HR Planning in Dynamic Economic Environment

Introduction The last couple of decades have witnessed unprecedented changes in worldwide economic environment due to a wide spectrum of issues, namely globalization, technological advancements, liberalization, intense global competition, and changes in governance structures.Advertising We will write a custom essay sample on HR Planning in Dynamic Economic Environment specifically for you for only $16.05 $11/page Learn More These new developments have forced organizational managers to acquire new management dispensation in every sector of the organization in the hope of retaining or even increasing their competitive advantage. Due to the dynamic economic environment of the 21st century, organizations all over the world are being forced to actively acquire knowledge and new management techniques as their competitive advantage is, more than ever before, dependent on incessant knowledge development and modern management enhancement (Thames Webster, 2009 p. 12). The Human Resources (HR) function is one of the most domineering frontiers charged with the responsibility of assisting organizations to wade through the turbulences of changing economic environment. Without this function, it would be almost impossible for organizations to acquire the requisite knowledge needed to maintain their competitive advantage. Against this backdrop, this paper purposes to discuss how a modern approach to HR planning is applicable in a changing and dynamic environment. Understanding HR Planning and Dynamic Economic Environment The successful planning and management of human resources (HR) is perhaps one of the most fundamental engines of growth in organizations. It is indeed true that organizations that fail to establish a HR plan for the future run the danger of not having the desired employees on board to take them through the ever changing economic environment (Fountaine, 2005 p. 25). HR planning entails bringing focus, alignment, purpose and energy to the organization’s business strategy through available manpower resources. According to Idris Eldridge (1998), HR planning is a term used to define how organizations ensure that their employees are the right staff to perform the required duties.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Pattanayak (2005) defines effective HR planning as â€Å"†¦a process of analyzing an organization’s human resource needs under changing conditions and developing the activities necessary to satisfy those needs† (p. 34). In essence, the central theme of HR planning should be to capture the employee component of what an entity is hoping to accomplish in both medium and long-term scenarios. As such, an effective HR plan or strategy must always ensure the organization has the right kind of people with the right mix of professional skills and expertise. Such a plan must also en sure that the employees exhibit the right attitudes, organizational values, behaviours and professionalism (Jackson Schuler, 1990 p. 223). In addition, HR planning must be viewed broadly as a management process. It is the duty of managers in liaison with members of staff to establish the strategic bearing and the outcomes of the organizations they serve. In this respective, a comprehensive HR strategy or plan plays a fundamental function in the attainment of a company’s general strategic objectives, and inarguably demonstrates that the HR function fully comprehend and support the bearing taken by the organization in maintaining its status and competitive advantage (Idris Eldridge, 1998 p. 350). A comprehensive HR plan will also extend support to other definite strategic objectives and departments within the organization such as the marketing, operational, and information technology functions. Consequently, HR planning is able to add value to the organization through clear a rticulation of some common themes and underlying issues that lie behind the accomplishment of the organization’s objectives, plans and strategies.Advertising We will write a custom essay sample on HR Planning in Dynamic Economic Environment specifically for you for only $16.05 $11/page Learn More As already mentioned, organizations are increasingly finding themselves operating in an environment that is becoming fast-paced and competitive by the day. In other words, they are operating in a dynamic economic environment, where the pace and extent of change has drastically increased. In brief, a dynamic economic environment comprises of changing economic scenarios in which the organization must navigate safely to remain relevant in today’s business environment (McKenna Breech, 2008 p. 169). Unlike in traditional cases where organizational changes were premeditated and occurred at a calculated pace, today’s organizations must learn to q uickly adapt to new circumstances and overcome possibly irregular obstacles in a dynamic economic environment. In today’s dynamic economic environment, changes in business strategies are much more frequent and capricious, and are often determined by events and global happenings rather than made on a premeditated timeline. As such, HR planning can add value to the organization by making sure that the organization takes account of and comprehensively plan for situations and changes that are bound to occur in the wider environment (Vito, 2008 p. 84). These changes, which are expected to have a far-reaching impact on the organization, may include influences in the general employment market, changes in employee relations, changes in the legal structures surrounding employment, and new flexible work practices, among others. Traditional versus Contemporary Approaches to HR Planning Having discussed HR Planning and the changing economic environment, it is imperative to look at the tr aditional and contemporary approaches towards the process of HR planning. In this day and age, there still remain organizations which are favoured by traditional approaches towards HR planning.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A traditional approach to HR planning can be defined as â€Å"the use of systematic techniques to forecast supply and demand three to five years ahead† (Taylor, 2005 p.105). Organizations that use this approach share some similar characteristics. First, these organizations must be large enough to actively be able to devote key resources to the enterprise. Second, they must be operating in realistically steady product and labour markets. In other words, these organizations functions well if changes in the external environment happen at a more measured pace (Idris Eldridge, 1998 p. 347). Third, organizations practicing a traditional approach to HR planning are likely to have key members of staff who require lengthy, comprehensive and expensive training. Lastly, such organizations are likely to be competing in sectors in which decisions regarding investments in key equipments and human resources are made some several years ahead. Taylor (2005) is of the opinion that many organi zations in the United Kingdom, namely health and educational institutions, social services, oil corporations, local and central governments, utility companies, major banks, and others, share most of the above distinguishing characteristics. This therefore means that they are engaged in traditional approach to HR planning. In such organizations, change in the economic environment is comparatively predictable over the short-term even if such change occurs quickly. The shutting of departments, strategic expansion into new frontiers, and other organizational changes do not in any way take place overnight. Characteristically, there will be at least several months’ caution of probable organizational changes, allowing time for reputable HR forecasts to be adapted. This forms the general mechanics of the traditional approach to HR planning. Inarguably, it can be said that the non-existence of an active HR planning function in many of these organizations translates to the fact that th ey are unable to maximally exploit their long-term efficiency and effectiveness (Taylor, 2005 p. 105). On the other hand, a contemporary approach towards HR planning institutes a firm link between the broad spectrum of environmental and organizational aspects on the one hand, and particular human resource programmes on the other (Pattanayak, 2005 p. 34). This approach is mostly used by small and large organizations operating in a fast-paced dynamic environment. The HR planning approach is also used by organizations that are â€Å"†¦unable to know from one quarter to the next what turnover is likely to be achieved† (Taylor, 2005 p. 106). For these organizations, the institution of official, methodical planning function to make well informed predictions on the basis of preceding organizational patterns and managerial judgment does not in any way make a cost-effective proposition. In contemporary approach to HR planning, the market, existing resources, and organizational ar rangements are simply too volatile to allow significant forecasts to be made and organizational plans to be instituted relating to staffing requirements a year or more ahead (Taylor, 2005 p. 106). What is required in this approach is an alteration of the standards essential to HR planning, coupled with the advancement of newer approaches and techniques. The contemporary approach operates under the premise that organizations have to adapt to the dynamic economic environment much faster and with enhanced risk since they are operating in a deficient internal and external environment (Briggs, 2001 para. 4). The contemporary approach to HR planning acknowledges that organizations must move towards a knowledge economy, globalization, information administration, and employment of individuals for their creativity and knowledge. The contemporary approach to HR planning features a strong link between employee goals, plans and aspirations on the one hand, and organizational goals and objective s on the other (Pattanayak, 2005, p. 35). Historically, HR programmes have always been developed to satisfy the needs of the organization. However, in the years ahead, HR approaches must strike a balance between organizational requirements and the requirements of workers and society at large. Unlike the traditional approach, the contemporary approach to HR planning takes into account employee careers, personal interests, professional development roadmaps, and relocation preferences. The approach revolves around the premise that what is measured to be good for the employee should inarguably prove to be good for the organization as well. Advantages and Disadvantages of HR Planning Organizations stand to gain from the many benefits related to successful HR planning. One of the advantages is the discovery of sources of manpower which have the capacity to provide adequate number of workers having the suitable levels of knowledge, expertise and work ethos (Pattanayak, 2005, p. 34). In oth er words, HR planning has the capacity to generate the requisite human resource. Inarguably, this is one of the hallmarks of contemporary approach to HR planning. While it is imperative to guarantee a match in the number of employees employed, it is also significant to attain the right mix of expertise among the workforce. Indeed, HR planning remains fundamentally significant in turbulent economic periods, if only to make sure that organizations have employees of the desired quality and quantity, accessible at the right time (Marchington Wilkinson, 2005 p. 158). In this respective, HR planning also offers the advantage of developing â€Å"†¦a system for providing a suitable worker-job-fit† (Pattanayak, 2005 p. 34). This enhances the business strategy and competitive advantage of organizations practicing HR Planning. The Second advantage borders on the fact that HR planning offers the capacity of incorporating significant elements of human resource planning and developme nt into the general corporate planning of the organization (Pattanayak, 2005 p. 34). In other words, it encourages employers to develop detailed and explicit correlations between the nature of their businesses and HR strategies and plans in the hope of incorporating the two more efficiently. For instance, HR planning in the realm of a contemporary approach will see an organization open up to the career and personal development needs of its employees, not mentioning the fact that it will offer more supple work schedules and accountable practices for hiring. In this perspective, HR planning is inarguably viewed as a foremost facilitator of the organization’s business strategy and competitive advantage. Third, HR planning provides a personal profile of current members of staff in terms of age, position, gender, racial orientation and disability status (Marchington Wilkinson, 2005 p. 159). This is fundamentally important for contemporary organizations claiming to practice equal opportunity. Forth, HR planning enables an organization to set up its strategic direction and plan for its total workforce (Badaway, 2007 p. 59). Fifth, effective HR planning necessitates better control of staffing needs and the number of employed workers. In the modern changing economic environment, it is always imperative for employers to make accurate estimations about projected staffing requirements, â€Å"irrespective of whether a growth or decline in numbers is predicted, because this makes it easier for employers to match supply and demand† (Marchington Wilkinson, 2005 p. 159). Also, contemporary HR planning enables employers to control the ever rising labour outlays and safeguard tighter profit margins roped in by the organization. These are important functions that are strongly linked to the organization’s business strategy. In today’s dynamic economic environment, organizations must vehemently be able to chart their own future or risk failure HR plann ing, like any other management strategy, has its own disadvantages. Some organizations who may want to appear flexible view HR planning as a bureaucratic and rigid way of managing people and organizational resources (Marchington Wilkinson, 2005 p. 158). For them, it does not make much business sense to make plans in an uncertain and turbulent economic environment as they will always be unprecedented influences of external outcomes. A case in point is the recent economic meltdown witnessed in nearly all economies in the world. Other critics of HR planning argue that it is time-consuming, expensive and complex. The strategies espoused in HR planning can also turn complicated. Contemporary Approach to HR Planning and Dynamic Changing Environment The contemporary approach to HR planning views the market and other organizational arrangements as being too volatile and uncertain to allow for significant forecasts relating to staffing needs to be made a year or more ahead (Taylor, 2005 p. 106). Not too long ago, organizations were actively able to forecast and plan about the future with greater certainty than it is the case today as local and international economies were normally more stable and predictable (Burack, 1993 p. 1). HR planning was easier since the environment was more certain. But today, the forces of change in the dynamic environment are sweeping across all sectors of organizational life. As such, it is becoming increasingly impossible to apply the traditional approach to HR planning, especially in organizations operating in tight labour markets, where they are obligated to commit significant material and human resources to compete effectively in the dynamic economic environment (Taylor, 2005 p. 106). Consequently, the contemporary approach to HR planning seems much more applicable in today’s ever-changing business environment. Presently, hardly a day passes by without receiving information about some major new business developments in the name o f expansions, downsizing, mergers, acquisitions, takeovers, and business reorganizations (Taylor, 2005 p. 106). In traditional approach to HR planning, such business developments would destroy the lives and employment relationships of the concerned employees, not mentioning the fact that some developments such as downsizing, acquisitions and takeover bids would negatively influence the efficiency of employees due to lack of prior preparation (Burack, 1993 p. 1). It should be noted that in traditional approach to HR planning, systematic procedures are used to anticipate supply and demand of material and human resources some three to five years ahead. Therefore, in the modern-day world where the forces of supply and demand changes at an international level without provocation, contemporary approach to HR planning seems the only valid strategy (McKenna Breech, 2008 p. 157). In today’s business environment, organizations must have the capacity to respond to considerable environm ental developments that keep propping up due to the dynamic nature of the environment. For instance, organizations are increasingly being faced with the prospects of new business opportunities or some aspects of negative publicity (Taylor, 2005, p. 106). As such, the traditional multi-layered top-down approach toward HR planning is inadequately capable of handling such challenges, which may inarguably expose the organization and employees to a lot of suffering and loss of productivity unless immediate remedial measures are taken. Consequently, a flatter and leaner contemporary approach is more applicable in a dynamic changing environment as it enhances faster and more effective communication, information flow and organizational outcomes (Burack, 1993 p. 2). Lastly, the changing work attitudes and ethos only serves to reinforce the fact that the contemporary approach to HR planning is more applicable in a dynamic changing environment. Not so long ago, employment relations assumed a r easonable day’s work for a reasonable day’s pay package under moderately constant business conditions. Employee loyalty and quality work were compensated through varying levels of job security. Presently, continuous change, insecurity and temporariness have inarguably substituted stability, certainty and permanency (Burack, 1993 p.3). According to Burack, â€Å"†¦continuous performance improvement, acquiring new skills, employee flexibility, cost options and adding value have assumed great importance to companies† (p.3). Certainly, the traditional approach is ill equipped to handle such work ethos due to its static nature. However, the contemporary approach to HR planning in a dynamic changing environment has its own fair share of problems. Experts believe that the contemporary approach inflicts new requirements and stipulations on managerial and employee functions, effectively changing the nature of work life for individuals (Burack, 1993 p. 3). The effect iveness of contemporary approach to HR planning is known to exclusively depend on how the existing human resources are utilized and how future requirements are met (Pattanayak, 2005 p. 34). Organizations that fail to balance these fundamental functions have found themselves on the receiving end as far as contemporary approach to HR planning is concerned. The approach is somewhat complex to fathom, and requires a great deal of exercise to perfect. Overall, the contemporary approach to HR planning is definitely more applicable in a dynamic changing environment. Relevance of HR Planning to Contemporary Organization The relevance of HR planning to modern organizations can never be underestimated. The HR planning function â€Å"involves forecasting the organization’s future human resource needs and planning for how those needs will be met† (Jackson Schuler, 1990 p. 223). It is therefore very relevant to contemporary organizations as it engages employers in forecasting the future requirements for manpower resources, thereby enhancing the business strategy and competitive advantage of the respective organizations. Indeed, the HR planning component of organizations is actively engaged in developing and implementing programmes and strategies that necessitate the organization to accomplish its human resource objectives. This is a fundamental role to contemporary organizations in their attempts to retain their competitive advantage and further their business strategy. The modern business environment is overflowing with environmental instabilities, technological shifts, variations in demographic characteristics, and global competition. To survive in such a tumultuous environment, there is need for contemporary business organizations to adapt newer strategies to HR planning (Jackson Schuler, 1990 p. 223). In this regard, it is safe to argue that HR planning is relevant to contemporary organizations as it acts as a facilitator in the process of negotiating a n external business environment that is characteristically dynamic and ever-changing. Presently, major transformations in the business environments are forcing employers to incorporate business planning with HR planning in the hope of remaining on the safe side through the adoption of short-term and long-term business strategies and objectives (Jackson Schuler, 1990 p. 223). This function is better handled by HR planning, especially the contemporary approach. Therefore, it can be argued that for organizations to remain relevant in today’s ever-changing business, political and socio-economic atmosphere, they must be aligned to either one of the approaches to HR planning. In contemporary times where uncertainty and unpredictability is the rule rather than the exemption, it makes more business sense to align organizations to contemporary approach to HR planning. A business entity that fails to lay concrete plans and strategies for the future have minimal opportunities to surviv e the stiff competition (Caruth Hondlogten, 1997 p. 121). In this perspective, the concept of HR planning is extremely relevant to the modern organization as it characterizes a major competitive advantage for the organization. Lastly, the determination of the organization’s long-term human resource requirements understandably stem from its strategic business plan. The strategic business plan is the document that outlines the direction in which the organization purposes to move, both in short-term and long-term. Through premeditated business planning and HR planning, â€Å"the institution clarifies its mission and purpose, sets its goals and objectives, and develops courses of action that it hopes will lead to goal accomplishment and mission fulfilment† (Caruth Hondlogten, 1997 p. 121). In this respective, HR planning is indeed very relevant in today’s ever-changing economic environment as it serves to assist the contemporary organization accomplish its goals a nd mission. From the discussion above, it can be safely concluded that HR planning is indeed very relevant to contemporary organizations. The HR planning component has undoubtedly assisted organizations to match the size and expertise of their manpower resources to the needs and requirements of the organizations (Rothwell Kazanas, 2003 p. 34). In addition, the component continues to assist contemporary organizations to recruit, train, retain, and maximize the deployment of manpower resources needed to fulfil organizational objectives, in addition to responding to dynamic changes in the external environment. HR planning facilitates contemporary organizations to undertake a skills evaluation of the existing employees. The HR function also assists organizations to undertake manpower forecasting, in addition to taking proactive remedies to ensure supply meets demand (Noe et al, 2004 p. 110). The relevancy of HR planning also stems from the fact that it has the capacity to link the busi ness strategy of contemporary organizations with their operational strategy. It decreases the risk of losing There are many examples of contemporary organizations utilizing HR planning to further their business strategy and maintain competitive advantage. For instance, many government-run banking institutions1 practice HR planning. The health2 and education sectors in many countries continue to employ HR planning to cater for the needs of their respective manpower resources (Yambesi, 2009 p. 2). Some individual organizations that have greatly succeeded through the use of HR planning include Nepal Telecom, Marriot Corporation, Sony, and Camden Corporation (Ulrich, 1992). Future Directions for HR Planning The cross-cutting concept of HR planning seems to be gaining steam by the day as organizations attempts to outdo each other in the dynamic and ever-changing business environment of the 21st Century. As already mentioned elsewhere in this paper, organizations that lack an effective HR planning strategy may never gain the capacity to penetrate the uncompromising business environment of contemporary times (Rothwell Kazanas, 2003 p. 4). Judging from existing indications such as the effects of globalization, changes in technology and economic downturns, it is indeed plausible to argue that the business environment of the future requires proactive rather than reactive strategies (Isaacs, 1989; Bramham, 2000 p. 67). HR planning is a proactive approach that can be of great significance in assisting organizations adapt to these forces of change. The future belongs to organizations that will run their operations in an efficient and effective manner. The business environment is becoming much more unstable by the day, pushing some organizations towards the periphery of collapse. As such, it is imperative for organizations to lay emphasis on HR planning as the facilitator of effective and efficient operations aimed at fulfilling their business strategy and enhancing compet itive advantage (Isaacs, 1989). In this respective, HR planning must therefore be applied by all organizations wishing to stay afloat in these turbulent times, with a focus on assisting them adapt to the ever-changing economic environment. Undoubtedly, HR planning will continue to be used in the future to determine the business and staffing needs of organizations (Greer, 2000 p. 128). These functions are critical in ensuring organizations retain their competitive clout in an ever-changing business environment. Indeed, the role of HR planning in informing future workforce planning patterns, organizational best practices and strategic business insights have been well cut by today’s deterministic and unstable business environment. It is therefore safe to assume that the role of HR planning in managing employee and organizational needs in today’s unstable world is bound to increase in the future Conclusion From the discussions above, it is vehemently clear that HR planning is very relevant in today’s changing and dynamic economic environment. The practice of HR planning has not only enabled organizations to have the right mix of workers with the right mix of experiences at the opportune time, but it has also served to align organizational requirements to those of individual employees. Business organizations exist to make profits for their shareholders. As such, it is important that they maintain their competitive advantage in the most unstable of economic environments. Undoubtedly, one of the strategies that can be used to assist organizations to enhance their business strategy and competitive advantage is HR planning. The issue of planning is important in every aspect of our human lives. In equal measure, effective planning lays the groundwork for organizational success and excellence. HR planning also entails gathering of information, outlining of objectives and strategies, and making decisions to allow the enterprise accomplish its objectiv es (Badaway, 2007 p. 60). By any standards, this is a noble undertaking that should be emulated by all HR professionals. In today’s changing and dynamic environment, such an avenue must be utilized by right-thinking organizations in their pursuit for performance, efficiency and stability. Although it may seem rather bureaucratic and rigid to plan ahead, the benefits of HR planning in contemporary times far outweigh its real or perceived disadvantages. List of References Badaway, M. K. (2007) Managing Human Resources. Research Technology Management, Vol. 50, issue 4, pp. 56-74. Bramham, J. (2000) Human Resource Planning. University Press. ISBN: 8173712611642 Briggs, S., Keogh, W. (2001) Integrating Human Resources Strategy and Strategic Planning  to achieve Business Excellence. Web. Burack, E.H. (1993) Strategic Downsizing: Human Resource Planning Approaches. Web. Caruth, N., Hondlogten, G.D. (1997) Staffing the Contemporary Organization: A Guide to  Planning, Recruiting and Selecting for Human Resource Professionals. Greenwood Publishing, Inc. ISBN: 0275955230 Fountaine, D. (2005). Human Resources: What’s your Plan? Public Management, Vol. 87, Issue 1, pp. 25-28. Greer, C.R. (2000) Strategic Human Resource Management: A General Managerial Approach, 2nd Ed. Prentice Hall. ISBN: 0130279501 Idris, A.R., Eldridge, D. (1998) Reconceptualising Human Resource Planning in Response to Institutional Change. International Journal of Manpower, Vol. 19, No. 5, pp. 343-357. Isaacs, H. (1989) Human Resource Management in the Caribbean: Planning for the Future.  Journal of Public Personnel Management, Vol. 18, No. 1. Jackson, S.E., Schuler, R.S. (1990). Human Resource Planning: Challenges for Industrial Psychologists. American Psychologist, Vol. 45, No. 2, pp. 223-239. Web. Marchington, M., Wilkinson, A. (2005) Human Resource Management at Work: People  Management and Development. CIPD Publishing. ISBN: 1843980622 McKenna, E., Breech, N. (2008) Hum an Resource Management: A Concise Analysis, 2nd Ed. Prentice Hall. ISBN: 0273694189 Noe, R.A., Hollenbeck, J.R., Gerhart, B., Wright, P.M. (2004) Fundamentals of Human  Resource Management. The McGraw-Hill Companies, Inc. Pattanayak, B. (2005). Human Resource Management, 3rd Ed. PHI Learning Pvt. Ltd. ISBN: 812032711X Rothwell, W.J., Kazanas, H.C. (2003) Planning and Managing Human Resources: Strategic  Planning for Personnel Management, 2nd Ed. Amherst, Massachusetts: HRD Press, Inc. ISBN: 0874257182 Taylor, S. (2005) People Resourcing. CIPD Publishing. ISBN: 1843980770 Thames, B., Webster, D.W. (2009) Chasing Change: Building Organizational Capacity in  Turbulent Environment. Hoboken, New Jersey: John Wiley and Sons. ISBN: 0470381388 Ulrich, D. (1992) Strategic and Human Resource Planning: Linking Customers and Employees.  Human Resource Planning, Vol. 15, No. 2. Vito, K.W. (2008) The Human Resources Audit. Internal Auditor, Vol. 65, Issue 2, pp. 83-85. Yambesi, G.D. (2 009) Human Resource Planning and Development in the Public Service: The  Case of Tanzania. Web. Footnotes 1 Government-run financial institutions such as the Federal Reserve Bank (US) and the Royal Bank of Scotland are forced to upgrade their own members of staff through the provision of the latest skills and professional knowledge to enable them compete favorably with other rising banking institutions (Noe et al, 2004) 2 The health and education sectors in developing countries have nearly collapsed due to lack of HR planning approaches (Source: Yambesi, 2009) This essay on HR Planning in Dynamic Economic Environment was written and submitted by user Haven F. 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.

Freedom of Speech Essay Example

Freedom of Speech Essay Example Freedom of Speech Essay Freedom of Speech Essay Mia Donte Knox En 1103-01 Ms. Kimbrough 29 June 2011 Freedom of Speech or Denial: An Analysis Of â€Å"Protecting Freedom of Expression on the Campus† The First Amendment to the United States Constitution is part of the Bill of Rights. The amendment prohibits the making of any law respecting an establishment of religion, impeding the free exercise of religion, abridging the freedom of speech, infringing on the freedom of the press, interfering with the right to peaceably assemble or prohibiting the petitioning for a governmental redress of grievances. The article, â€Å"Protecting Freedom of Expression on The Campus,† by Derek Bok opens with a life changing scenario and information regarding the freedom of speech for those on the Harvard campus. Bok’s article voices his opinion about the First Amendment and should it make it okay to act upon racist acts, such as those that occurred on Harvard’s campus. As Bok stated in his essay, â€Å"two students hung Confederate flags in public view, upsetting students who equate the Confederacy with slavery. A third student tried to protest the flags by displaying a swastika† (Bok 172). This incident brought about many discussions and disagreements among many people on and off the campus. Bok writes a very sufficient and informative article by using pathos, ethos, and logos frequently. Bok’s article is strongly opinionated, even though it lacks concrete facts. He states many passionate points, making the reader more open to things he says in his work and to help understand how he personally feels about the essay. The way he states his opinion gives the reader room to feel the way he or she would like, but never forgetting his own voice. He uses pathos to appeal to the emotion of his readers. : By using words such as regret and stating that he completely shares the view of those who feel as if, â€Å"hanging a Confederate flag in public view or displaying a swastika in response is insensitive and unwise because any satisfaction it gives to the students who display these symbols is far outweighed by the discomfort is causes many others† (Bok 172). He portrays to the reader that he cares and does not approve of such heinous acts and allows the reader to feel him through these words. â€Å"Protecting Freedom of Expression on The Campus† shows that Bok possess ethos by showing he knows the law of the land and the guidelines of the school. Bok states in his essay â€Å" under the Supreme Court’s ruling, as I read them, the display of swastikas or Confederate flags clearly falls within the protection of the free-speech clause of the First Amendment and cannot be forbidden simply because it offends the feelings of many members of the community. This one statement gave him a certain right to speak. Bok’s essay is written with lots of logos in the way he states the things he knows and how he feels. Facts and opinions are a vital part of this article, seeing that it was written to appeal and inform. His various statements such as â€Å"although it is unclear to what extent the First Amendment is enforceable against private institutions, I have difficulty understanding why a university such as Harvard should have less free speech than the surrounding society or that of a public university† (Bok 173), â€Å"the fact that speech is protected by the First Amendment does not necessarily mean that it is right, proper, or civil† (Bok 172) Bok uses his opinions backed by a few facts from his own knowledge to help persuade the reader to agree with his viewpoints brought forth. Protecting Freedom of Expression on The Campus† by Derek Bok is written based upon his own beliefs, facts, and some research. Bok’s article, however, lacks credibility due to the fact of his limited facts to back his own opinions. Although his essay fails to prove ethos without any substantial documentation, he comes close to making up for it with his passionate appeal to readers and his relevant, but not concrete data. His main source is his own opinion and beliefs from what he has seen, heard, or experienced himself. So even though Bok article is a very good one, his lack of sources makes his statements questionable. Work Cited Bok, Derek. â€Å"Protecting Freedom of Expression on The Campus. † Forming a Critical Perspective. Eds. Ann Spurlock, et al. Boston: Pearson Learning Solutions, 2010. 267-270. Print.

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Current Practice in Project Management an empirical study written by Diana White and Joyce Fortune - Essay Example This essay presents that out of the 995 questionnaires sent to the respondents who belonged from 620 organizations from both public and private sector, only 236 returned for further processing. The data analysis revealed that out of the 16 project types, information technology projects dominated the scene with 25 percent followed by business or organizational change projects with 14 percent. Almost 37 percent of the projects were being carried out for a client organization and the rest were for the host organization. Finance, insurance, and banking sector represented the most number of projects, however, when it came to client organizations transportation, and communication organizations were at the top of the list. The survey appeared to be highly skewed towards large organizations because 66 percent of the respondents identified themselves working for organizations with more than 1000 employees. Most of these projects were huge because a considerable percentage of these projects ha d hundreds of people directly involved. Only 47 percent of the respondents had the title of â€Å"project manager†, however, almost 63 percent did confess regarding managing the project. 43 percent and 33 percent of the respondents stated that they were the main decision makers and they were involved in the decision making process. There was great deal of diversity when it came to project duration because there were projects that lasted only less than 6 months and there were projects, which were stretched out over a period of more than 61 months. (White & Fortune, pp. 2, 2002). Almost 65 percent of these projects were of the duration of 6-24 months. Over 85 percent of the respondents that it was fair for them to classify their projects as successful with six or seven ratings at a scale of 1 to 7 with seven bring highly successful. Budgets, schedule and client requirements were top three criteria for measuring the success of projects. The research also attempted to explore the side effects, whether desirable or undesirable which emerged during or due to the project. Increased business/sales opportunities and greater knowledge of the business were the top two desirable side effects.

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Inclusion and Mainstreaming of Children with ADHD - Essay Example The paper begins with an over-all discussion of ADHD and includes a review of the latest literature on the topic with an assessment of past empirical findings on the research topic under investigation. Part 1 provides a background, relevance, literature review, and the aims and objectives of the dissertation. Part 2 identifies the factors associated with how the researcher intends to approach this study, explaining methods of data collection and data analysis to be adopted. Attention Deficit and Hyperactivity Disorder (ADHD) is a condition characterized by hyperactivity, impulsiveness, and inattention that becomes apparent in some children in the pre-school and early school years. The general symptom is the inability to control behaviour and/or to pay attention. Research findings (Greenberg & Horn, 1991) estimated that in some countries like the United States, 3 to 5 percent of children have this condition, which means that in a normal classroom of 25 to 30 children, there would be at least one with ADHD. Although first described by Hoffman in 1845, Still (1902) was the first to describe the condition in a scientific paper and hypothesised the cause to be a genetic dysfunction and not poor child-rearing. Garber, Garber, & Spizman (1990) were the first to use the term ADHD for the condition. Hunsucker (1988) was the first to argue that if persons with ADHD were treated early, there would be a reduction in the juvenile and adult crime rates, school drop-out rates, and alcohol and drug abuse. ADHD is a treatable condition the sooner it is diagnosed and if children with ADHD are provided with special education. This is why there has been an increase through the years in the scientific literature on the topic, more specifically on the issue of mainstreaming and inclusion of children undergoing special education. Mainstreaming is the original term that describes placing children with disabilities in classrooms with non-handicapped children. In the early stages, special education children were placed in special classes and would join regular classroom settings during extra classes such as music and art. This term has evolved into "inclusion" which tries to place special education and disabled children in regular education classes as often as possible (York et al., 1992; Adamson et al., 1990; Cook & Friend, 1992; Conn, 1992; CEC, 1993; Friend & Cook, 1992; Giangreco et al., 1993). These papers argued for the main reasons behind the interest on this issue that have to do with the fact that the classroom and school environments provide an effective factor for early diagnosis, the

A Midsummer Night's Dream Essay Example | Topics and Well Written Essays - 1000 words

A Midsummer Night's Dream - Essay Example People use A Midsummer Night’s Dream to introduce kids to the Bard because the whole world considers the fairies within the play as harmless and charming. As examples, Titania and Hippolyta are female victims suffering from the chauvinism of the husbands while Thisbe is a female victim courtesy of her autocratic father. Today, the world operates on scientific truths based on empirical tests as such, the strength of supernatural power continues to wane in terms of intimidating and frightening to the degree that children impersonate as witches, ghosts, as well as hobgoblins and demand rewards when they want to perform playful tricks. The play manifests the power of creativity in people. Actions by modern children are a mockery to the dark powers and manifest the declining strength of superstition that prevailed in the old days (Holland, 1994). The superstition dominant in Shakespeare’s era fills most of the dynamic actions in the play. The play is funny, light-hearted, full of enchantments, filled with entertaining fairy high jinks, and moonlight anecdote. True, fairies cavort, sing and dance in the entire play as well as cast magic spells on teenage lovers making them in many ways roam around without any specific aim and in the process take in absurd antics. The young lovers make the audience laugh by behaving unreasonably. On the contrary, a great contrast remains ironic between the matter and manner as well as between content and style. A further difference exists between words said by people and the way they behave (Reagan, 2008). Oberon, the King of the Fairies together with his follower Puck instigate the exciting problems of the young lovers, that of the Fairy Queen Titania, and her offensive swain Bottom. The King of Fairies and the minion Puck bring about this through motives of retribution and sloppy error besides the heartless pleasure they derive (III, ii, 363).A series of unintended misfortunes begin when Puck casts a spell on Lysander

The advance of feminism into the workplace

The advance of feminism into the workplace From the beginning of the first wave of feminism following through to the third wave of feminism women in the workforce has changed substantially overtime. From the beginning roles of women staying at home being housewives and there high expectations from men, to the current times of the working mom. With help from legislation a woman entering the workforce has increased. As women entering the workforce started to evolve so did the laws. It started with women gaining the right to vote which increased the education and job opportunity. As times pass the Equal Pay Act was passed that improved economic status of women. There were some barriers such as the glass ceiling act that effected the advancement of women. The most recent law that has affected the working women is the Lilly Ledbetter fair play act. I choose this topic because I think women have came a long way and have gained a lot more independence to go out and work a job with the barriers that were faced. Beginning in the first wave of feminism and moving forward times have changed. Women went from being house wives to entering the work force. After the 19th amendment was passed giving the women the right to vote, may have been the opening door to end discrimination. Male politicians were enthusiastic about womens right to vote and allowing them to hold public office and service or juries. Following the pass of the amendment there was still many struggles to come to gain equality. The ideal role of women was to get married, have children and stay at home to keep things in order for the family. In another words they were considered a house wife. Betty Friedan who is considered the god mother of equality feminism stated that the statement of being a house wife can create a sense of emptiness, non existence, and nothing less in women (Iannone). She felt that the aspect of a housewife role was what made it impossible for women of adult intelligence to retain a sense of human identity and the firm care of herself (Iannone). While the women stayed home the men were responsible for running the country, being head of corporations and being the main provider to the household. There was fear that working women would compete for the mens job. Women who did work had low paying occupations. Even the females who held the same occupations as men were paid less for doing the same job. Beginning the 19th century there was and increase in the required educational preparation focusing on the study of medicine. In 1890, women constituted about 5 percent of the total doctors in the US. Not only were more women involved in the study of medicine they also focused on the teaching profession. During the first wave, and focusing on the 1920s is when things started to happen with women rights. During the 1920s, 1 in 4 women over the ago of 16 were part of the work force. The number of working women increased by 50.1 percent. As working women continued out in the workforce, they gained little opportunity to advance. They showed there success by demonstrating they were capable of economic independence. (Womens History in America) As the times progress and we move through the years into the second wave of feminism women entering the work force seems to increase. Since 1960 more women with children have been forced to work . For women with children under the age of 6, 12 percent worked in 1950, 45 percent in 1980 and by 1987 the amount increase to 57 percent. Over half of the mothers with children under the age of three were in the work force by 1987. During this time from 1950-1980 it was envisioned that women will educate themselves, pick a career path, and eliminate there dependencies on men. Women constituted more than 45 percent of employment in the US by 1989,and only a small share of those decisions making jobs. The numbers for women working as managers, officials, and other administrative has increase in 1989 they were out numbered by 1.5 to 1 by men. Women in 1970 were paid about 45 percent less than men for the same job. In 1988 the percentage for pay decreased to 33 percent less. Professional women d id not get the important assignments and promotions given to the male (Womens History in America). Women who are not able to pursue a career or who do not earn enough money to have and adequate standard of living are dependent on the government agencies or their husbands for support. In the glass ceiling during the period from 1985- 1986, one out of every four women earned less than 10,000 per year these earnings are less than adequate wages for single mothers. On average women have a lower income even with a degree or certificate than men who have comparable years of work experience without a high school diploma (as sighted in Rhoodie, 1989). The equal pay act of 1963 is the United States federal law amending the fair labor standards act. This law was aimed to eliminate wage level based on sex. It was signed into law on June 10, 1963 by John F. Kennedy. The law provided that no employers having employees subject to any provision of this section shall discriminate within any establishment where employees are employed, between employees on the basis of sex and paying wages to employees at a rate less than the rate that employees are paid of the opposite sex for equal work on the job (Wikipedia). By passing the equal pay act the congressional intent was the first step towards and adjustment of balance in pay for women. The Equal Pay Act should be a starting point for establishing pay for women. The impact that this law provided according to the bureau of labor statistics, womens salaries have increased from 62 percent of mens earning in 1970 to 80 percent in 2004 (Wikipedia). In 1991 the United States Department of labor used a term called the glass ceiling. The glass ceiling refers to a situation where the advancement of a qualified person within the organization is stopped at a lower level because of some form of discrimination, most commonly sexism or racism. This situation refers to the ceiling as there is a limitation blocking upward advancement and glass as transparent because the limitation is not immediately apparent and is normally an written and unofficial policy. This ceiling tends to affect working women the most. This barrier makes many women feel as they are not worthy enough to have high ranking positions, or that their bosses do not take them seriously or believe that they could be candidates for growth potential within the work place (Wikipedia). As we move forward into the more current times, the amount of women in the work place have increased. Today over 46 percent of the work force is women, over 37 percent of business managerial positions and held by women. The economy cant run with 46 percent of its workforce staying at home. All companies large and small recognize the value that women bring to their companies, and some have proven to run more successfully with working women (Pile). In addition, the average household needs two wages to meet todays financial needs. Women are following right behind the men with there salaries (U.S. Department of labor). In 2004 women earned 80 percent of there males salaries compared to the 63 percent in 1963 (U.S. Department of labor). The economy can not run with 45 percent of its work force staying at home (U.S. Department of labor). All companies, big and small, recognize the value that women bring to their companies, and some have proven to run more successfully (Pile). The existence of anti discrimination laws and the high cost of litigation have paved the way for many women to be promoted, and it is rare to find large established companies without written policies that help promote women to managerial positions. But even with the help of plan and anti- discrimination laws, women still run into a glass ceiling. One example is Deloitte and Touche, an accounting firm with a strategic plan to promote women. The firm found out that, although they had been hiring a workforce composed of 33 percent to 50 percent of women out of college annually, they retained a much lesser percentage a decade later. They found that only 14 percent of their partners were women. In the end they found out that women were not leaving because they were not happy with their jobs, they were leaving because the male managers had been favoring the male subordinates, and this frustrated women who were competing for these top assignments (Sommers). On January 29, 2009, Barack Obama signed into law the Lilly Ledbetter Fair Pay Act. This law is intended for fair pay of individual workers regardless of their gender, age, race, ethnicity, religion or disability. This bill is for the women across the country that still are earning 78 cents to every dollar men earn, and women of a different race even less. This means today that women are still losing thousands of dollars in salary, income and retirement savings over the course of a lifetime. This bill was a simple step to fundamental fairness to American workers. (Obama Signs Lilly Ledbetter Act) Women starting it the first wave had a very rough life starting out. They were confined to the house to raise the children and take care of the men. Women were not allowed to go out and make their own livings. They were to be there for the men and the family. Things starting out like this made it hard for women to enter the work force. Education levels of women were lower than men so therefore there pay was lower and that was something that escalated over time. Fair pay is still something that women face today. With the legislative rights such as the right to vote, equal pay act, and the fair pay act things have came a long way. Women are entering the work force now and making a living.

Albert Camus The Stranger and Samuel Becketts Waiting for Godot :: comparison compare contrast essays

Albert Camus' The Stranger and Samuel Beckett's Waiting for Godot      Ã‚  Ã‚  Ã‚  Ã‚   Many differences and similarities are found between Albert Camus' novel, The Stranger, and Samuel Beckett's play, Waiting for Godot. The characters in each story is very different from their society and at the same time, thy are very similar to each other.   To understand in what ways they are similar, there must be and understanding of how they are different from the society in which they live in.      Ã‚  Ã‚  Ã‚  Ã‚   First of all, the major difference from the novel and the play is their desire for God's salvation.   Recall when Meursault was in jail, he did not want the magistrate to pray for God to save his soul unlike Vladimir and Estagon, who waits many years for their god.   They both live their life for one reason:   to wait for Godot.   However, to wait for someone who is not going to come is just as pointless as not doing anything at all, just like Meursault who lives his life at the spur of the moment. Neither of them makes important goals in their lives.   Meursault can care less about his promotion and Vladimir and Estragon could have done something worth while with the last fifty years of their lives.   Because of this, they found ways of passing time.   Vladimir and Estragon tries hanging themselves and call each other names while Meursault goes smoking, drinking with Raymond, listen to Salamando and have casual sex all because they do not have anything else to do.   They all feel their very existence is insignificant.   Whether they live or died would not change anything.   One life is as good as another.   Ã‚  Ã‚  Ã‚  Ã‚   Vladimir and Estragon's expression of their emotions contrast to Meursault's lack of emotions.   After Vladimir and Estragon fight,   they resolve their disputes by embracing each other.   Meursault's honesty prevents him from showing any emotions that he does not have.   These ways of expressing their emotions reveals their views of life.   Meursault knows who he is in life but is just indifferent to it.   He did not care if everybody thought he was strange or his associates is a pimp.   However, Vladimir and Estragon does not know who they are in life.  Ã‚   To wait for someone who is not coming is pointless.

“Patriotism by Yukio Mishima Essay

Many people consider suicide a moral wrong or cowardly in that it is taking the easy way out of a tough situation. And, by our modern standards, that is typically the case. But, in the case of the story, â€Å"Patriotism,† written by Yukio Mishima, the suicide Lieutenant Shinji and his wife Reiko committed was the noble and honorable thing. The couple died together in order to preserve their honor and loyalty, which were key in setting of this story. To truly judge the characters for their heroism, the setting of the story must be understood. â€Å"Patriotism† is set in Japan in 1936, which was the pre-World War II era. Patriotism and loyalty were at an all-time high, which created an atmosphere of duty and determination to serve. With that mindset, both characters were justified to sacrifice themselves for what they believed was the greater good. The story centers around the ideas of loyalty and the sacrifice required for that loyalty. Heroism is about sacrificing the self for the greater good. Sometimes that sacrifice is part of a natural sequence of events, and sometimes it is a radical swerve from the path a person is on. Regardless, heroism requires a change to benefit others, often having the potential to harm the hero. A hero must decide that others are to be placed before themselves; they acknowledge that their very being is meant to aid the millions around them. In addition, heroes have a cause to fight for. The cause can be world impacting, or as simple as affecting one person. Whatever the cause is, a hero must dedicate themselves fully to what they believe. Heroes are in pursuit of perfection, but acknowledge their shortcomings as an obstacle to work around in order to help others. Heroes willingly accept their duty and don’t resent the sacrifices their decisions often require. Heroes are humble in their actions and don’t expect anything in return for their attempts to improve the lives of others. As Brodi Ashton, author of Everneath, puts it, â€Å"Heroes are made by the paths they choose, not the powers they are graced with.† Reiko follows that path of heroism, which for her, ends with the greatest sacrifice a man can give- their life. In â€Å"Patriotism,† Reiko and Shinji sacrifice their lives to preserve their honor for their beliefs, but again, Reiko makes the larger sacrifice. Reiko belongs to two causes; she dedicates her life to her country, but more importantly, to her husband. She has no direct ties to the government, and could’ve gone on without her husband. Reiko had the potential to create a new life for herself, but choses to give up her life for a man she is in love with. â€Å"Ever since her marriage her husband’s existence had been her own existence and every breath of his had been a breath drawn by herself. But now, while her husband’s existence in pain was a vivid reality, Reiko could find in this grief of hers no certain proof at all of her own existence† (19). Reiko had so fully dedicated herself to her husband that his pain became her pain and his death certainly had to become her death. Reiko is also a willing participant in the sacrifice her husband finds truly necessary. Not only that, she is willing to sacrifice herself even before understanding the whole situation. â€Å"In the lieutenant’s face, as he hurried silently into the snowy morning, Reiko had read the determination to die. If her husband did not return her own decision was made: she too would die† (3). Both Reiko and Shinji sacrifice their lives for the greater good, Reiko makes the bigger sacrifice by dying for both her country’s honor and her loyalty to her true love, Shiniji. â€Å"Reiko firmly believed that everything her husband was feeling or thinking now, his anguish and distress, was leading her- just as surely as the power in his flesh- to a welcome death. She felt as if her body could melt away with ease and be transformed to the merest fraction of her husband’s thought† (4). Even in her final hours, Reiko humbles herself to a position below her husband and is content with the sudden change in her fate. Reiko doesn’t boast of her confidence or willingness to die for her lover, but humbly follows her husband’s pursuit of duty through death. Whereas most people in the same situation would fearfully and stressfully await their death, Reiko approaches it as the next step in her life. â€Å"Reiko did not linger. When she though how the pain which had previously opened such a gulf between herself and her dying husband was now to become a part of her own experience, she saw before her only the joy of herself entering a realm her husband had already made his own† (22). Reiko is content, even joyful, with her current situation. She doesn’t resent her husband for asking her to die along with him, but sees it as the next step in her life and has embraced the path. Reiko sacrificed what could have potentially been a fulfilling life for the man of her dreams- a man that she loved so deeply that she was willing to die along with him to maintain a sense of dignity toward her country and her husband. Not only did she agree to die along with him, she accepted the fact that she would watch him die first, as a witness, and then followed through on her agreement to die herself. Despite the pain that event caused, Reiko was willing to witness her husband’s death, simply because he asked her to. She understood her duty as a lieutenants wife in a time of war and accepted Shinji’s interpretation of loyalty. In Reiko’s mind, death wasn’t thrust upon her; it was a peaceful necessity. Reiko accepted the fate her husband asked upon her simply because of her love for her country, and even more than that, the love for her husband. That sense of loyalty, particularly loyalty without complaint, comes from a true hero who died for her passions.

Terrorism, poverty and financial instability

Terrorism, poverty and financial instability International Relations Terrorism and International Crime Terrorism is the use of violence to instil fear in people. Terrorist activities, which are common around the world, can be eliminated through co-operation of the world powers. While some countries seek to apprehend those who perpetrate terrorist activities, other countries harbour and protect them. This conflict is not effective in the quest to ensure world security (Chadwick 25).Advertising We will write a custom critical writing sample on Terrorism, poverty and financial instability specifically for you for only $16.05 $11/page Learn More Terrorism is not a new phenomenon as it has been present throughout the history of humankind. However, different forms of terrorism are defined by the cause behind the act. Terrorist activities are perpetrated to compel the affected parties to comply with the demands of the terrorists. Since the terrorists do not have enough resources to confront their enemies, the y use a method of ambush and secrecy. In most cases, if the terrorist’s demands are ignored, the confrontation ends in a conflict. However, in other cases, the terrorists achieve their aim if their sole intention is to instil fear (Laqueur 16). Global Poverty and Development Poverty is a global problem with complex and intertwined adverse effects. In some situations, poverty has existed throughout the history of the concerned society. There is a great risk of conflict if the situation persists. Competition for resources in an unfavourable environment eventually results in armed conflicts. Some of the conflicts in the developing countries caused by the instability and poverty in the third world countries. Thus, persistent poverty is a risk of political and social instability. Poverty is also a crisis since it presents a difficult situation (Townsend 54). Co-operation among countries of the world creates a large free market for commodities. This facilitates distribution of weal th, and reduces the gap between the rich and the poor. The efforts to eradicate poverty should include formation of a specialised body to identify the poverty-stricken areas, and find an appropriate solution. Combination of efforts by international bodies in an effort to eradicate poverty, gives them a greater power to deal with the situation. However, the great power and influence brought by the cooperation between agencies poses a political risk (Collier 32). This unified force can control the political course of a needy region. Since the political situation of a country affects generation of wealth, the power of the agencies may widen the gap between the rich and poor people.Advertising Looking for critical writing on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More Global Financial Instability Global financial crises started in 2007 and continued for four years with mild responses from individual governme nts. When the financial recession died down in the year twenty twelve, the world’s economic activities are returning to normal after stabilisation of the capital markets. However, the current stability is at a risk of disruption by another financial crisis due to the lack of long-term solution to the crisis (Lomborg 37). Measures taken during the crisis were immediate counteractive measures to restore financial stability. The world powers, which make up the G20, and lending organisations like the international monetary fund, cannot develop a solution to influence the world economy positively. This is because these institutions are committed to their own security and financial stability. The only solution to this problem lies with individual powers such as the United States, which can influence the world economy easily. Their sound economic planning will reduce the chances of another global financial crisis. The continued investments of the governments in the private market ar e increasing insecurity of the global financial market (Acharya et al 25). Consequently, the government cannot regulate the capital markets when it has heavily invested in such schemes as the hedge funds. Acharya, Viral V., and Matthew Richardson. Restoring financial stability: how to repair a failed system. Hoboken, N.J.: John Wiley Sons, 2009. Print. Chadwick, Elizabeth. Self-determination, terrorism, and the international humanitarian law of armed conflict. The Hague: M. Nijhoff, 1996. Print. Collier, Paul. The bottom billion: why the poorest countries are failing and what can be done about it. Oxford: Oxford University Press, 2007. Print. Laqueur, Walter. The new terrorism: fanaticism and the arms of mass destruction. New York: Oxford University Press, 1999. Print.Advertising We will write a custom critical writing sample on Terrorism, poverty and financial instability specifically for you for only $16.05 $11/page Learn More Lomborg, Bjà ¸rn. Global crises, global solutions. Cambridge: Cambridge University Press, 2004. Print. Townsend, Peter, and David Gordon. World poverty: new policies to defeat an old enemy. Bristol: Policy Press, 2002. Print.

Lamassu essays

Lamassu essays Lamassu is an Neo-Assyrian Akkadian term used to designate a composite creature, conceived of as a winged lion- or bull-figure with a human head. As protective deities or genii, larger than life-size statue-blocks of lamassi (pl.) were placed on either side of late Assyrian palace doorways and entrances in order to guard against the entry of evil and chaotic forces. As such, they are characteristic of this late phase in the development of Assyrian art (Neo- or Late Assyrian) when sculpture in the round was otherwise rare, compared to earlier periods. Lamassi in sculptural form are usually depicted as "double-aspect" figures, apparently possessing five (5) separate legs (when viewed from an oblique angle). This allows for two simultaneous depictions: 1. standing guard, when viewed from the front; 2. striding forward, when viewed from the side. The hybrid or composite iconography is powerfully evocative of strength (body of lion bull), speed (an eagle's wings) and intelligence (human head). Each monolithic colussus was carved partly in relief and partly in the round from a single block of stone, measuring up to 5.50 m2 in size. Initially carved roughly in the quarry, each statue-block was transported to its final location (often by river), where it would be set in place and be subjected to fine carving. The Department of Ancient Near Eastern Art covers both a lengthy chronological span and a vast geographical area. The collection of more than seven thousand works of art ranges in date from 8000 B.C. (the Neolithic period) to the Arab conquest and rise of Islam beginning in A.D. 651. The works come from ancient Mesopotamia, Iran, Syria, Anatolia, and other lands in the region that extends from the Black and Caspian Seas in the north to the southwestern Arabian peninsula, and from western Turkey on the Mediterranean Sea to the Indus River Valley in modern-day Pakistan and India. Societies throughout the ancient Near East mai ...

The Manhattan Project Essay Example | Topics and Well Written Essays - 1000 words - 1

The Manhattan Project - Essay Example ts of Manhattan Project lie in the soil of Germany but Hitler through his brutality and arrogance uprooted the tree of nuclear physics unconsciously and handed it to America. The scientist and the physicists who left Germany and Europe came to America to look for new arenas of opportunities and gave impetus to the Manhattan project. It was already known that a single atom possesses energy and this energy if projected in the required direction can become a bomb. The Germans were already working on development of such a device that could use atomic energy to produce massive destruction but at what pace was unknown. Alexander Sachs (1893-1973), who was a close friend of the then American president Roosevelt D. Franklin brought him the letter from Albert Einstein telling about the massive energy that an atom possess and the German plan to build a bomb from it, the project started with the name of â€Å"The Manhattan Military Engineering District†. October 11th 1939 was the day whe n president Roosevelt D. Franklin has formed the advisory committee in uranium, which worked as the launching pad of this project. He also wrote back to Einstein on October 10th 1939 that he had sent up a committee comprising army personnel to study uranium. (Cynthia C Kelly. The Manhattan project: the birth of the atomic bomb in the words of its creators, eyewitnesses, and historians.) USA was at that time had the policy of no intervention in the Second World War and not much attention was paid to this at first. The project was to create something that was only theoretical and from the material that could not be seen. With some time, the president felt the gravity of the situation that if in case the Germans were able to develop a bomb that can cause massive destruction, he immediately made the project a top priority military project and allocated massive funds for the development of the bomb. Strange it may seem, but it was the most highly budgeted and top secret military project at that

Perspectives of John B. Watson, B.F. Skinner and Edward C. Tolman Essay

Perspectives of John B. Watson, B.F. Skinner and Edward C. Tolman - Essay Example While discussing on Skinners theory Mclntyre says â€Å"He rejected the idea of inner causes for behavior, and placed emphasis on observable behavior as opposed to the theorizing, based on unverifiable evidence, often done by others" (Mclntyre, 2003).Skinner believed that the reappearance of a behavior was solely due to the consequences present at the time of reappearance. He firmly believed that the progression of a certain behavior can be hindered with a chain of reinforcements like a behavior pattern being rewarded every time will eventually result in the behavior getting vanished. While Skinner’s theory is still practiced in modern psychology, animal trainers, who take the help of â€Å"operant conditioning† to discipline the animals, frequently use it. This will mean conditioning of the animal to produce a behavior motivated by reward.While both Watson and Skinner may have similar outlook on behavior, there is a major difference. Skinner believed that due importan ce should be given to the inner part of the behavior like thinking, feeling including emotions, while considering overall behavior of the person. Watson was of the opinion that such mental states cannot be studied scientifically and thus should not be used for referencing the behavior patterns.On the other hand, Tolman was not a radical behaviorist like Skinner. Tolman believed that the behavior was not just an automatic response to the stimulation of a reward.. He believed that learning could occur without the use of a rein forcer.