many topics to choose from. You can consider the following samples. The government should ban the manufacture and selling of tobacco Every country should activate the death sentence Smoking should be permitted in public areas People should be allowed to vote from age 13 The government should ban energetic drinks All clubs should close at 11 P.M. Technological advancements will reach its peak in 2050 We have numerous samples of easy controversial essay topics that you can often pick from. You only need to make a point of contacting our support team for assistance. We will write your paper for you based on the given question. How to Choose an interesting controversial essay topics In most cases, a student may not know how to select a subject once he or she has been given a question. Well, we know this a significant challenge for students. As a result, we often advise students to consider subjects that they feel comfortable to work on. With this approach, one will be able to give an account of events in a more logical manner. The best controversial essay topics often take a stand that the audience least expects. So, you must choose one that interests you the most. It is pragmatic to do a thorough research firsthand because this will enable you to cover a broad range of subject on the issue, to select effective college controversial essay topics, Shallow research on the subject may limit your approach on the topic at hand. About Our Controversial Essay Topics for College Students We have vast examples of topics to choose from. Apart from selecting, we have writers that can help you write your paper at the most affordable rate. Our professionals will give you some good topics for an controversial essay to help you get started. There are many reasons why you need to choose us. First, we have highly qualified writers who can work on your controversy essays. Second, we customize the content to produce papers that are free from plagiarism and are of high quality. Therefore, joining us will help you improve your skills by giving you topics to write an controversial essay on, and even craft a quality paper for you in time. Our service is different from other firms in various ways. Other platforms will charge you high prices for writings, but we often offer affordable rates, that is congruent to the question and size of work. Also, other companies will sell you a sample essay that was written previously. This approach, in most case, results in plagiarism. Knowing the dire consequences of this vice, we do not want any of our students to tread that path of pain. As a result, we give an individualized approach to every paper to enhance its content and give it a unique outlook. The assigned writer will do thorough research before starting. There are many reasons to join. They are not limited to the merits you get, such as fast delivery, low prices, quality, and free and unlimited revision. 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Biography of John F. Kennedy

Biography of John F. Kennedy Free Online Research Papers On May 29, 1917 John F Kennedy was born in Brookline, Massachusetts. His parents were Joseph P. Kennedy and Rose Fitzgerald. John F. Kennedy had eight siblings, three brothers and five sisters. The Kennedy family would end up becoming one of the most influential families in politics, and John F. Kennedy would be one of the most beloved presidents in U.S. history. From the time he was young till the last years of his life John F. Kennedy was constantly battling some medical condition or another. As a child he had whooping cough, measles, and the chicken pox. When he was 3 he got scarlet fever, which can be very deadly. When he was older he was diagnosed with Addison’s disease. It wasn’t till after his death that his bad health was made known. John F. Kennedy’s father demanded that all of the kids excel in school, especially his sons. They were to compete against one another. John F. Kennedy and his siblings went to the most prestigious schools, including the Noble Greenough Lower School, and Choate. Even though his grades were considered average, he was smart, athletic and very involved. This made him quite popular in school. Despite his popularity he always felt he was living in the shadow of his older brother Joseph Kennedy Jr. Joseph always excelled more then John. In fact it was Joseph who had announced to everyone when he was a young boy that he would be the first Catholic to become President. John started attending Princeton in the Fall of 1935. He had to leave after contracting Jaundice. After recovering from Jaundice he attended one of the most prestigious colleges in the country, Harvard University. Kennedy graduated with an honorary degree in international affairs in June of 1940. His thesis â€Å"Why England Slept† was published and became a â€Å"best-seller†. John F. Kennedy served in WWII. He had first volunteered for the U.S. Army, but was rejected because of a back injury he acquired playing football when he was younger. The U.S. Navy accepted him in 1941. He earned the rank lieutenant, and commanded a patrol torpedo boat (PT boat). In August of 1943 his patrol boat was making a night-time raid near the olomon Islands, the boat was rammed by a Japanese destroyer. Injuring his back even more, Kennedy still managed to pull another injured crew member 3 miles across the ocean. He reached an island where he and his crew were eventually rescued. He received numerous medals for his courageous act. Kennedys older bother, Joseph Jr., was killed in WWII. To try and fill his spot, John F. Kennedy became active in politics. In 1946 a seat in the House of Representatives opened, Kennedy ran for the seat and beat his opponent. He was reelected twice, but there was a mixed voting record. Then in 1952 he ran for Senate using the slogan â€Å"Kennedy will do more for Massachusetts†. Kennedy was considered the â€Å"underdog† by most, but he still came through and defeated Henry Cabot Lodge Jr. with a margin of approximately 70,000 votes. In 1951 John F. Kennedy was considered â€Å"the most eligible bachelor†. At a dinner party in May he met a beautiful young woman named Jacqueline (Jackie)Bouvier who interviewed him for a newspaper column. There paths crossed once more, but this time it was different. She had gotten engaged to John Husted in December of 1951. But they were interested in each other , so Jackie broke off her engagement in March of 1952. John introduced her to his family that coming summer. They dated very privately for a while. Johns father was I impressed. He thought she had a enormous amount of class, which was a characteristic he found suited for the wife of a politician. About a year later their engagement was announced on June 24, 1953. They had a short engagement. They were married on Sept 12, 1953, at St. Mary’s Roman Catholic Church in Newport, Rhode Island. In 1955 Jackie was pregnant but unfortunately had a miscarriage, then in 1956 Jackie became pregnant again while John F. Kennedy was planning for the 1956 National Democratic Convention. Sadly the baby was stillborn. Jackie was very sad. They still wanted to have children and on November 27,1957, they welcomed a baby girl named Caroline Bouvier Kennedy. Then three years later they had John F Kennedy Jr. on November 25, 1960. At the 1956 National Democratic Convention, Kennedy campaigned for the Vice President nomination. Unfortunately he was not chosen. This didn’t make him any less ambitious. He decided to run for president in the elections of 1960. Kennedy won the primary elections, despite suspicions about Kennedy being Catholic. Then in July of 1960 the Democratic Party elected Kennedy to run for president. He then asked one of his opponents in the primary elections, Lyndon Johnson, to be his running mate. He needed Johnson for the southern states. This election was already predicted to be a close one. His opponent was Vice President Richard Nixon. Kennedy and Nixon debated in September and October in the very first televised US presidential debates. Having the presidential debates televised was monumental. It created a whole new aspect in deciding who would win. On TV Kennedy was way more calm and composed, where Nixon seemed nervous and unsure. But then on the radio, it was Nixon who sounded like the more pronounced speaker. On November 8 Kennedy beat Nixon in a very controversial race. Even though Nixon had won the Popular votes, Kennedy still won the Electoral votes. On January 20, 1961 Kennedy was inaugurated. Kennedy made a step in the right direction when he created the â€Å"Peace Corps†. This program was made to aid underdeveloped countries. Kennedy dealt with many things during his presidency They In April of 1960, Kennedy gave orders to invade Cuba. This act is known as the â€Å"Bay of Pigs Invasion†. They were hoping to take Fidel Castro out of power. Within a couple of days, Castro’s government had killed most of the men, and he had to negotiate to get the rest home safely. When the U.S. obtained photos showing that Soviets in Cuba had ballistic missiles sites in construction, Kennedy was in a tough positions. If he tried invading, that would put the U.S. in great danger. But if he did nothing the U.S. would still be in danger and the U.S. could seem weak. About a week later, Kennedy started negotiating with Soviet leader Nikita Khrushchev. Luckily they came to an agreement and the missiles were removed. Needless t o say, Kennedy was careful when confronting the Soviet Union. That was only foreign policies! Here in the U.S., Kennedy dealt with the Civil Rights Movement. Even though the Supreme Court had ended segregation in schools, there was still schools not abiding by the laws. Segregation in local businesses, and on buses were becoming heated issues. Kennedy sent federal marshals and troops to ensure that a student was able to enroll in a particular college. Kennedy supported racial integration and civil rights. In 1963 Kennedy he also made one of the biggest tax cuts in U.S. history. Larger then the one made by Reagan. Kennedy supported the â€Å"Space Race† in which the U.S. competed against the Soviet Union on exploring space and landing a man on the moon. The U.S. was behind in this race, and he wanted greatly to catch up. He asked congress to approve more then twenty two billion dollars for â€Å"Project Apollo†. Its goal was to have a man on the moon by the end of the decade. Kennedy’s presidency had many successes. But on November 22, 1963 his success would come to a devastating end. When Kennedy arrived in Dallas, Texas he stepped of the plane flashing his golden smile for the tons of people who were there to get just a glimpse of him. He was in Dallas to make some speeches. The day was like any other day for the president. He was riding in a car, top down, sitting beside the first lady. Their was a massive crowd gathered on each side of the street, watching as the president passed, waving. Then all of a sudden, through all the excitement, a shot was heard. The president fell over onto his wife. There was chaos amongst the all of the vehicles in the line. Then another shot was fired and that bullet hit Senator Connally. One more shot was fired, hitting Kennedy in the back of the head. The two cars sped to a nearby hospital. The doctors did all they could, but John F. Kennedy died at approximately 1:00 p.m. on November 22, 1963. His death traveled fast by phone and the media. Later a man named Lee Harvey Oswald would be arrested for the crime but would never stand trial. He was assassinated by Jack Ruby as he was taken from City Hall. Kennedys death was a huge tragedy in the heart of Americans. He was one of the most beloved presidents in U.S. history. He charmed the people with his blue-eyes and that infamous smile. I stood in Arlington Cemetery looking at the grave site of John F. Kennedy, not really appreciating all he had done for our country. John F Kennedy (1917-1963) This assignment gave me the opportunity to really see all his accomplishments and how loved he really was. John F. Kennedy was a great President Research Papers on Biography of John F. KennedyHonest Iagos Truth through DeceptionHip-Hop is ArtWhere Wild and West MeetThe Relationship Between Delinquency and Drug UseStandardized Testing19 Century Society: A Deeply Divided EraGenetic EngineeringThe Fifth HorsemanThe Spring and AutumnMarketing of Lifeboy Soap A Unilever Product

Theory and practice of human rights Essay Example | Topics and Well Written Essays - 2500 words

Theory and practice of human rights - Essay Example I shall then conclude by proffering an argument on how these premises can be limited so as to offer a reasonable and justifiable balance between the two competing interest. The Office of the High Commissioner for Human Rights states that Human rights are rights inherent to all human beings, whatever our nationality, place of residence, sex, national or ethnic origin, color, religion, language, or any other status. Persons are all equally entitled to human rights without discrimination. These rights are all interrelated, interdependent and indivisible. Accordingly, the normative totality of Human Rights revolves around: the Universality, indivisibility, interdependence, equality and obligations of parties and the State. UDHR though not a legally binding document, it values are immense. First, it set the pace for the States’ recognition and protection of Human Rights based on the Rule of Law. At the time of its promulgation, the UN General Assembly then proclaimed the Declaration to be; â€Å"a common standard of achievement for all peoples and all nations, to the end that every individual and every organ of society, keeping this Declaration constantly in mind, shall strive by teaching and education to promote respect for these rights and freedoms and by progressive measures, national and international, to secure their universal and effective recognition and observance, both among the peoples of member states themselves and among the peoples of territories under their jurisdiction.† The 1993 Vienna World Conference on Human Rights1, for example, noted that it is the duty of States to promote and protect all human rights and fundamental freedoms, regardless of their political, economic and cultural systems. It provides in its preamble that; â€Å"Emphasizing the responsibilities of all States, in conformity with the Charter of the United Nations, to develop and encourage respect for human rights and fundamental

Bullying at school Article Example | Topics and Well Written Essays - 250 words

Bullying at school - Article Example Among girls, however, physical bullying is not common and they indulge more so in subtle and indirect means. Also, around 15% of students between 8 to 16 years of age had some kind of an involvement in bully-victim issues regularly. There are several myths and assumptions made regarding the issue of bullying which actually have not gotten any kind of support from researches, as stated by (Olweus, 2003). For instance, it is thought that bullying occurs in a large class or when the school is very big, when the students are competing for grades, and when a person feels insecure or lacks self-esteem. There is also a very common assumption, which is also very often used in books and movies, that victims of bullying tend to be fat, wear glasses, and talk in a very different or weird manner. None of this, however, is true and victims cannot be generalized into this category; at least not in light of the evidence that