Book Reviews On Politics In 17Th Century Europe Essays -

Book Reviews On Politics In 17Th Century Europe The two journals that I chose to use for my reviews were History and Theory: Studies in the Philosophy of History published at Wesleyan University, and Renaissance Forum. I will be looking at two reviews of historical Books written about two very different places and themes. The first Book entitled Marxist Historians and the Question of Class in the French Revolution by Jack Amariglio and Bruce Norton, looks at life before during and after the French revolution tries to explain the causes and Dynamics of the Revolution itself. The article evaluates the importance of the Classes in defining the revolution. The reviewer says that the book while taking care consideration to explain the nature of the revolution could have used a much more respectable and justified foundation for its research than Marxist theory. The reviewer states that the complexity of their explanations while admirable causes much confusion throughout the book. This complexity stems from their loose, multiple, and often contradictory notions of class influenced partly by Joseph Barnaves stage theory of pre revolutionary France and by Vulgar Marxism. This review would be useful in deciding whether or not the book is worth reading. It does not however, provide enough background or synopses of the book itself to be used as a research tool. The review of the Book Political Culture and Cultural Politics in Early Modern Europe, takes quite a different approach to the task of criticism. It gives a lengthy background on the book itself and provides in detail many of the theories upon which the book is based. The review breaks the book down almost by chapter and theory discussing each one for validity. The author of the review Mark Stoyle of University of South Hampton takes a fresh approach to the often-monotonous task of Book reviewing. His opening line Whenever I hear the word cultureI release the safety catch on my pistol is quite a unique way of grabbing the readers attention. This review would be quite useful in research due to the detail of the criticism. History Essays

Major General John Newton in the Civil War

Major General John Newton in the Civil War Early Life Career Born at Norfolk, VA on August 25, 1822, John Newton was the son of Congressman Thomas Newton, Jr., who represented the city for thirty-one years, and his second wife Margaret Jordan Pool Newton.   After attending schools in Norfolk and receiving additional instruction in mathematics from a tutor, Newton elected to pursue a military career and obtained an appointment to West Point in 1838. Arriving at the academy, his classmates included William Rosecrans, James Longstreet, John Pope, Abner Doubleday, and D.H. Hill.   Graduating second in the Class of 1842, Newton accepted a commission in the US Army Corps of Engineers. Remaining at West Point, he taught engineering for three years with a focus on military architecture and fortification design. In 1846, Newton was assigned to construct fortifications along the Atlantic coast and Great Lakes. This saw him make various stops in Boston (Fort Warren), New London (Fort Trumbull), Michigan (Fort Wayne), as well as several locations in western New York (Forts Porter, Niagara, and Ontario).  Newton remained in this role despite the start of the Mexican-American War that year.   Antebellum Years Continuing to oversee these types of projects, Newton married Anna Morgan Starr of New London on October 24, 1848. The coupled would ultimately have 11 children. Four years later, he received a promotion to first lieutenant. Named to a board tasked with assessing the defenses on the Gulf Coast in 1856, he was promoted to captain on July 1 of that year. Heading south, Newton conducted surveys for harbor improvements in Florida and made recommendations for improving the lighthouses near Pensacola. He also served as superintending engineer for Forts Pulaski (GA) and Jackson (LA).    In 1858, Newton was made the chief engineer of the Utah Expedition. This saw him travel west with Colonel Albert S. Johnstons command as it sought to deal with rebellious Mormon settlers. Returning east, Newton received orders to serve as superintending engineer at Forts Delaware and Mifflin on the Delaware River. He also was tasked with improving the fortifications at Sandy Hook, NJ. As sectional tensions rose following the election of President Abraham Lincoln in 1860, he, like fellow Virginians George H. Thomas and  Philip St. George Cooke, decided to remain loyal to the Union.    The Civil War Begins Made Chief Engineer of the Department of Pennsylvania, Newton first saw combat during the Union victory at Hokes Run (VA) on July 2, 1861. After briefly serving as  Chief Engineer of the Department of the Shenandoah, he arrived in Washington, DC in August and aided in constructing defenses around the city and across the Potomac in Alexandria. Promoted to brigadier general on September 23, Newton moved to the infantry and assumed command of a brigade in the growing Army of the Potomac.   The following spring, after service in Major General Irvin McDowells I Corps, his men were ordered to join the newly-formed VI Corps in May. Moving south, Newton took part in Major General George B. McClellans ongoing Peninsula Campaign. Serving in Brigadier General Henry Slocums division, the brigade saw increased action in late June as General Robert E. Lee opened the Seven Days Battles. During the course of the fighting, Newton performed well at the Battles of Gaines Mill and Glendale.   With the failure of Union efforts on the Peninsula, VI Corps returned north to Washington before taking part in the Maryland Campaign that September. Going into action on September 14 at the Battle of South Mountain, Newton distinguished himself by personally leading a bayonet attack against a Confederate position at Cramptons Gap. Three days later, he returned to combat at the Battle of Antietam. For his performance in the fighting, he received a brevet promotion to lieutenant colonel in the regular army. Later that fall, Newton was elevated to lead VI Corps Third Division.   Courting Controversy Newton was in this role when the army, with Major General Ambrose Burnside at the head, opened the Battle of Fredericksburg on December 13.   Positioned towards the southern end of the Union line, VI Corps was largely idle during the fighting. One of several generals who was unhappy with Burnsides leadership, Newton traveled to Washington with one of his brigade commanders, Brigadier General John Cochrane, to voice his concerns to Lincoln. While not calling for his commanders removal, Newton commented that there was a want of confidence in General Burnsides military capacity and that the troops of my division and of the whole army had become entirely dispirited. His actions helped lead to Burnsides dismissal in January 1863 and Major General Joseph Hookers installation as commander of the Army of the Potomac. Promoted to major general on March 30, Newton led his division during the Chancellorsville Campaign that May.         Remaining at Fredericksburg while Hooker and the rest of the army moved west, Major General John Sedgwicks VI Corps attacked on May 3 with Newtons men seeing extensive action. Wounded in the fighting near Salem Church, he quickly recovered and remained with his division as the Gettysburg Campaign commenced that June. Reaching the Battle of Gettysburg on July 2, Newton was ordered to assume command of I Corps whose commander, Major General John F. Reynolds, had been killed the previous day. Relieving Major General Abner Doubleday, Newton directed I Corps during the Union defense of Picketts Charge on July 3.   Retaining command of I Corps through the fall, he led it during the Bristoe and Mine Run Campaigns.  The spring of 1864 proved difficult for Newton as a reorganization of the Army of the Potomac led to I Corps being dissolved. Additionally, due to his role in Burnsides removal, Congress refused to confirm his promotion to major general. As a result, Newton reverted to brigadier general on April 18.         Ã‚  Ã‚   Ordered West Sent west, Newton assumed command of a division in IV Corps.   Serving in Thomas Army of the Cumberland, he took part in Major General William T. Shermans advance on Atlanta. Seeing combat throughout the campaign at places such as Resaca and Kennesaw Mountain, Newtons division distinguished itself at Peachtree Creek on July 20 when it blocked multiple Confederate assaults.   Recognized for his role in the fighting, Newton continued to perform well through the fall of Atlanta in early September. With the end of the campaign, Newton received command of the District of Key  West and Tortugas.   Establishing himself in this post, he was checked by Confederate forces at Natural Bridge in March 1865. Remaining in command for the rest of the war, Newton then held a series of administrative posts in Florida into 1866. Leaving the volunteer service in January 1866, he accepted a commission as a lieutenant colonel in the Corps of Engineers. Later Life Coming north in the spring of 1866, Newton spent the better part of the next two decades engaged in a variety of engineering and fortification projects in New York. On March 6, 1884, he was promoted to brigadier general and made Chief of Engineers, succeeding Brigadier General Horatio Wright.   In this post two years, he retired from the US Army on August 27, 1886. Remaining in New York, he served as Commissioner of Public Works of New  York City until 1888 before becoming President of the Panama Railroad Company.   Newton died in New York City on May 1, 1895 and was buried at West Point National Cemetery.

A Essay Example | Topics and Well Written Essays - 1000 words

A - Essay Example The essay on King Abdulla Scholarships was more liberal in details since it set its focus on the consequences of the cultural interaction between the Saudi students and the Americans. The two essays presented unique challenges connected with the appropriateness of content involved. Organizing the essays involved some kind of research because much of the details were beyond my immediate experience and grasp of knowledge. In the entirety, the writing was a form of learning experience because I interacted with various sources that provided resourceful and engaging information on multiple factors that connect with the subjects of the essays. It was fulfilling to arrange these sources into logical explanations, analyses, and elaborations on healthy eating and the impact of King Abdullah Scholarships on the Saudi students. Time management was one of the challenges encountered in the process of writing these essays. A significant amount of time was spent in the reading and analysis of the information from the various sources required a depth of insight and quick processing of information in order to achieve quality essays within the right kind of time. The planning stages of the essay entailed the organization of the introduction of the subject matter in a way that would ease the understanding of the readers. I acknowledged the fact that I was not writing the essays for my own reading. They were intended for particular audiences. As such, planning involved the choice of language and the organization of sentences. Furthermore, these essays dealt with matters of general interest. Such matters can generate boredom if handled clumsily without regard to the element of beauty and creativity, which many readers seek in any piece of writing. As such, it was necessary to organize this piece of writing in a way that would enhance the understanding of the reader without placing any kind of

Recommendation Grading Schema (NA) Essay Example | Topics and Well Written Essays - 750 words

Recommendation Grading Schema (NA) - Essay Example The Johnson Law Group is undergoing growth and expansion in its size and diversification of areas of business coverage, which has introduced some confusion and disorientation of both the employees and the management, due to the sudden introduction of many changes that are not easily adaptable. This has threatened the performance of the law firm, while also creating discontent among its employees. This calls for immediate strategies that can be applied to address the situation. Therefore, this discussion seeks to recommend several strategies that can be applied to help The Johnson Law Group in its growth and change management. Communication This is a very vital strategy that should be applied by The Johnson Law Group, to address the issue of inter-departmental conflicts. Communication is fundamental for any business seeking to succeed, since it enhances the smoothness of all operations (Dervitsiotis, 109). Considering that there is a looming conflict between different departments of t he Johnson Law Group, effective communication can help to address this issue, through enabling the departments to streamline the flow of information, and thus ensure that there are no blame games between different departments. ... This serves to increase the discontent, disorientation and confusion amongst the other stakeholders, prompting them to resist the change. Creating and reinforcing the sense of ownership and responsibility The Johnson Law Group which was initially a small firm operating under family dynamics, is now transforming into a corporate entity, with the diversification of its areas of business and the expansion of the firm in terms of the number of employees. This change is certainly bound to create some problems, since accommodating the new approach to the running and management of the firm is not easy for the previous employees. This necessitates the introduction of a sense of ownership and responsibility, where the employees and the whole management team is made to uphold the introduction of change as a necessity for the well being of the organization and its overall stakeholders (Dervitsiotis, 122). This entails making the management and the employees ready to take responsibility for the introduction, management and execution of change, through placing them in charge of the whole process. Whenever the different stakeholders within an organization are involved directly in the change introduction and management process, as opposed to being required to implement the change, the stakeholders are motivated to feel as part of the change, and are committed to see it happen, since they are well integrated and informed on the benefits of the change (Parsons and Adelina, 233). Thus, incorporating all the major stakeholders in the change introduction and management will assist The Johnson Law Group to successfully implement the change. Align

Milton Friedman and Edward Freeman Assignment Example | Topics and Well Written Essays - 750 words

Milton Friedman and Edward Freeman - Assignment Example Its responsibilities of providing employment, avoiding pollution, and doing away with discrimination are crucial (Friedman). Friedman asserts that those businesspersons who talk this way preach pure socialism. As such, they are puppets using the intellectual forces to undermine the basis of a free society. In this paper, I will seek to develop arguments based on the thoughts of Milton Friedman and Edward Freeman and establish who is right among the two of them. Milton Friedman Can a business be socially responsible? With reference to the discussion and arguments brought forward by Milton Friedman, only notable people who believe that a business has social responsibilities due to their lack of rigor and analytical looseness. Further explanation indicates that, only people who can have social responsibilities, not businesses. Presumably, a corporation is an artificial person for who can have artificial responsibilities (Freeman 234). However, even in this vague sense, business as a who le, cannot have social responsibilities. Social responsibility facet as a doctrine comes due to sharp relief when trade unions use the doctrine to justify wage restraint (Friedman). The conflict of interest appears naked in this context and clearer when there is a question to trade union officials to subordinate their member’s interests in order to pave way for a more general purpose. Therefore, as officials of the trade unions, they have a social responsibility towards the business, which is to make profits. Additionally, Friedman puts across a challenge when it comes to exercising the will of social responsibility. He expounds that, the hardship or difficulty of exercising social responsibility demonstrates, without a doubt, one of the greatest virtues of private competitive enterprise. Due to this difficulty, social responsibility forces people to take responsibility for their own actions, which in turn makes it difficult for everyone to exploit others for selfish and unse lfish purposes (Freeman 236). This implies that, people can do well, but only for personal expense. Since discussion regarding social responsibility focuses much on corporations, most of arguments concern corporate executives or individual proprietors. In an enterprise that is free, a corporate executive, as an employee of a business owned by other people, has a responsibility to the business owners. With that respect, the main objective of the corporate executive is to carry out the business activities in accordance with the employers’ desires. Generally, this will mean that he has to make as much money as possible while upholding the basic rules of the society. The society embodies these rules into either the law or the ethical custom. Edward Freeman With regard to Freeman’s thesis, managers have a duty towards stakeholders following the concept that managers have a fiduciary relationship with the stakeholders. Stakeholders refer to those segments of people who have a claim or stake in the firm. In order to drive the point with specific intrigue, Freeman incorporates the role of the management as the agent of the stakeholders, employees, customers, local community and suppliers. Using these agents, Freeman argues that a business should care for consumers and employees (Friedman). Thus, every group of the firm’s stakeholders must receive equal treatment and participate fully in determining the future of the business as

Study Of Autocratic Leadership Style Management Essay

Study Of Autocratic Leadership Style Management Essay There are many ways to lead and every leader has his own style. Some of the most common styles include autocratic, bureaucratic, democratic and laissez-faire. Autocratic Leadership Style This is often considered the classical approach. It is one in which the manager retains as much power and decision-making authority as possible. The manager does not consult employees, nor are they allowed to give any input. Employees are expected to obey orders without receiving any explanations.Some studies say that organizations with many autocratic leaders have higher turnover and absenteeism than other organizations. These studies say that autocratic leaders: Rely on threats and punishment to influence employees      Do not believe the staff      Do not allow for employee input     Nevertheless, the autocratic leadership is not so bad.Sometimes it is the most effective style to use.  Such situations may include:      Employees do not respond to any other style of leadership      There are high volumes of production needs on a daily basis      There is limited time for decision      Work must be coordinated with another department or organization   autocratic leadership style should not be used in the following cases:      Employees become tense, fearful, or resentful      Employees are expected to have their opinion heard      Employees begin depending on their manager to have all their solutions      There is low employee morale, high turnover and absenteeism and work stoppages Bureaucratic Leadership Style Bureaucratic leadership where the manager manages by the book. All must be done in accordance with the procedure or policy. If this does not apply to books, the manager refers to the next level above him or her. This manager is really more police officers than the leader. He or she  apply the rules.   This style can be effective if:   Employees perform routine tasks over and over again.   Employees must understand the specific standards or procedures.   Employees working with hazardous or fragile equipment that requires a set of procedures for the job.   Safety and security training is conducted.   Employees perform tasks that require cash handling.   This style does not be effective if:   Skills of the forms that are difficult to break, especially if they are no longer useful.   Employees are losing interest in their work and their colleagues.   Employees do only what is expected of them and nothing more. Democratic Leadership Style It encourages employees to be part of decision-making process.Democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem-solving responsibilities.   Democratic leadership can produce high quality and quantity of work for long periods of time.  Many employees like the trust they receive and respond cooperation, team spirit and high morale.Typically, the democratic leader:   Develops plans to help employees assess their own performance   Allows employees to set goals   Encourages employees to grow jobs and encourage   Recognizes and encourages achievement.   Like other styles, the democratic style is not always appropriate.It is most successful when using highly skilled and experienced employees or when implementing operational changes or permits a person or group problems.   The democratic leadership style is most effective if:   The leader wants employees informed about matters that affect them.   The leader wants employees to participate in decision-making and problem-solving responsibilities.   There is a large and complex problem that requires a lot of input to solve.   you want to promote team building and participation.   Democratic leadership should not be used in the following cases:   There is not enough time to get the input of each.   Its easier and more cost effective for the manager to decide.   Business can not afford mistakes.   The manager feels threatened by this type of leadership. Laissez-Faire Leadership Style This kind leadership style is also known as hands-off  ¨ style. This is where the manager gives little direction and gives employees more freedom as possible. All authority or power is given to employees, and they must set goals, make decisions and solve problems independently  .   This is an effective style to use when:   Employees are highly skilled, experienced and educated.   Employees have pride in their work and desire to do it successfully yourself.   Reliable and experienced staff.   This style should not be used in the following cases:   It makes employees feel insecure in the absence of the manager.   The manager can not provide regular feedback to employees know how well they are doing.   The manager does not understand their responsibilities and hopes that staff can cover for him or her. P7. Explain the different motivational theories and their application within the workplace Maslows Hierarchy of Needs is the most widespread theory.  He believes that human beings have desires that influence their behavior in particular unmet needs.  needs come in order of importance.  person to the next level is necessary if low-level need is satisfied.  on the need to level the person moves, more personality and mental health reveals.   These requirements, from a lowest to highest are: psychological, health and safety, social, esteem and self-actualization.Examples of physiological needs are food and water.  Security refers to security, freedom from violence, safety, and others.Social is a sense of belonging as family, friends, colleagues and other professionals.  Self-esteem is a need for approval, recognition, status, etc.  And, finally, self-actualization refers to the need for personal growth through education, religion, hobbies, and others.   According to Maslow, it would be difficult to achieve the ultimate goal of self-realization, if the following goals are not met or taken care of first.  Food, water, shelter these are just some of our most pressing needs, which precede all others.  For example, it would be silly to worry about how to become emotionally stable, when you can not even have a decent meal or if you are seriously ill.  Taking care of immediate needs, you can begin to take care of the higher needs. Just as Maslows hierarchy of needs, Herzbergs Two Factor Theory is a need-based theory of motivation.  This theory is considered more powerful than Maslow, because it is easier to understand.   two-factor theory says that certain factors in the workplace leads to job satisfaction.  Others did not affect the satisfaction, but if not can lead to dissatisfaction   These factors of motivation and hygiene factors.  Motivators to ensure job satisfaction.  This includes the recognition, responsibilities and tasks.  Hygiene factors are so called because, like hygiene, their presence will not make people healthier, but their absence can cause decay.  Examples of these include salaries, fringe benefits, job security.  Hygiene factors, therefore, can determine dissatisfaction and motivators determine satisfaction. Both scales are independent and one can score high on both factors. Vrooms Expectancy Theory explains why people choose a certain course of action. Unlike the three aforementioned theories, Vrooms theory is not need-based. There are three variables in this theory: Valence, Expectancy and Instrumentality. Valence refers to the importance of the anticipated outcome of a situation. Expectancy is the belief that the effort exerted and success of the situation are related. Instrumentality means the success is related the expectations Vrooms Expectancy theory could sometimes be associated with work situation just like Herzbergs Two Factor Theory. But, in actuality, this theory is applicable to almost all kinds of situations whether work-related or not. Vrooms expectancy theory simply espoused the idea that the reason people do some things is because they expect a certain outcome. I apply Vrooms expectancy theory to my professional life because I believe in doing things not because I want to attain a certain reward but I want to attain something I truly desire for myself. For instance, I do a good job at the office not because I want a promotion, although it is part of it, but because I expect to feel fulfilled after having done something worthwhile. P8. The relationship between motivation theory and the practice of management: Different motivation theories have different effects. Motivation has to be built into the structure and without the motivational theory without the practice of management. You cannot practice motivation if you do not first have a theory or concept. In order to be a great manager or leader you have to be a good motivator, you should know what motivates your staff and what doesnt. A manager who cannot motivate or doesnt know how to motivate cannot do a good job, his job is to improve the performance of the staff and motivate all of them. P9. Describe the nature of groups and group behavior within organizations: Nature of groups The term group can be defined as, two or more persons interacting and working together to get a job or something done. When people work in groups rather than as individuals, the goals of the organization can be easily achieved. Groups can get a job done fast and usually accurate, group members could gather information and tell each other if they are doing something wrong or not, and they could appoint themselves to do a specific job which they are best in to contribute as much as possible to the group. People form groups for various reasons. Maybe get a job done faster or even to get a job done while not putting as much effort if youre the only one working on something. Various Types of Groups: There are formal and informal groups in organizations. Various groups exist within the organization and they are of varying degrees of formalization. Groups in organizations are of various types based on the number of members they have and the interactions between them. Formal Groups A group formed by the organization to accomplish a specific task is termed as a formal group. The organization sets up a formal group and allocates tasks and responsibilities to different members with the intention of achieving organizational goals. Command groups and task groups are examples of formal groups. A command group is relatively permanent in nature and finds representation in the organization chart. Functional departments of organizations are considered as command groups. Task groups, on the other hand, are formed for a specific task and are temporary in nature. They are dissolved after the task is accomplished. After dissolution of the task group, the members of the task group continue as members of their respective functional departments or command groups with reduced duties. Informal Groups Informal groups are formed by the employees themselves. The reasons for the formation of informal groups could be the need for companionship, common interests, growth, recreation, or support. There are two types of informal groups friendship groups and interest groups. Members of friendship groups have a cordial relationship with each other, common interests and are similar. They like each others company and want to spend time together. Interest groups are formed to organize an activity and are temporary in nature. Informal groups mainly satisfy the social needs of members.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   With regards to nature of groups, I would just like to add that members may have conflicting ideas and having your views challenged should could either reaffirm your own beliefs or transcend them-people should come into groups with an open mind. P10. Investigate the Factors Lead to Effective Teamwork and Influences that Threaten Success: In todays workplace, the group leaders need to solve complicated problems and to take ideas from their first stage through a series of complex processes to a successful completion. This kind of work cannot be done alone. There are just too many demands, task requirements and various sources of information required to do it without the support of others. The most important factor that can lead to efficient teamwork is motivation, it is a team leaders job to delegate tasks and to make sure that each member of their team contributes and is good at what they do. For example, if Picasso was one of the members in your group then you should give him a task that requires creativity, since being creative and artistic is his strength then it seems that natural that hell be good at what hes assigned to do. Leaders should build a relationship with its members by making ideas together and supporting it, and even improving each others ideas. They must be open and approachable P11. Evaluate the impact of technology on team functioning within a given organization:  Ã‚  Ã‚   The use of new technologies can improve and in some cases hinder team functioning. As technology changes teams must update and maintain their knowledge in order to function effectively. Technologies which have improved team functions Computers Internet Email Cell Phones Blackberry Groupware PDA Personal computers allow team members to carry out various tasks and communicate more effectively. Laptop computers allow you to do this anywhere. They are now lighter, more powerful and a longer battery life. Personal Digital Assistants (PDA) now have much of the same functionality as laptops, but are smaller, more portable and have a longer battery life. Many PDAs now have wifi as standard and some are also phones (and some phones have many PDA features). Internet has been a huge, worldwide explosion in the use of the Internet. It is already changing the way we work, shop, bank etc. Information technology has had an impact on the way we work for quite some time, but the Internet has now added electronic mail (email), teleworking and video conferencing to the workplace. E-mail allows direct communication which means team members do not need to be in the same place at the the same time in order to communicate effectively. E-mail also has its negative aspects in terms of managing e-mail and the misuse of e-mail. Cell phones have come a long way since the 1980s and there are now more mobile phones in the UK then there are people. Mobile phones allow teams to communicate even when team members are out of the office, on the road or otherwise unavailable. Sometimes having always access to team members can hinder team functioning. Phone technologies such as blackberry and 3G datacards allow team members to work and communicate remotely. Groupware enables teams to plan meetings, collaborate, delegate all within a virtual environment which can often be accessed remotely from anywhere in the world. Technology is found in its various forms in small and large businesses, the service sector, and state institutions, manufacturing companies, educational departments, multi-national organizations and the local shop.

Essay --

Lynn, Laurence E, Jr. 2013. â€Å"America’s ‘Broken Government’: What Would James Madison Say?† Administration and Society 45.5 (July): 610–624. In the article â€Å"America’s ‘Broken Government’: What Would James Madison Say?† the author Laurence E. Lynn Jr. provides the reader with important facts about the establishment of American government and what can be done to fix its brokenness. His viewpoint is that the government is not broken, but that the people who govern are broken by not maintaining a â€Å"perfect union† or â€Å"domestic tranquility.† (611) The author’s viewpoint is based on James Madison’s contribution to the Constitution. The foundation that the Constitution was created upon has not changed; however, the way it is utilized is affected our nation. James Madison envisioned that basic governing structures, virtues, and inherent fairness for everyone would ensure that liberty and justice were sustained; however, the author states that neither competence nor virtue is certain. (613, 623) In order to provide an insight to the mindset of James Madison’s vision for the Constitution’s use in American government, Lynn uses excerpts from the Federalist to show the reader how Madison incorporated an â€Å"institutional design† to structure and guide the separated powers of our government as well as the checks and balances used to maintain order. (614) This approach made sense because the included excerpts showed that the structure of government has remained true. The author states that issues with the government arise due to the rival interests of our elected officials. He describes this as being â€Å"grid-locked† and states that the parties involved within our governing body become divided by these â€Å"id eological and interest-based† conflicts. The... ...te. These methods help him to effectively compile pertinent information from leadership literature in order to provide the reader with an article that successfully brings the ideals of leadership together. Overall, the author does a great job of providing the reader with a better understanding of how each leadership could be implemented, the advantages of each style, and what concerns may arise from a particular leadership style. Van Wart’s article serves â€Å"to provide a frame for what is constant in leadership and what is new in leadership.† This article would be beneficial for those who are â€Å"aspiring to leadership† or someone who currently holds a leadership role. (553) Van Wart inclusion of a chart makes this information easy to share at a short leadership meeting and may enlighten someone in an administrative position on how to be a more effective leader.

Employee Training & Career Development Paper Essay

Every business today wants to hire, motivate and train the most qualified employees. Every company wants to utilize these employees and place them in departments that are best suited for them and the company’s needs. This seems like an impossible goal however, this is goal is what many Human Resources departments do on an everyday basis. Human Resources provide this connection to assist in employee development to utilize each employee’s talent. Human Resources put forth the effort to increase employee improvements by providing training and development opportunities for employees to look for promotions within the organization. Job shadowing involves an employee following another employee while performing their job to see what the job is all about.† Job shadowing gives personnel chances to see first-hand the genuine job duties involved and the skill that is needed to perform the job themselves. (Wise Geek, 2011). Job shadowing works well as an in-house strategy to h elp distribute knowledge more largely in a company which, in turn, helps avoid job silos from starting and helps employees increase their expertise and skills to make their work experience more profound and pleasant. Job satisfaction plays an extremely significant role in workforce retention. (Wise Geek, 2011). Job switching is comparable to job shadowing and just like shadowing it prepares the workforce of tomorrow. It allows employees learn about different job opportunities within an agency, and it is most beneficial for offering extra job skills for employees who want to increase their knowledge through added training opportunities. It also assists in generating job back-up sources for essential positions within the company. Employees who want to learn about other jobs within the company or a different department basically switch jobs for a certain amount of time to learn more about distinctive jobs and how those different jobs intermingle to achieve company goals. (Wise Geek, 2011). Monitoring employees is another way to assist in employee development. Managers observe how an employee is progressing in their day to day tasks. This gives the manager an idea about how well the employee is progressing. Monitoring can help managers decide on what trainings are most  useful. It assists the managers to gain a relationship with the employee while giving on going feedback. It shows an employee that the manager cares about the success of the employee. If a manager did not monitor and give feedback it will then show a lack of interest and the employee will inherit that type of attitude as well. (Wohner, 2011). Many companies face the task of employee development with developing greater confidence, creativity, solutions-finding, and problem solving abilities amongst their employees. Companies need employees at all levels to be more adequate, ingenious, imaginative and independent. This attitude allows employees to perform at higher tactical level, which makes their company more industrious and aggressive. Employee’s efforts will create bigger results. It’s what all companies make every effort to succ eed. (Levine, 2011). For many companies these methods above would assist in helping a company be competitive and successful. However, these methods will not assist an employee to gain courage, maintain a belief in the company and these methods will not help in the maturity of the employee. This is where a company needs to focus on the personality of the employee and not the skills that the job requires. Every employee has a different personality, if a company y can recognize that then they can build up the confidence in their employees. For myself, managers who tell me that they believe I can do it really does not motivate me, they sound more like my mother. If a manger praises my work after I finish a project, then I become more motived to do the best I can. It is all about identifying different personalities. (Levine, 2011). Companies need to deliver learning and experiences that their employees would like for their own individual interest, progress and satisfaction. Performance and proficiency are reliant on the employee’s attitude and emotional maturity. Companies can help their employees to accomplish what they want on a personal level, and this offers a stage for trust, ’emotional contracting’ with the organization, and following skills, processing, knowledge growth pertinent to managing higher responsibilities, and teams. (About.com, 2011). The company that I work for has a program they offer every January call the Fellows Program. This is a program that is offered to college student who are in the junior or senior year. This program allows the student to see opportunities that Olympus is offering. College students can apply for a job within the company, however there is a catch. A college  student must take a job for two years. Within those years they are assigned a department for 6 months. After those 6 months the college student is moved to another department and this is the process for two years. By performing this program, Olympus is grooming their future employees. Most of these college students start to gain relationships and they become comfortable after working with us for two years. Most of the Fellows will stay with the company. This program is successful for the student who did not have to look for a job after graduating, and the company gains an employee that they molded to become successful. In my own career development, I was told early on that if people want to help or give suggestions to me then take it. I tried to act like a sponge and soak up all the information that I possibly could, and I still do to this day. If I am struggling with a project and an employee wants to assist me I allow it. I watch how they perform and I ask questions. I find that this way of learning is where I become most successful. You can tell me how to perform a task all you want however, if you take the time to show me, I will then pick up the knowledge of the task in half the time. Whenever I am offered training I make sure I sign up for it. Sometimes it has been difficult to receive constructive feedback however through time I have learned to deal with it. In 5 years I would like to see myself out of the corporation I work for. I really like working for small companies, these bigger corporations tend to treat employees like numbers. When I worked for a smaller company I knew who had kids, who was still in school, who just got married, it was a personal experience. The corporation I work for looks at employees as numbers, not people. References About.com. (2011). ..Training, Development, and Education for Employees. Retrieved from http://humanresources.about.com/od/training/Training_Development_and_Education_for_Employees.htm Levine, L. (2011). Strengthen Your Business by Developing Your Employees. All Business. Retrieved from http://www.allbusiness.com/human-resources/employee-development/1240-1.html Wise Geek. (2011). What is Job Shadowing?. Retrieved from http://www.wisegeek.com/what-is-job-shadowing.htm Wohner, N. (2011). How to Monitor Employee Performance. eHow. Retrieved from

Eddie Carbone Essays

Eddie Carbone Essays Eddie Carbone Essay Eddie Carbone Essay My second dramatic moment being when Marco first shout Eddie Carbone it almost reaches the climax since that is when everyone knows that somethings going to happen and someone wont come out of it alive. The audience would feel an adrenaline rush they know that this is the final confrontation this what at the dramatic tension has been preparing them for and Marco calling for Eddie confirms this for us. The other characters start to liven up in haste to stop Eddie from going out, their hearts pumping harder and as if they need to do something anything to stop what might happen if Eddie goes out to see Marco. This is dramatic because it puts all the characters on alert and assurance that the inevitable is happening. Both Beatrice and Eddie are crying, Beatrice crying out and weeping and Eddie crying out in agony, then Eddie hears Marco and knows exactly where to go from there. Beatrice tries to stop Eddie while Redolfo tries to stop Marco, Catherine watches on in shock. Everythings happening so quickly the tension becomes unbearable even to feel or notice. Miller makes this moment tense with raised voices, hurrying voices and a negative atmosphere filling the air. Characters interrupting each other trying to stop each opposing party increases the level of noise and stress. Miller brings out the seriousness in Marco indicating it through his speech and exclamation marks demanding Eddie to come out and face him. All this nears us to whats to come and stiffens the mood making the atmosphere gripping. My last dramatic moment out of so many in the play is when Eddie springs out a knife on Marco. This indicates how a death will come about but raises question of who will be the one to suffer its blade? This brings us back to when Marco raised the chair above Eddie showing the power he entitles over Eddie and this would be Eddies answer to that. But its almost hypocritical in a sense that he needs an actual weapon to fight Marco because he isnt as physically strong, it tells us that Eddie has gone against everything he said at the beginning of the play about trust, honour, loyalty especially takes us to remember the story he told us about Vinny Bolzano and how he snitched and how he was treated. Eddie made it clear that Vinny was wrong to go against his family but now Eddie insists what hes done is right and justified. Miller here makes this scene dramatic because he makes us understand that Eddie ways are wrong but his intention is not so, but it fills everyone with resent and sadness because its unfortunate that this is the circumstances that it had to come to and no one could have stopped this for coming. There is no doubt that Miller used multiple dramatic devices to prepare us for these dramatic moments and also to guide us through each tension filled scene. Eddies death is what everyone expected but it was about how he would die with honour or no humility? At the end the audience must have been deeply pulled in and involved an understanding as things calmed into grief and remorse. Eddies death came as appropriate to suit everything that would happen after it, he had to go or the other characters would have no purpose left hereafter. But it showed that Eddies death was useless and these dramatic moment came to show us this at the end. These dramatic tensions throughout the last scenes came to show us something we would already know would happen but its how it all built up that got everyone ready and dreading everything that would happen. Miller used many dramatic devices to help arrange the tension such as raised voices, snappy/fast exchange, interruption, disagreement, actions, body language/facial expression, avoiding conflict/eye contact, pressure mounting up with many others. My response to this play is that the tension gradually built up and stayed and played around until the direct conflicts began between Eddie, Marco and Redolfo with Beatrice and Catherine trying to stop it all. Its tragic at the end but Eddies death was necessary or there wouldnt be a meaning to this play all this tension was rounded of with Eddies death but there was a sweet twist. As Alfieri explained to us that Eddies death was useless and has no meaning he told us that he wasnt bad at heart just his ways were wrong. Eddie couldnt help the way he felt about Catherine its the way he dealt with it that led him to so much trouble but at the end everyone was free even Beatrice even though she loved him, she wouldnt have to live a fake marriage anymore. Its Catherine who would have to live knowing Eddie loved her and he done all this for her. Miller deposits guilty conscious into everyone when Eddie dies, this play had all this conflict and bad energy bouncing around then at the end it rounded off with al the tension and irony lifting off because what was meant to happen, happened.

Ethics and Decision Making Essays

Ethics and Decision Making Essays Ethics and Decision Making Essay Ethics and Decision Making Essay CHAPTER I WHAT IS ETHICS? Each society form a set of rules that establishes the boundaries of general accepted behavior. These rules are often expressed in statements about how people should behave, and they fit together to form the MORAL CODE by which a society lives. The term MORALITY refers to a social conventions about right and wrong that are so widely shared that they become the basis for an established consensus. DEFINITION OF ETHICS: ETHICS – is a set of beliefs about right and wrong behavior within a society. Ethical behavior conforms to generally accepted norms-many of which are almost universal. VIRTUES – are habits that incline people to do what is acceptable. VICES – a re habits if Unacceptable behavior. THE IMPORTANCE OF INTEGRITY: Your moral principles are statements of what you believe to be rules of right conduct. A person who acts with integrity acts in accordance with a personal code of principles. One of the cornerstones of Ethical behavior- is to extend to all people the same respect and consideration that you expect to receive from others. THE DIFFERENCE BETWEEN MORALS, ETHICS, AND LAWS MORAL’s are one’s personal beliefs about right and wrong while the term ETHICS describes standards or codes of behavior expected of an individual by a group to which an individual belongs. LAW is a system of rules that tell us what we can and cannot do. ETHICS IN THE BUSINESS WORLD Ethics has risen to the top of the business agenda because the risks associated w ith inappropriate behavior have increased, both in their likelihood and in their potential negative impact. Several trends have increased the likelihood of unethical behavior. 1st- greater globalization nd – in today’s necessionary economic climate, organizations are extremely challenge to maintain profits. WHY FOSTERING GOOD BUSINESS ETHICS IS IMPORTANT 1. Gaining the good will of the community. 2. Creating an organization that operates consistently. 3. Fostering good business practices. 4. Protecting the organization and its employees from legal action. 5. Avoiding unfavorable publicity. GAINING THE GOOD WILL OF THE COMMUNITY Although organization exist primarily to earn profits or provide services to customers, they also have some fundamental responsibilities in a formal statement of their company’s principles or beliefs. CREATING AN ORGANIZATION THAT OPERATES CONSISTENTLY Organizations develop and abide by values to create an organizational culture and to define a consistent approach for dealing with the needs of their stakeholders, employees, customers, suppliers and the community. Many companies share the following values: Operate with honesty and integrity Operate according to standards of ethical conduct, in words and action Treat colleagues, customers, and consumers with respect Strive to be the best at what matters most to the organization Value diversity Make decisions based on facts and principles Protecting the Organization and it’s Employees from Legal Action In a 1909 ruling the U. S. Supreme Court established that an employer can be held responsible for the acts of it’s employees even if the employees act in a manner contrary to corporate policy and their employer’s directions. Avoiding Unfavorable Publicity The public reputation of a company strongly influences the value of its stock, how consumer regard it’s product and services, the degree of oversight it receive from the government agencies, and the amount support and cooperation it receives business partners. Fostering Good business practices In many cases, good ethics can mean good business and improved profits. Companies that produce safe and effective products avoid costly recalls and lawsuits. Companies that provide excellent service retain their customers instead of losing them to competitors. Improving Corporate Ethics Only one in four organizations has s well-implemented ethics and compliance program. Characteristics of a successful ethics program; Employees are willing to seek advice about ethics issues Employees feel prepared to handle situation could read to misconduct Employees are for ethical behave Employees feel positively about their company Appointing a Corporate Ethics Officer Provides an organization with vision and leadership in the are of business conduct. Organization send a clear message to employees about the importance of ethics and compliance in their decision about who will be in charge of the effort an to whom that individual will report. Specific responsibilities include; Responsibility for compliance- that is ensuring the ethical procedures are put into place and consistently adhered to throughout the organization. Responsibility to creating and maintaining the ethics culture that the highest level of corporate authority. Responsibility for being a key knowledge and contact person on issues relating to corporate ethics and principles. Ethical Standard set by Board of Directors The board of directors is responsible for the careful and responsible management of an organization. The board fulfills some of it’s responsibilities directly and assign others to various committees. Establishing a Corporate Co de of Ethics A code ethics is a statements that highlights the organization key ethical issues and identifies the overarching values and principles that are important to the organization and its decision making. Example; Intel Conducting Social Audits An organization reviews how well it is meeting its ethical and social responsibility, goals, and communicates its new goal for the upcoming year. Requiring Employees to take Ethics Training Today, most psychologists agree that the ancient Greek philosophers believed that personal conviction about right and wrong behavior could be improved through education. Lawrence Kohlberg, the late Harvard psychologist, found that many factors stimulate person’s moral development, but one of the most areas is education. Creating an Ethical Work Environment Most employees want to perform their jobs successfully and ethically but good employer sometime make bad ethical choices. Including Ethical Consideration in Decision Making Develop a Problem Statement A problem statement is a clear, concise description of the issue that needs to be addressed. One must gather and analyze facts to develop a good problem statement. Seek information and opinions from a variety of people to broaden your frame of reference. Identify Alternatives The stage of decision making, it is ideal to enlist the help of others, including stakeholders to identify several alternatives solutions to the problem. During brainstorming process tries not to be critical of ideas. Evaluate and Choose Alternatives Evaluating based on numerous criteria such as effectiveness at addressing the issue, the extent of risk associated with each alternatives cost, and time implementation. The alternative selected should be ethically and legally defensible: be consistent with the organization’s policies and codes of ethics; take into account the impact on others; and, of course provide a good solution to the problem. Four common approaches to ethical decision making Approach dealing to moral issues : Principles Virtue ethics approach the ethical choice best reflects moral virtues in yourself and in your community. Utilitarian Approach the ethical choice produce the greatest excess of the benefits over harm. Fairness Approach the ethical choice treats everyone the same and shows no favor or discrimination. Common Good Approach the ethical choice advances the common goods. Virtue Ethics Approach The virtue ethics approach to decision making focuses on how you should behave and think about relationship if you are concerned with your daily life I a community. It can also be applied to the business world by equating the virtues of a good businessperson. Utilitarian Approach The utilitarian approach to the ethical decision making states that you should choose the action or the policy that has the best overall consequences for all the people who are directly or indirectly affected. Fairness Approach The fairness approach focuses o how fairly and policies distribute benefits and burdens among all people affected by the decision. Common Good Approach The common good approach to decision making is based on a vision of society as a community whose member work together to achieve a common set of values and goals. Implement Decision Once the alternatives are selected, it should be implemented in an efficient, effective and timely manner. Evaluate the Results Monitor the results to see if the desire effect was achieved, and observed the impact on the organization and the various stakeholders.

Cringe Story Essay Example | Topics and Well Written Essays - 500 words

Cringe Story - Essay Example As I was heading towards the restaurant to grab a cup of coffee I saw someone gazing at me from distance. He had a persona like none other, a very charming and a good looking guy was consistently trying to establish eye contact with me and I was consistently pretending as though I had a decision to make but it was a fairly easy one. I went straight to him and introduced myself; he was taken aback initially but settled down like a duck takes to water. He had a very strong personality and a very impressive one too, he was very good at conversing and this was something I was looking for in my ideal man. I knew this was a match made in heaven and this was certainly not the first time I thought so, fickle minded people get carried away very quickly but deep down I knew he was the one. We had a very interesting conversation about the purpose of our trips, he had come there to attend a wedding and also to catch up with a few other friends while I had also come there for the very same purpose, everything seem to be in accord. I was completely blown away with his charm; he was not like the usual guys I had met earlier. He was something special and the way he carried himself was splendid. We inevitably ended up exchanging numbers and I got a call from him the very same night, we spoke for hours without realizing it, the time just flew past. He was never shy of offering his helping hand when I needed it the most, I remember him bailing me out of trouble many a time. Likewise, I tried to help him as much as I possibly could. We also started going out together more often than not, I got to know him better and he also had several opportunities to know me better. Upon looking back I realize that mundane day was not mundane after all and we were destined to meet on that particular day. Today we have taken our friendship one step forward, we have decided to get engaged and the future

The Columbia History of American Television Assignment

The Columbia History of American Television - Assignment Example The silent generation children grew in complex situations caused by wars and economic hard ups. America suffered the most during the economic crisis in 1929 to 1939 called the great depression. Many American nationals lost their property and possessions starving on the streets as the employment rates reduced by 24 percent being unemployed (Gary 208). Popular culture allows people with different opinions styles to relate and identify homogenously and collectively. It serves a critical role in the society as it unites groups on ideas of acceptable forms of behavior. Popular culture comes from the developments of range activities such as modern music, cyberculture, print, entertainment, advertising, and television. Video and television popular culture influence the advancement of the silent generation Era in different perspectives. The increase of the middle class and urbanization is the foundation of the famous culture leading to the industrial revolution. The baby boomers are the initiators of the generational evolution by their arrival leading to the demands for housing, cars, and roads mostly aged between 47 to 65years. The Generation X years range from 31 to 46 and is an in-between generation consisting of the first-generation dual income families. They experience the impacts of the end of the cold war, the fall of the Communism and the dismantling of the Berlin wall. The development of the MTV and rise of the internet, technology enlightened them to be tech savvy and entrepreneurs. The current generation is the millennial generation with ages from 18 to 30 who have grown in an environment of unrest and increased security after post-September 11 world. Social and political trends promote the age differences in political attitudes and voting choices in the election cycles.