Oedipus The King Essays (500 words) - Oedipus The King, Oedipus

Oedipus The King Oedipus the King: Appetite for Destruction Of all the tragedies that Greek playwright Sophocles created in his illustrious career, the one that stands out as his masterpiece, and quite possibly one of the greatest of all the Greek tragedies is Oedipus the King. The tragedy focuses on the life and downfall of the unfortunate King Oedipus, who was condemned by the oracle at an early age to murder his father and marry his mother. Despite the oracle's grim prediction, Oedipus was responsible for his own downfall due to his overly proud and impetuous attitude, and his own intellect and diligence. In the polis of Thebes, Oedipus was the not only the king but he was also the hero of the community. The security and health of the community depended on him and he was expected to meet every urgent crisis with a plausible solution. He was celebrated for acting decisively and making decisions and then acting on them. With all his past accomplishments and achievements, Oedipus developed a strong sense of confidence, which fueled his over inflated ego. Unfortunately, when circumstances did not turn out in his favor, such as in his conflict with Tiresias the blind prophet, Oedipus became rigid and refused to see the problem on any one else's terms except his own. Oedipus only wanted things to go the way he thought they should go. Whatever stood in his way he tried to overcome publicly and without any compromise from the opposing party, which was illustrated in his argument in front of the palace with Creon over the murder of the former King Laius. Ultimately his attitude of confidence w ith no compromises contributed to his disastrous and sad end. In most cases, intelligence and diligence are valuable traits to possess, but for Oedipus they contributed to his eventual downfall. Oedipus was known for being extremely intelligent and was very talented at solving riddles. To earn the right to be King of Thebes, Oedipus solved a riddle, which as a result removed a plague from the land. In the play, Oedipus is again faced with another plague in his kingdom and this time the riddle was to discover who murdered King Laius. Using his intelligence, he again solves the riddle, but tragically for Oedipus he discovers that he is the murderer and he ultimately has to punish himself for the crime. Throughout his search all the people around him were urging him to use caution in his search, and even his wife Jocasta ordered him to abandon his quest, citing that the oracle was mistaken and was a hoax. Tragically, Oedipus would not compromise and he continued his search until finall y his diligence in his quest led to his downfall. Oedipus was a confident and intelligent king who worked hard for the people and would stop at nothing to save his beloved Thebes and the people who resided there. Ironically, it was those respectable traits that ultimately contributed to Oedipus bringing his downfall upon himself. Theater Essays

Biography of Nicolaus Otto and the Modern Engine

Biography of Nicolaus Otto and the Modern Engine One of the most important landmarks in engine design comes from Nicolaus Otto who in 1876 invented an effective gas motor engine- the first practical alternative to the steam engine. Otto built the first practical four-stroke internal combustion engine called the Otto Cycle Engine, and when he completed his engine, he built it into a  motorcycle. Born: June 14, 1832Died: January 26, 1891 Ottos Early Days Nicolaus Otto  was born the youngest of six children in Holzhausen, Germany. His father died in 1832 and he began school in 1838. After six years of good performance, he moved to the high school in  Langenschwalbach  until 1848. He did not complete his studies but was cited for good performance. Ottos main interest in school had been in science and technology but, nevertheless, he graduated after three years as a business apprentice in a small merchandise company. After completing his apprenticeship he moved to Frankfurt where he worked for Philipp Jakob Lindheimer as a salesman, selling tea,  coffee, and sugar.  He soon developed an interest in the new technologies of the day and began experimenting with building four-stroke engines (inspired by Lenoirs two-stroke gas-driven internal combustion engine). In late autumn of 1860, Otto and his brother learned of a novel gas engine that  Jean Joseph Etienne Lenoir  had built in Paris.  The brothers built a copy of the Lenoir engine and applied for a patent in January 1861 for a  liquid-fueled  engine based on the Lenoir (Gas) engine with the Prussian Ministry of Commerce but it was rejected. The engine ran just a few minutes before breaking. Ottos brother gave up on the concept resulting in Otto looking for help elsewhere. After meeting Eugen Langen, a technician, and owner of a sugar factory, Otto quit his job, and in 1864, the duo started the worlds first engine manufacturing company N.A. Otto Cie (now DEUTZ AG, Kà ¶ln). In 1867, the pair were awarded a Gold Medal at the Paris World Exhibition for their atmospheric gas engine built a year earlier. Four-Stroke Engine In May 1876,  Nicolaus  Otto built the first practical four-stroke piston cycle internal combustion engine. He continued to develop his four-stroke engine after 1876 and he considered his work finished after his invention of the first magneto ignition system for low voltage ignition in 1884. Ottos patent was overturned in 1886 in favor of the patent granted to  Alphonse  Beau de Roaches for his four-stroke engine. However, Otto built a working engine while Roaches design stayed on paper. On October 23, 1877, another patent for a gas motor engine was issued to Nicolaus Otto, and Francis and William Crossley. In all, Otto built the following engines: 1861 A copy of Lenoirs atmospheric engine1862 A four-cycle compressed charge engine (prior to Rochass patent) which failed as it broke almost immediately1864 The first successful atmospheric engine1876 The four-stroke compressed charge engine which is acknowledged as the Otto cycle engine. The term Otto cycle is applied to all compressed charge, four cycle engines.

Whither information governance Essay Example | Topics and Well Written Essays - 4000 words

Whither information governance - Essay Example Accordingly, in order to more deeply understand these dynamics and the means through which information governance is shifting and continually redefined, the following analysis will focus on defining information privacy, specifying why it is of importance, how privacy can be protected, discussing freedom of information, and how freedom of information can be guaranteed in a world that is increasingly paranoid about access to information and the need to safeguard it. It is the hope of this author that such a level of discussion will be beneficial in providing the analyst a more thorough and nuanced understanding of information governance and the means through which it has evolved and may likely evolve in the near future. For purposes of this brief analysis, this author will consider the identification of â€Å"privacy† as defined by James Moor in his article, â€Å"Towards A Theory of Privacy in the Information Age†. Furthermore, after the analysis of Moor’s particular theory with relation to privacy and how it impacts upon the way that law has grown, expanded, and changed to fit the understood needs of our current era, this author will also seek to provide a bit of commentary on whether one can come to an understanding and rational for such a definition is in keeping with reality or whether it stands to be more concretely or less explicitly defined. As a function of this level of analysis, the analysis can present the prime viewpoints of scholars is that it is necessary to understand privacy within he context of the law more completely prior to delving into the mechanisms through which it can be safeguarded (Sutanto, 2013). Through coming to an understanding of the way that pri vacy law has grown and developed, the reader/researcher can come to appreciate the rules and regulations that serve to protect what many have come to consider a â€Å"fundamental right† (Weston, 1970). One of the main points that the scholars point to with

Research proposal on network optimization Essay Example | Topics and Well Written Essays - 500 words

Research proposal on network optimization - Essay Example Data centers support and provide a variety of application services to the end-users such as cloud computing, grid application, video streaming, video gaming and many others services by providing platform that support all major hardware and soft ware.2 Data centers are located on different parts of a network. Thus the decisions on regulation and management of the application services and network play a big role in influencing outcomes of the application performance and state of the network. Most companies currently make application decisions with insufficient or no information regarding the underlying network that relay those services.3 Hence the maximum benefits of services and network utilization may not be reaped. This paper proposes a study program into cross stratum application with emphasis on the challenges and opportunities made available by the data center based applications and the communication networks. Based on the cross stratum optimization opportunities presented by the interactions between the data center based application services, this research project will be mainly on the following key opportunities: first, enhanced optimization of application and network resources. Additionally, rapid reaction to the fast transforming demands. Lastly, quality of application experience enhancement through proper usage of the existing resources. This project will involve qualitative research involving all essentials parties in CSO i.e. application provider, data center provider, network provider and end-user. The study will involve the following: first, the survey of the different ‘trust’ relationships that are exhibited between the various stakeholders in the application and the network stratum. Secondly, survey of the cloud based applications to compare their impact on network infrastructure. Thirdly, evaluation of the key interfaces their functionality and how they relate to the current standards and potential future standards. More

E-commerce Data Privacy & Security Literature review

E-commerce Data Privacy and Security - Literature review Example In 2001 most popular commercial website, collecting data from the customers, have clearly mentioned privacy policy statements on their websites (Schuele 2005). Moreover, some websites out of these most popular commercial sites have not published a complete privacy policy (Schuele 2005). 1.2 Emphasizing on Privacy One more study shows that online companies emphasize and focus more on online privacy policy rather than any other aspect. Even online security is considered as the second option. Moreover, the study also concluded that online customers are more worried about their privacy rather than online threats, as they are considered to be in control. In addition, the study also demonstrated a comparison between the two decades i.e. 1999-2001 and 2005-2007 which highlighted the factors that are mentioned previously (Parayitam, Desai et al. 2008). 1.3 Focusing on Customer Demands However, study concluded one interesting factor i.e. the rankings and ratings of policies created for Intern et continues to focus on demands of the web users. Moreover, consumer privacy continues to be on top in both the decades (Parayitam, Desai et al. 2008). The amplified awareness by the contributors i.e. legislators and advocates shows interest level is comparatively high. 1.4 Sugar Coating Privacy Policy Clauses It is very common for a web user seeking for a privacy policy will only able to read some pages mentioned in terms of points, applauses etc. In order to enhance customer experience with privacy policies, there must be an interactive medium via which customer can get awareness. Literature related to serious implication was also found, For instance, organizations construct the structure of sentences in a way that suits their legal rights. A study conducted by (Pollach 2007) shows that the structure of sentences in a privacy policy related to a typical online shopping website are sugarcoating data handling practices. They are foregrounding optimistic facets and at the same time back-grounding privacy incursions. 1.5 Approach From Corporate Organizations A study conducted by (Markel 2005). He concluded that corporate organizations gather personal information from their users on four core factors stated below: To provide value added services to special customers. For instance, history of customers reflects high profile of purchasing or selling products via the site. Moreover, these websites also provide forms, in order to register a customer so that he or she can access ‘only members’ portion of the website that may include special discounts and offers. Organizations also customize website contents and design according to the type of customer, in order to modify web experience. The customization is carried out as per customer’s interest that is extracted from the past history of buying and selling products. Moreover, in order to buy any product from the website, corporate organizations require shipping and billing information in order to sell the product to the web user. Corporate organization also trade customer information to third parties. This business activity is carried out to strengthen business relationships. The information can only be used for online marketing and advertisement purposes.

The Employee Reaction Toward Organizational Change Commerce Essay

The Employee Reaction Toward Organizational Change Commerce Essay A force drive change is always exists since the Industrial Revolution changed the nature of work. Whether to improve efficiency or create better working environment and productivity has been the base in many organizations. Managers and consultants are continually looking for ways to improve it. Employee dissatisfaction and conflict have also become important farces that push the need for change. At the same time, societal and political forces, such as the fall of communism, increased competition, privatization, and deregulation have an important role. The response of employees to change is hard to be predicted as well, as many factors may have an effect on this. The research investigates the effect of organizational culture to the perception of employee for organizational changes; where organizational culture is characterized by Hofstede cultural dimensions. One of the biggest obstacles to the success of any planned change is employee resistance. Resistance affects a change program. People generally resist change because of its negative consequences. Every person reacts to change differently. The leader of the organization needs to identify the different responses of the employees and be able to deal with their issues and concerns. The most important response that the leader must be prepared for is resistance. Employees may perceive change as endangering their livelihoods and their workplace social arrangements, or their status in the organization. Others know that their specialized skills will be rendered less valuable after a major change. The research tries to find the relation between organizational culture where employees used to work, and the organizational changes. Hofstede dimensions is used to characterized the organizational culture to and relate kind of organizational culture with employees attitude to change. Research Objectives The research has objective of finding the relation between organizational culture and response to organizational change; the research, will determine which one of Hofstede cultural dimensions has larger weight affecting the employees reaction for change, as well as how organizational culture can affect response to change. Research Hypotheses The Research is based on two hypotheses; each of them is related together. First, considers the organizational culture and its characterization with Hofstede cultural dimensions; while the second relates organizational culture with organizational change. The two hypotheses are: H1: Organizational culture is characterized Hofstede cultural dimensions. H2: employees response to change is related with organizational culture. Conceptual Framework Many models and theories have been developed trying to look at organizational change; each is looking the process from different point of view. The modern models for organizational change are:(Kezar, 2001),(Cameron , Green, 2004) Evolutionary Teleological Life Cycle Dialectical Social Cognition Cultural Bullock and Batten, planned change; Kotter, eight steps; Beckhard and Harris, change formula; Nadler and Tushman, congruence model; William Bridges, managing the transition; Carnall, change management model; Senge, systemic model; Stacey and Shaw, complex responsive processes; Some of these approaches are discussed later; while the research is based on relating these approaches, with Hofstede cultural dimensions:(Harris, Moran , Moran, Judith, 2004) 1. Power distance 2. Uncertainty avoidance 3. Individualism 4. Masculinity Research has the roadmap as illustrated in Figure 1 . Organizational culture Organizational Change Process Hofstede cultural dimensions Characterization of organizational culture Drivers of organizational change Employee reaction Figure 1 Research road map The above figure illustrates how research theoretical framework is constructed, based on this and beginning with the concept of organizational change, forces behind organizational change is searched , its types, and theories explaining organizational changes, as well as employees response to that change. On the other hand, Hofstede cultural dimensions are studies to formulate the hypothesis linking these two concepts together. A survey is then investigates the validity of these hypothesis, in the same time if valid it will results in weight of each dimension on the response of change. Research structure The research is constructed from five chapters; first chapter introduces a research problem statement; research objectives and conceptual framework; the second chapter introduces a literature review about the organizational change, Hofstede cultural dimensions, and employees response to change, the operational definitions are stated with the most suitable form research point of view. Chapter three discussed the research methodology, method, and sampling; data collection plan and data analysis is stated as well. Findings of the research are presented in chapter four, as well as the analysis of the data. Finally, chapter five is the conclusion ad recommendations. Chapter 2 Literature Review Introduction In this chapter, a review of literature is introduced; the review includes references of books and scientific publications in recent years. As well, definitions of keywords are introduced, based on operational definitions of terms used in the research. What is Organizational change? Organizational change can be defined as the difference in form, quality, or state over time in an organizational entity.(de Ven, Andrew, 2004) where Culture is defined as a set of meanings and values shared by a group of people.(Alvesson, 2002), so relating the organizational change to organizational culture we can define organizational culture as a specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. ; the research will define the point under consideration of resistance to change as a Negative emotional, cognitive, and intentional responses to change (de Ven, Andrew, 2004) where magnitude of change is the magnitude of change represents a continuum ranging from fine-tuning changes, such as employee training, to radical organizational changes, such as reengineering and mergers. Changes (Pasmore, Woodman, 2007). Organizational change models Modeling the process of change is an important issue; this modeling can facilitate the process of monitoring change, assessing the results (for both Macro and micro levels); models also can explain the reason behind changes happen, its driving forces, and its consequences. The following sections discusses the early theories addressed the organizational change, followed by discussing the modern theories. Categories of Theories and Models of Organizational Change Evolutionary model The model assumes that the change process is dependent on circumstances, situational variables, and the environment faced by each organization. Social systems as diversified, interdependent, complex systems evolve over time naturally. However, evolution is deterministic, and people have only a minor impact on the nature and direction of the change process. The model focus on the inability of organizations to plan for and respond to change, and their tendency to manage change as it occurs. The emphasis is on a slow process, rather than discrete events or activities. Change happens because the environment demands change for survival. The assumptions in these theories range from managers having no ability to influence adaptability to managers having significant ability to be proactive, anticipating changes in the environment. As seen ; The theory ignores important environmental variables, and ignores the complexity of organizational life (Kezar, 2001) by focusing on a few factors within the external and internal environment, such as resources and size of organization. Environmental disturbance and constraints are overemphasized. Teleological model The model assumes that organizations are purposeful and adaptive. Change occurs because leaders, change agents, and others see the necessity of change. The process for change is rational and linear, as in evolutionary models, but individual managers are much more instrumental to the process. Internal organizational features or decisions, rather than the external environment, motivate change. Key aspects of the change process include planning, assessment, incentives and rewards, stakeholder analysis and engagement, leadership, scanning, strategy, restructuring, and reengineering. At the center of the process is the leader, who aligns goals, sets expectations, models, communicates, engages, and rewards. Strategic choices and human creativity are highlighted. Goal formation, implementation, evaluation, and modification based on experience are an ongoing process. New additions to the repertoire of management tools include collaborative culture definition, large group engagement processes, and individual in-depth interventions. The outcome of the change process is similar to that in evolutionary models: new structures or organizing principles.(Kezar, 2001) Based on above , it can be concluded that , the model analyzes the change process strategy as based on technological terms like reengineering, planning, assessment, restructuring; which is more realistic than other psychological terms like motivation. It also assumes that the process of change is controllable by managers and stockholders. The emphasis on the role of people and individual attitudes to the change process was introduced, especially in research on resistance to change. The ability to, at times, forecast or identifies the need for change was an important contribution, helping organizations to survive and prosper in what otherwise would have been difficult times. The main criticisms relate to the overly rational and linear process of change described within the model. Researchers of second-order change demonstrate a chaotic process and find management models to be lacking needed information on the importance of culture and social cognition.(Kezar, 2001) Dialectical model The model assumes that organizations pass through long periods of evolutionary change and short periods of revolutionary change, when there is an impasse between the two perspectives. An organizations polar opposite belief systems eventually clash resulting in radical change. Conflict is seen as an inherent attribute of human interaction. The outcome of change is a modified organizational ideology or identity. Predominant change processes are bargaining, consciousness-raising, persuasion, influence and power, and social movements. Leaders are the key within any social movement and are a central part of these models .collective action is usually the primary focus. Progress and rationality are not necessarily part of this theory of change; dialectical conflict does not necessarily produce a better organization.(Kezar, 2001) It is seen that, this model provided explanation for regressive change and highlighted irrationality.(Kezar, 2001) The model does not take the effect of the environment upon the change processes. Cultural model Most models of change describe organizations as rational places with norms and rules. The major contribution of cultural models to the change literatures their emphasis on irrationality (also emphasized in dialectical models), the spirit, or unconscious, and the fluidity and complexity of organizations. The model assumes that change occurs naturally as a response to alterations in the human environment; cultures are always changing. Cultural and dialectical models often overlap with the image of social movements as an analogy for cultural and political change. The change process tends to be long-term and slow. Change within an organization entails alteration of values, beliefs, myths, and rituals. There is an emphasis on the symbolic nature of organizations, rather than the structural, human, or cognitive aspects emphasized within earlier theories. History and traditions are important to understand, as they represent the collection of change processes over time.(Kezar, 2001) Change can be planned or unplanned, can be regressive or progressive, and can contain intended or unintended outcomes and actions. Change tends to be nonlinear, irrational, non-predictable, ongoing, and dynamic. Some cultural models focus on the leaders ability to translate the change to individuals throughout the organizations through the use of symbolic actions, language as the key to creating change. If there is an external motivator, it tends to be legitimacy, which is the primary motivator within the cultural model, rather than profit or productivity, which exemplify the teleological and environmental models. It is obvious that the model simplifies the culture as it can be easily handled or understood; but this actually not the case; other complex models to handle culture effect on change is introduces but not easy to apply. Organizational change theories and models (Cameron , Green, 2004) Lewin, three-step model: organism, machine Kurt Lewin developed his ideas about organizational change from the perspective of the organism metaphor. His model of organizational change is well known and much quoted by managers. Lewin is responsible for introducing force field analysis, which examines the driving and resisting forces in any change situation. The underlying principle is that driving forces must outweigh resisting forces in any situation if change is to happen. it assumes that ; if the desire of a manager is to speed up the executive reporting process, then either the driving forces need to be augmented or the resisting forces decreased; or even better, both of these must happen. Lewin proposed that organizational changes have three steps. The first step involves unfreezing the current state of interactions. This means defining the current state, surfacing the driving, resisting forces, and picturing a desired end-state. The second step is about moving to a new state through participation and involvement. The third step focuses on refreezing and stabilizing the new state of affairs by setting policy, rewarding success, and establishing new standards. Figure 2 Lewins three-step model Source: Lewin (1951) Lewins model is good, and can be considered as a fundamental base for further study or theory The model is seen as plan of actions, which can be used to make the change, rather than a model of change Model. It also ignores the assumption of the organism metaphor that groups of people will change only if there is a felt need to do so. (Mills, Dye and Mills, 2009) The change process can then turn into an un-well studied plan that does not tackle resistance and fails to harness the energy of the key players. The effect of culture also is ignored in this model. Bullock and Batten, planned change: machine Bullock and Battens (1985) phases of planned change draw on the disciplines of project management; there are many similar steps to changing your organization models. This particular approach implies the use of the machine metaphor of organizations. The model assumes that change can be defined and moved towards in a planned way. A project management approach simplifies the change process by isolating one part of the organizational machinery in order to make necessary changes, for example developing leadership skills in middle management, or reorganizing the sales team to give more engine power to key sales accounts. this approach implies that the organizational change is a technical problem that can be solved with a definable technical solution. The approach also simplify the process of change , but it can not handle complex situation for organizational change , i.e. when organization has complex situation of changing where change drivers and forces are unknown Kotter, eight-steps: machine, political, organism Kotters (1995) proposed eight steps to make change in organization; his model is derived from analysis of his consulting practice with 100 different organizations going through change. His research highlighted eight key lessons, and he converted these into a useful eight-step model. The eight steps are: Establish a sense of urgency, felt-need for change. Form a powerful guiding group. Assembling a powerful group of people who can work well together. Create a vision. Building a vision to guide the change effort together with strategies for achieving this. Communicate the vision. Kotter emphasizes the need to communicate at least 10 times the amount you expect to have to communicate. The vision and accompanying strategies and new behaviors need to be communicated in a variety of different ways. Empower others to act on the vision. This step includes getting rid of obstacles to change such as unhelpful structures or systems. Allow people to experiment. Plan for and create short-term wins. Look for and advertise short-term visible improvements. Plan these in and reward people publicly for improvements. Consolidate improvements and produce still more change. Promote and reward those able to promote and work towards the vision. Energize the process of change with new projects, resources. Institutionalize new approaches. Ensure that everyone understands that the new behaviors lead to corporate success. This eight-step model gives more defined and detailed procedure for change process; the steps are clear and well defined; but it may take more time to implement and, maybe, it would be difficult to follow strictly. The approach did not refer to the situation of inability of achieving one-step; and how it can be handled. Beckhard and Harris, change formula: organism Beckhard and Harris (1987) developed a formula of change that defines some parameters to take into consideration Figure 3. Figure 3 Source: (Cameron , Green, 2004) Factors A, B, and D must outweigh the perceived costs X for the change to occur. If any person or group whose commitment needed is not sufficiently dissatisfied with the present state of affairs A, eager to achieve the proposed end state B and convinced of the feasibility of the change D, then the cost X of changing is too high, and that person will resist the change. Resistance is normal and to be expected in any change effort. Resistance to change takes many forms; change managers need to analyze the type of resistance in order to work with it, reduce it, and secure the need for commitment from the resistant party. The formula is sometimes written (A x B x D) > X. This adds something useful to the original formula. The multiplication implies that if any one factor is zero or near zero, the product will also be zero or near zero and the resistance to change will not be overcome. This means that if the vision is not clear, or dissatisfaction with the current state is not felt, or the plan is obscure, the likelihood of change is severely reduced. These factors (A, B, D) do not compensate for each other if one is low. All factors need to have weight. This formula is simple but in the same time useful. It illustrates the factors affecting change process; if each party in the process applies in this formula, it will help determining the weak points, and help enhance the performance in each phase of change. On the other hand; the formula gives each factor the same weight, and did not correlate any of these factors together; which may be in accurate. Stacey and Shaw, complex responsive processes There is yet another school of thought represented by people such as Ralph Stacey (2001) and Patricia Shaw (2002). These writers use the metaphor of flux and transformation to view organizations. The implications of this mode of thinking for those interested in managing and enabling change are significant: Change, or a new order of things, will emerge naturally from clean communication, conflict, and tension (not too much). As a manager, you are not outside of the system, controlling it, or planning to alter it, you are part of the whole environment. In Patricia Shaws book Changing Conversations in Organizations, rather than address the traditional questions of How do we manage change? she addresses the question, How do we participate in the ways things change over time? This writing deals bravely with the paradox that our interaction, no matter how considered or passionate, is always evolving in ways that we cannot control or predict in the longer term, no matter how sophisticated our planning tools. As a first look, the model seems to be passive one; it discards the ability of making change goes as we want; also, it assumes that change is an ongoing process by itself, we have no control upon it; all we have to do is to watch and participate in it with a limited role. This can be translated to practical as follow: Managers have to decide what business the organization is in, and stretch peoples thinking on how to adapt to this. Ensure that there is a high level of connectivity between different parts of the organization, encouraging feedback, optimizing information flow, enabling learning. Focus peoples attention on important differences between current and desired performance, between different styles of work and between past and present outcomes. Characterization of organizational culture On the other hand Hofstede cultural dimensions will be used to characterize the organizational culture and can be defined as psychological dimensions, or value constructs, which can be used to describe a specific culture (Harris, Moran , Moran, Judith, 2004). where Hofstede has defined 4 dimensions to define culture ,first is the Power distance is The extent to which a society accepts that power in institutions and organizations is distributed unequally.(Harris, Moran , Moran, Judith, 2004), second dimension is uncertainty avoidance, is the extent to which a society feels threatened by uncertain or ambiguous situations. (Harris, Moran , Moran, Judith, 2004), third dimension is Individualism, which is loosely knit social framework in a society in which people are supposed to take care of themselves and of their immediate families only.(Harris, Moran , Moran, Judith, 2004); and Collectivism, which is the opposite, occurs when there is a tight social framework in which people distinguis h between in-groups and out-groups; they expect their in-group (relatives, clan, organizations) to look after them, and in exchange for that owe absolute loyalty to it .finally; masculinity is The extent to which the dominant values in society are assertiveness, money, and material things, not caring for others, quality of life, and people. (Harris, Moran , Moran, Judith, 2004) Hofstede cultural dimensions The pioneering work on cultural measurement could be credited to Hofstede (1980). In the earlier stage, Hofstede identified four dimensions of culture and highlights the most important culture differences in a multinational organization. The four dimensions are individualism versus collectivism, power distance, uncertainty avoidance and masculinity and femininity. These four dimensions were initially detected through the comparison of the value among the employees and managers working in 53 national subsidiaries of the IBM Corporation. Dr. Geert Hofstede, believes that culture counts and has identified four dimensions of national culture:(Harris, Moran , Moran, Judith, 2004) 1. Power distance: indicates the extent to which a society accepts that power in institutions and organizations is distributed unequally. 2. Uncertainty avoidance: indicates the extent to which a society feels threatened by uncertain or ambiguous situations. 3. Individualism: refers to a loosely knit social framework in a society in which people are supposed to take care of themselves and of their immediate families only. Collectivism, the opposite, occurs when there is a tight social framework in which people distinguish between in-groups and out-groups; they expect their in-group (relatives, clan, organizations) to look after them, and in exchange for that owe absolute loyalty to it. 4. Masculinity: with its opposite pole, femininity, expresses the extent to which the dominant values in society are assertiveness, money and material things, not caring for others, quality of life, and people. Criticism of Hofstedes cultural dimensions Hofstedes work on culture is the most widely cited in most of studies. His observations and analysis provide scholars with a highly valuable insight into the dynamics of cross-cultural relationships. However, his work does not escape criticism. In this section, most of criticized points will be listed and discussed.(Jones , 2007) Relevancy Many researchers allude a survey is not an appropriate instrument for accurately determining and measuring cultural disparity. This is especially apparent when the variable being measured is a value which culturally sensitive and subjective. Hofstede addresses this criticism saying that surveys are one method, but not the only method that was used. During the time of its delivery, there was very little work on culture, and at this time many businesses were just entering the international arena and were experiencing difficulties; they were crying out for credible advice. Hofstedes work met and exceeded this demand for guidance. This actually is very convincing for researcher to base their research on Hofstedes work. Cultural Homogeneity This criticism is perhaps the most popular. Hofstedes study assumes the domestic population is a homogenous whole. However, most nations are groups of ethnic units. Analysis is therefore constrained by the character of the individual being assessed; the outcomes have a possibility of arbitrariness. On the other hand, Hofstede tends to ignore the importance of community, and the variations of the community influences. This critic is somewhat true; but if we will speak about the majority of groups within one culture; as well as the probability of being the individual have the common features of his culture, I do believe that is worth to pursue Hofstedes work. National Divisions Nations are not the proper units of analysis, as cultures are not necessarily bounded by borders. Recent research (Jones , 2007) has found that culture is in fact fragmented across group and national lines. Hofstede points out however that national identity is the only means we have of identifying and measuring cultural differences. This is true, as we can agree that national identity is not the only mean to measure cultural differences; but it is one of them, hence the model still valid , may be less accurate but reliable. One Company Approach A study fixated on only one company cannot possibly provide information on the entire cultural system of a country. Hofstede said he was not making an absolute measure, he was merely gauging differences between cultures, and this style of cross-sectional analysis was appropriate. However, this international organization is worldwide spread, and is considered as a typical example of cultural diversity, so it worth to be considered. Out-dated Some researchers have claimed that the study is too old to be of any modern value, particularly with todays rapidly changing global environments, internationalization, and convergence. Hofstede countered saying that the cross-cultural outcomes were based on centuries of indoctrination, recent replications (Jones , 2007), (Nakata, 2009) have supported the fact that culture will not change overnight. Conclusion about Hofstedes cultural dimensions It is obvious that more research is needed to evaluate culture in terms of contemporary standards. However, Hofstedes work has controversy surroundings; the work is still quite high, as it remains the most valuable work on culture. Based on the theoretical and practical value of Hofstedes work, research hypothesis refers to its effect on employs reaction toward organizational changes; and this will be investigated. Resistance to change Resistance to change has been an important area of inquiry. In fact, the importance placed on this issue might lead one to believe that resistance is inevitable when change is being implemented. Newer research (Mills, Dye and Mills, 2009) indicates that this is not always so. On the contrary, some people embrace change and become bored and uninterested if change is not imminent. Some researchers (Wei , 2003) argue that the younger generations of workers are more used to a constant rate of change, are more adept at change, and actually expect to be moving forward constantly. Despite this, resistance to change can and does occur just not all the time by everybody. Given that, resistance to change can be a very real problem for those leading change. Patrick Connor and Linda Lake argue that; (Mills, Dye and Mills, 2009) people tend to resist change or alterations of the status quo. This resistance is broader than simple opposition to a particular change; more widespread than a particular groups or individuals refusal to accept a specific change. There is simply the wish in most people to maintain the consistency and comfort that the status quo holds. This generalized resistance to change stems from a variety of sources. Although their theory of resistance is one of the many that seem to indicate all people will resist change all of the time, their framework is still quite helpful. It creates a framework for understanding why resistance may be happening, when it happens. Employees response to change There are three general forms of responses to system changes: (de Ven, Andrew, 2004) Negative feedback loops. These system responses attempt to attenuate or eliminate the impact of the change on the system. Positive feedback loops. These system responses magnify the impact of the change on the system. This can be in the form of switching (before, during, or after the event) to alternative structures or functions, increased disorder beyond what is directly produced by the change event itself and, if the increased disorder is extreme enough, either creative innovation or collapse. No response. The system may give no apparent response to a given event: This may occur because either the group failed to note the event, or assumed it would not alter the groups fitness landscape, or, Some feature of the groups history, its self-regulatory processes, and/or its routines prevented or impeded response. Alternatively, an apparent no response may be an artifact of the observation process.

Geography Coursework Keswick

General aim: To find whether Keswick is a honeypot site. Specific Hypotheses: To test the general aim to prove that Keswick is a honey pot site, we will investigate 3 specific hypotheses: 1. Keswick town centre caters mainly for its tourists in its land use. 2. Keswick demonstrates some of the key problems associated with honeypot sites. 3. Keswick attracts a high proportion of non-local visitors. What is a honeypot site? A honeypot site is a site where there is attractive scenery or historical interest, and tourists visit in large numbers. Honeypot sites are areas which attract many tourists. They are so called because tourists flock to these places like ‘bees around honey'. Problems with a honeypot site The large number of tourist causes many problems in and around Keswick. These problems include – * Litter and pollution * Noise pollution * Vandalism * Traffic Congestion – This is a problem in the village to both locals and visitors. There is a large car park, with space for coaches, and public toilets but as peak times the parking provision is not enough and the congestion spoils the character of the village and affects its enjoyment by all. You can read also Classifications of Restaurants * Footpath erosion resulting from overuse. This is particularly the case around popular natural attractions. * Conflict with other landusers e.g. farmers and walkers How are these problems are being tackled? Footpath erosion – Improvements such as surfacing paths in local stone or re-routing certain paths have been undertaken to reduce the impact of erosion. An increasing number of litter bins have been provided throughout the village. What benefits are created by Tourism in the area? Social Benefits: * Jobs are created * Crime reduces due to higher levels of employment Economic Benefits: * Jobs are created. Therefore people have more money to spend on local goods and services. * Multiplier effect – by creating a factory and providing new jobs, the local economy grows by more than the original cash injection What is a National park? * National parks provide for tourists facilities * They encourage tree planting * They give advice to land uses * They arrange talks and guided walks * They mark out footpaths for you to walk along * They buy land to protect its character * They monitor and clean pollution * They provide on information service * They encourage suitable developments * The refuse permission for unsuitable buildings * The lake district is the largest National park in England * It is 885 square miles in size * There is 11 National parks in England * There are 1800 rules for footpaths in the countryside Introduction to Keswick Tourism is the world's largest industry, with annual revenue of almost $500 billion. And it is growing fast, with airline arrivals expected to double by 2010. In 1950 25 million international arrivals were recorded worldwide a figure which has risen to 500 million by 1996. Leisure is estimated to account for 75 per cent of all international travel. The World Tourism Organisation estimated there were 694 million international tourist arrivals in 2003, a drop of 1.2 per cent (attributed to the problems of the Iraq conflict, SARS and a generally weak world economy). Arrivals have picked up in 2004, and they are expected to reach 1.6 billion by 2020. Domestic tourism (people going on holiday in their own country) is generally thought to be 4-5 times greater than international arrivals. Globally, tourism accounts for roughly 35 per cent of exports of services and over 8 per cent of exports of goods. Tourism is now the world's largest employer. In 2001, the International Labour Organisation estimated that globally over 207 million jobs were directly or indirectly employed in tourism. In the UK alone, 10% of total employment is in the tourism sector. People who have employment within the UK usually earn a high salary compared to the rest of the world and people consider that they must strike a work/life balance and hence spend more time on holidays. The UK has seen a greater increase in car ownership since the 1950's when in 1951 only 1 in 20 families's had a car, by 1996 this figure had risen to 71% of all UK families owned at least 1 vehicle and by 2005 this figure has risen with many families owning 2 vehicles. The increase in car ownership obviously goes hand in hand with an improvement in the transport system of the UK which since the 1950's has seen improvements in roads especially motorways and urban by-passes have resulted in driving times between places reduced and encourage people to travel more frequently and greater distances. Keswick has excellent an excellent road system and is easy to reach being just 20 minutes along the A66 trunk road from junction 40 of the M6 motorway. As mentioned above a major factor for the increase in tourism in the Keswick area has been a change in lifestyle compared to the 1950's, people are retiring early and living longer and are able to take advantage of their greater fitness, also many people due to retiring early and greater disposable income has seen an increase in people buying 2nd homes in the Keswick area. There has been an increase in active holidays compared to the 1950's with a lot more people involved in water sports and fell running etc which the Keswick area offers a wide choice of such activities. Since the 1950's now almost everybody has a television and many have access to the internet, there is a greater ability to access information about holiday and tourism in general and the tourism industry use all means of advertising. There has been an increase in Green tourism or sustainable tourism which the Lake District and Keswick are a prime example where tourism is needed to benefit the local economy and the environment with people visiting the area and not spoiling the natural beauty of the area. With the increase in tourism since the 1950's there have been several areas described as Honey pot Sites In geography, a honey pot is a particularly popular attraction within a managed tourist area, such as a national park. Honey pot sites are often encouraged because they concentrate the damage caused by tourists on small sites, making conservation easier in other parts of the managed area. The problem is how to preserve the honey pots natural beauty and their unspoilt quality while providing facilities for the hordes of people who arrive at peak summer periods. The main problem with Honey pot sites is too many tourists overcrowding small places. Due to the fact that footpaths are been overused, they get eroded casing the council to pay out a large sum of money to repair these paths. There is a high level of litter, vandalism and trespassing on Honey pot sites which causes discomfort and trouble to those who live there this has sparked off a conflict between local farmers and tourists which has caused, restricting tourists access to footpaths, bridleways and separating activities, e.g. Water Skiing and Angling. Also roads have been congested by heavy Lorries, local traffic and tourist traffic which has caused scenic routes separating local and tourist traffic. A National Park is an area of great natural beauty can be preserved and enhanced, and so that enjoyment of the scenery by the public can be promoted. There are12 National parks in England these 11 parks contain some of the most diverse and spectacular upland and a variety of scenery which in turn provides a wide range of recreational activities. All the parks provide basic opportunities for walking, riding, fishing and water sports. These parks are within easy reach of both urban and rural conurbations, they all have motorways running near them which make them all easy access sites. National Parks are mostly owned privately (81%) , mainly by farmers with 6% owned by the Forestry Commission, 5% to the National Trust , 3% to the ministry of defence , 3% to the water authorities. The aims of National parks were updated in 1995, the aims were: 1. To conserve and enhance the natural beauty, wildlife and cultural heritage of the National Parks. 2. To promote opportunities for the public understanding and enjoyment of the special qualities of the Parks. The idea for a form of national parks was first proposed in the United States in the 1800s where National Parks were established to protect wilderness areas such as Yosemite this model has been used in many other countries since, but not in the United Kingdom. After thousands of years of human integration into the landscape, Britain lacks natural areas of wilderness. Furthermore, those areas of natural beauty so cherished by the romantic poets were often only maintained and managed in their existing state by human activity, usually agriculture. In1931, Christopher Addison chaired a government committee that proposed a ‘National Park Authority' to choose areas for designation as national parks. A system of national reserves and nature sanctuaries was proposed: 1. To safeguard areas of exceptional natural interest against (a) disorderly development and (b) spoliation; 2. To improve the means of access for pedestrians to areas of natural beauty; and 3. To promote measures for the protection of flora and fauna. In 1947 by a Government committee, this time chaired by Sir Arthur Hobhouse, which prepared legislation for national parks, and proposed 12 national parks. Sir Arthur had this to say on the criteria for designating suitable areas: â€Å"The essential requirements of a National Park are that it should have great natural beauty, a high value for open-air recreation and substantial continuous extent. Further, the distribution of selected areas should as far as practicable be such that at least one of them is quickly accessible from each of the main centers of population in Wales and England Lastly there is merit in variety and with the wide diversity of landscape which is available in England and Wales, it would be wrong to confine the selection of National Parks to the more rugged areas of mountain and moorland, and to exclude other districts which, though of less outstanding grandeur and wildness, have their own distinctive beauty and a high recreational value.† History Granted its market character by Edward in 1276. Keswick was an important wool and leather centre until about 1500. Location Keswick is standing on the shore of Derwentwater at the junction north, south east and west routes through the Lake District. It is situated in the north of the Lake District it is surrounded by lots of tall mountains. Carlise to Keswick 39m, Penrith 20m, Windermere 23, and Workington 22. Maps Here are some maps to show you where about Keswick is positioned. Map of Great Britain Map of North West Map of Cumbria Map of Keswick As you can see Keswick is very accessible due to the many roads that go through it and pass close by. Landscape around Keswick The Landscape around Keswick has stunning scenery, it has many lakes and mountains near by and it has vast countryside. It also has a well kept old town centre which is very popular for tourists, where they can buy souvenirs and enjoy dinner at the many restaurants. Here are some pictures to show why Keswick is a honeypot site because of its breath taking scenery. Here is at the centre of Keswick where there are many shops. Here is a picture of one of Keswick's beautiful lakes Here is one if the breath taking views that attract hikers and walkers to go to Keswick. A glacially eroded landscape Tourists are attracted to the Lake District by the spectacular landscape, which has been formed mainly by glacial erosion. The world's climate is continuously changing. Between 14 and 20 glacial periods have occurred in the last 1 million years. The most recent ice age started 100 000 years ago and ended 10 000 years ago. During it, ice sheets covered most of Britain north and the Midlands and changed the landscape by glacial erosion and deposition. A glacier is a mass of moving ice. It erodes by two main processes: * Plucking: water enters cracks in the rock and freezes so that it is attached to both the rock and the glacier. When the glacier moves, the block of rock is pulled out of the ground. * Abrasion: Blocks of rock (or load) in the base and sides of the glacier are scraped over the rock surface. They scratch it, making parallel groves called striations. Abrasion has a sandpaper effect so the rock surface looks smooth. Frost shattering also occurs in glacial environments. This is a weathering process, not an erosion process. When water enters a crack in the rock it expands by 10 per cent. The ice pushing on the sides of the crack it widens it. Blocks of rock can then fall on to the glacier from the valley side above. Frost-shattered rock surfaces are easier for glaciers to erode by plucking. Corries are produced by glacial erosion. Red tarn corrie is an armchair-shaped hollow on the eastern side of Helvellyn mountain in the Lake District. It is 0.5 km wide and 1km from the front to back. The steep back and side walls are up to 220 m high. A small round lake called Red Tarn lies in the hollow in the base of the corrie. The water is kept in by a rock ridge on the floor of the corrie called a rock lip. The quickest way to identify a corrie on a map is to find a round lake less than 0.5 km in diameter with a U-shaped pattern of contours. How ever many of them do not have lakes in them. Here is Red tarn corrie Conclusion My conclusion is that Keswick is defiantly a honeypot site, and that it is a honypot site because of its location and beautiful scenery. I also think that in time to come Keswick will still be honeypot site for years and years.

A silent killer

A silent killer is a disease which is hard to detect and causes injuries over time silently. Similarly a calcaneal spur also called as heel spur is a small ostephyte or bone spur located on the calcareous heel bone which is a silent killer. Many a time this Calcaneal spurs are detected by a radiological examination or X-ray but often it's too late. When a foot bone is exposed to constant stress, calcium gets deposited and is build up on the bottom of the heel bone. Generally, this doesn't affect a person's daily life routine.However, repeated damage can cause these deposits to pile up on ach other which then causes a spur-shaped deformity, called a calcaneal or heel spur. Flatfooted people,obeses people and women who frequently wear high-heeled shoes are most susceptible to heel spurs. Causes : There can be many causes but we will see few of them. Heel spurs can form as a result of repeated strain placed on foot muscles . Due to which ligaments are formed abnormally stretching the ba nd of tissue connecting the heel and the foot.Repeated injury to the membrane lines of the heel bone can also cause problems and can cause repeated pressure behind the heel. The causes can be anything it can be xcessive walking , running or Jumping to wearing shoes which are not comfortable or torn shoes. volleyball players and tennis players, and athletics people who do aerobics or who climbs staircase for exercise, also those with flat feet, women's who are pregnant, the obese and diabetics and those who wear tight-fitting shoes with a high heel are all prone to developing spurs more readily.Symptoms: Let us see the symptoms of heel spur and try to figure out some measures. Major symptoms consist of pain in the region which is around the spur, which typically increases and goes on becoming intense after prolonged periods of rest. Patients reports heel pain to be more severe when waking or doing morning walk. Patients are not able to bear the weight on the affected heel comfortably . Short distance walking, running or lifting heavy weight may make the issue even worse.A heel spur is a pointed bony outgrowth of the bone of the heel . They are attributed to chronic local inflammation at the insertion of soft tissue tendons in the area. Heel spurs is located at the back of the heel or under the heel of the foot. Heel spurs behind of the heel are frequently associated with inflammation of the tendon and many a times causes ever pain in the foot. Treatment: There are many treatment options, and good results are often observed. A calcaneal spur develops when proper care is not given of the foot and heels.It is often caused because of a repetitive stress injury, and thus few modification in our lifestyle can be a typical and basic course of management. To decrease the effect of heel spur pain, a person should begin doing foot workouts. Do exercise to make your muscles of calf stronger and lower legs will help take the stress off the bone and thus help cure or prevent heel spurs. Applying Ice to the area is an effective way to get f sever pain persist then Steroid injection can be given. The bone spur can be removed by surgery.Which is 80% effective. Wearing proper footwear is also very important. Include turmeric, ginger in your daily diet. Also regular exercise can act as a preventive measure. Conclusion: thought it's difficult to detect but it can be prevented and we can lead a happy life by reducing the impact of heel spur. We can take care by doing simple things. Choose comfortable shoes Applying acupressure techniques to specific, locations along the heel can help to reduce pain and promote healing. Thus effective care and treatment can cure heel spur.

2 Written Answer To Two Of The Assignment Questions Coursework

Prepare An 1/2 Written Answer To Two Of The Assignment Questions Coursework Prepare An 1/2 Written Answer To Two Of The Assignment Questions – Coursework Example Employment Contract and Unfair Dismissal Chapter 4 Question Farlow had been lawfully discharged of her duty by Wachovia followingher conviction which had occurred in the year 1982. However, she worked for Wachovia as an independent contractor whereby she was receiving payment from Wachovia for her services. As a service provider to Wachovia, she had right to use his property. The agreement for employment required relinquish of FDIC before she could be reinstated as an employee. Also Wachovia and Farlow had signed an agreement which qualified Farlow as an independent contactor. However, at the time of her termination, this had not been done. Following her claim against sexual abuse, Farlow got dismissed from her work. Based on the fact that the agreement stated Farlow was supposed to render her service to Wachovia and that the FDIC was not relinquished at the time of dismissal, proves that Wachovia was not Farlow employer. .Chapter 2 QuestionUnjust termination of workers takes place w hen an employer dismisses the employee from the work without lawful reason for the dismissal. According to the employment Act, before an employee is terminated he or she should be explained the reason for dismissal. Also he or she should be given time to prove his or her innocence. For example in the case of an employee who was working for medical centre, the employer contravened the employment regulations which forbid workers to undergo polygraph test as an employment requirement. The employer had not proved that his employee had made an offensive phone call and also the worker had a right not to accept polygraph test. A person is not guilty until proven guilty. Therefore, based on this fact, the employee was terminated unfairly by his employ and therefore, he had a right to sue him for his justice. Reference Brodie,D., W., (1991). Individual Employment Disputes: Definite and Indefinite Term Contracts, Quorum Books, New York.

Arguments for Physician-Assisted Suicide (PAS)

Arguments for Physician-Assisted Suicide (PAS) Free Online Research Papers Many arguments are put forward by Leon R. Kass to continue criminalizing physician assisted-suicide, stating that it is wrong for a doctor to ever harm a patient, yet is the terminally ill patient quality of life worthwhile when they are is reduced by being feeble and in pain? Two ethical principles support ending prohibition: The right to control ones own body and the physicians duty to relieve suffering. A lot of weight is placed on the Hippocratic Oath which states not to do harm. Kass asserts that allowing physicians to help with suicide would overstep their limitations and literally have a license to kill. This is both illogical and inciting. The author and bioethicist Dieterle argues that discontinuing life-sustaining systems is considered acceptable by society, yet this is a more definitive act by a physician than prescribing a medication that a patient has requested who can decide whether to take it or not, as he or she sees fit (Dieterle 129). Rather than characterizing physician-assisted suicide as murder, people should see it as bringing the dying process to a merciful end, or as Oregon calls it, â€Å"death with dignity.† Bioethicist and journalist, Boer, agrees that a physician who complies with a plea for final release from a patient facing death under unbearably painful conditions is doing the patient good, not harm, and â€Å"his or her actions are entirely consonant with the Hippocratic tradition† (Boer 530). There is an argument made by Kass that that permitting physician-assisted suicide would undermine the patient-doctor relationship. This is flawed reasoning because patients are not lying in bed wondering if their physicians are going to kill them. â€Å"The lethal dosage is only prescribed on request of the patient and on no other terms† (Manning 5). Rather than undermining a patients trust, it should be expected that the legalization of physician-assisted suicide would enhance that trust. Many people feel that they would have a greater sense of security knowing they are able to trust their physicians to provide such help in the event of unbearable suffering. It is also argued by Kass that it cannot be regulated in the sense that people with mental illness, comatose, or with depression will be able to get the prescription through proxy or when they are incompetent, but it is reported by Iwasaki that in every state which has legalized it, there have been strict regulations which requires at least a month and a competency hearing. Washington and Oregon have specified that assistance be given only to a patient who is competent and who requests it (Iwasaki 2). Therefore it has been shown that it can be regulated and it is not understandable that new states would not follow these standards. A study carried out a few years ago by the University Of Washington School Of Medicine queried 828 physicians (a 25 percent sample of primary care physicians and all physicians in selected medical subspecialties) with a response rate of 57 percent. Of these respondents, 12 percent reported receiving one or more explicit requests for assisted suicide, and one-fourth of the patients requesting such assistance received prescriptions (Rogatz 12). A survey of physicians in San Francisco treating AIDS patients brought responses from half, and 53 percent of those respondents reported helping patients take their own lives by prescribing lethal doses of narcotics (Rogatz 13). Every state also does terminal sedation. Clearly, requests for assisted suicide cant be dismissed as rare occurrences. There is no perfect solution to this problem. However, there are reasonable protections which can minimize the risk of abuse and help the greater good of people. All physicians are bound by the oath not to do any harm, but we must recognize that it isn’t harmful only to hurt them, but to refuse an act of mercy. Thus, helping out people should be recognized as a humanitarian act, and not be considered criminal. Boer, T A. â€Å"Recurring Themes in the Debate about Euthanasia and Assisted Suicide.† Journal of Religious Ethics 35.3 (2007): 529-555. Dieterle, J M. â€Å"Physician Assisted Suicide: A New Look at the Arguments.† Bioethics 21.3 (2007): 127-139. Georges, J, B. D. â€Å"Relatives’ Perspective on the Terminally Ill Patients who Died After Euthanasia or Physician-Assisted Suicide: A Retrospective Cross-Sectional Interview Study in the Netherlands.† Death Studies 31.1-15 (2007). Iwasaki, J. â€Å"Oregon Assisted Suicide at Record High: Washington Discussing Rules for its New Law.† Seattle Post-Intelligencer (Jan. 2009). 13 Jan. 2009 . Manning, M. â€Å"Euthanasia and Physician-Assisted Suicide: Killing or Caring?† Mahwah, NJ: Paulist Press. Rogatz, Peter. The Virtues of Physician-Assisted Suicide. Humanist (Nov.-Dec. 2001). 22 Jan. 2009 . Research Papers on Arguments for Physician-Assisted Suicide (PAS)The Fifth HorsemanCapital PunishmentComparison: Letter from Birmingham and CritoInfluences of Socio-Economic Status of Married MalesGenetic EngineeringThe Relationship Between Delinquency and Drug UsePersonal Experience with Teen PregnancyBook Review on The Autobiography of Malcolm XThree Concepts of PsychodynamicRiordan Manufacturing Production Plan

Parenting of adolecents Essay Example | Topics and Well Written Essays - 500 words

Parenting of adolecents - Essay Example Parenting is harder in this current world because many parents do not seem to know when too much fear is too much, or when they are not displaying enough concern. Some parents fear more than they should, which often results in their adolescents being uncertain and scared of the world. Instead of growing up and exploring the world that is available to them, they prefer to remain under the protection of their parents -- something that many parents are more than happy to offer if it means not having to let go of their children. Stepping back enough to let their children grow and move on is perhaps the hardest part of parenting in general. There are parents that do not feel that they have taught their children everything they need to know about growing up and living on their own. Due to this, some parents just increase their overprotection, which can be seen as an unconscious attempt at keeping their children from leaving. Parents seldom know when they have taught their children all that they can to prepare them for the world. Unfortunately, this is when many of the unfounded fears come out. As a result, a parent can either push their child away, or they can make their children have their own unfounded fears.

Marketing Strategies Research Paper Example | Topics and Well Written Essays - 2500 words

Marketing Strategies - Research Paper Example When the companies take the decision for expanding and diversifying their businesses across the national boundaries, it is important for them to take into consideration various factors that are important for the successful operation of the company on the international scale (Keegan and Green 2008). The focus is to formulate a strategy regarding the international operations of Algerian wine in the UK market. Algerian Wine is a wine that is made from a country of North Africa in Algeria and is among the renowned name in the history of wine. Algeria is known to be one of the oldest producers of wine in the world. For the Romans, Algeria is considered to be the breadbasket and vineyard throughout the history of viticulture starting from the Roman Empire. Algerian wines have been seen to prosper the world with constant prosperity because of the fact that they have their own unique characteristics. Algerian wines are produced in five major regions that include The MEDEA region, The ZACCCAR region, The DAHRA region, The MASCARA region, and The TLEMCEN region. The aim of the company is to export the Algerian Wine called Coteaux De Mascara from Algeria into the market of UK. Coteaux De Mascara is termed to be the red wine from the Atlas Mountains. This wine belongs to The MASCARA region. This region has been well renowned in terms of producing wines with distinguished features. The wines produced in this region are considered to be robust and well structured. They are of good colour, and consist of high level of alcohol up-to 14 percent. All the wines of Algeria are distinguished with taste of deep berry flavours and the fragrance of roses and raspberries. For the purpose of data collection, various scholarly journals and articles will be selected, which will help in retrieving adequate information in relation to the international marketing. Secondary data will be helpful in collection of adequate and authentic information.