Personal Narrative Essay On Dates - 1416 Words

The clock of fifth period ticks by at an agonizingly slow rate, and I cant help but tap my nails across my desk in anticipation. It begins to feel like time is frozen forever, when finally, the bell sounds. I breathe a sigh of relief and bolt out of the classroom to my bus. â€Å"Pentatonix tour dates are out by now†¦ what if they dont have a show here?† I worry. I hear the thumping of my heart, and my breath is caught in my throat, until finally, I see the tour page; Pentatonix is coming to Columbus, Ohio. Employing all of my strength, I suppress the giddy screech attempting to escape me. Grinning to myself I think, â€Å"I get to see them live! They’ll be right there!† Unfortunately, that optimistically sweet train of thought made an abrupt stop†¦show more content†¦Despite how unsure I am of how things will pan out, I still smile in a sigh of relief- she didn’t say no. My mother soon arrives home, lays down her bags, and enters my room. â€Å"So, this concert is in Columbus?† she asks restrained. â€Å"Yeah, it’s in Columbus.† I reply hesitantly. She turns on her heel and heads to her room giving me an overwhelming amount of sass. I crash onto my bed groaning at how challenging this is going to be. The next day I brought the concert up again to my mom, but this time I approached it with puppy dog eyes and kind gestures. Prior to asking her, I made sure to do all the laundry in my house as well as clean up the downstairs and my room. I catch her after she’s finished exercising and test the waters with my acting skills. â€Å"Hey mom†¦Ã¢â‚¬  I utter carefully â€Å"Yes†¦?† she mocks â€Å"I don’t know if you and dad have talked yet†¦ but I would really love if I could go to the concert. It would mean so much to me, and it may never happen again† I confess She sighs, looking down and then back up, seeing my pitiful gaze and pouty lips and reluctantly answers, â€Å"Okay Hailey, I will try to work something out, but I will need to get your dad on board with this.† My cheeks stretch a mile wide, and I begin to tear up, as I lean in to squeeze my mother in thanks. â€Å"Half the battle is won† I think to myself, a sly smirk playing on my lips. When it comes to my dad I know that I have to have as much information prepared as I can if I plan on getting a yes outShow MoreRelatedGender, Race, Social Class And Relationship Essay1663 Words   |  7 PagesGender, Race, Social Class and Relationship â€Å"How to Date a Browngirl, Blackgirl, Whitegirl, or Halfie† is in the first story collection of Junot Diaz that was published in 1996. Junot Diaz was born in Dominican Republic, he moved to the United States at the age of seven. 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The majority of the information that we have today, describing the earthly ministry of Jesus Christ, is contained in the fourRead MorePersonal Narrative Essay Models 3252 Words   |  14 PagesPersonal Narrative Essay Models Some may not be of high literary quality, but they do show personal transformation and reflection. Others may contain inappropriate subject matter for some communities. However, they can be very useful in encouraging students to write. By choosing a suitable model, demonstrating annotation and applying the steps of the writing process, teachers can help young adults to compose effective personal narrative essays. Begin by allowing the students to review narrative

The role of the IMF in helping poor and debt-troubled countries - 1

Essays on The role of the IMF in helping poor and debt-troubled countries Essay IMF: Buira (22) de that IMF has played a significant role in helping providing financial assistance to poor countries, that experience higher levels of debts, and which face financial and economic instabilities. However, the aid under consideration comes with fresh and extended loans that the country borrowing the money has to meet certain stringent conditions, and pay back the loan. This paper analyzes the role of the IMF in providing financial assistance to poor countries, and why IMF does so. This paper further analyzes the conditions that a country has to meet, for purposes of being eligible for a loan, and the ethical foundations of IMF that it uses to help debt ridden countries. This paper further analyzes whether these loans are helpful to the development of poor countries, and whether there are any undisclosed policies relating to the activities of IMF. This paper has a conclusion, which is a summary of the major points indentified in it. One of the major reasons as to why th e IMF helps poor and debt ridden countries is to help in promoting monetary cooperation amongst the countries operating in the world. In providing assistance to debt ridden countries, IMF aims at establishing a multi-lateral trade system, in the world. IMF hopes that through its funds, it will manage to remove all controls and restrictions on foreign exchange that is imposed by the country under consideration. Furthermore, IMF hopes to provide short term financial assistance to these countries, for purposes of helping them to fight poverty, increase employment, and promote a balanced growth of international trade. The conditions established for being eligible for these loans is referred to as structural adjustment policies. Under these policies, the IMF required countries seeking for loans to liberalize their economies, for purposes of promoting free trade. It is important to understand that the structural adjustment policies began in the 1980s, at this time; most of the third world countries did not have a liberal economy ((Truman, 19). Most of their economies were characterized by a heavy regulation of the government, in almost all the sectors of their economy. The argument by IMF is that a liberal economy would attract foreign investments, and this is useful for the developing countries (Fratianni, 46). This is because foreign investors would provide revenue for the country in terms of taxes, as well as they would reduce levels of unemployment in the country. On this basis, these nations would have sources of revenue that would help them in financing their budgets. Another condition attached to these policies was democratization of the countries under consideration. IMF insisted on democracy, and this is because chances are high that a democratic institution would manage to have institutions that promote good governance. For instance, a democratic institution would have a free and independent judiciary, as well as legislature, which have the capability of providing checks and balances to the activities of the executive (Fratianni, 41). On this basis, chances are high that corruption will be minimized, and money that they lend to the poor countries would be correctly used. Another condition that these states had to meet was the privatization of state owned enterprises. The aim of this requirement was to increase efficiency in the provision of the services that were provided by the state. This was based on the argument that when these services are provided by the private sector, there will be innovation which is an aspect that is useful in increasing the quality of the service as well as the efficiency in the provision of the service under consideration. Another argument is that through privatization, states will have a decreased spending, and hence they will have the capability of using their money in meeting their budget deficits (Truman, 29). Other condition was the enactment of austerity policies. These policies required governments to reduce their spending, and this included in areas such as employment, education, and other social programs. These programs were aimed at helping the borrowing country to achieve a balanced budget. It is important to understand that IMF also has some ethical considerations in using debts, for purposes of helping poor countries that are heavily in-debted (Fratianni, 27). IMF believes that by issuing debts to these countries, they may use the money under consideration for development purposes, which as a result will spur the growth of these countries, enabling them to fight poverty, and improve the welfare of their people. IMF believes that through debts, the institution would be able to recover their money; as a result, the institution would have money to lend to other needy and poor countries. However, it is important to denote that the loans provided by IMF are not useful to debt ridden countries (Truman, 33). This is because of the negative effects associated with the structural adjustments policies. These policies ensure that debt ridden countries are able to cut spending on some crucial areas of the economy, which includes education, health, employment, and even agriculture. This as a result increases poverty, and not development as envisioned by the IMF (Buira, 31). The enactment of structural adjustment policies also allow the entry of multi-national corporations, which are accused of exploiting workers, as well as destroying the environment. Furthermore, these loans advanced only promote the interests of the wealthy states, which provide the major bulk of the loan. These states are France, US A, Britain, Japan, and Germany. IMF further promotes the development of an export-import economy, by insisting that third world countries should give tax breaks, as an incentive to international trade. This is detrimental to the economies of these nations, mainly because they won’t be able to collect enough revenue to facilitate their budget deficits. This therefore leads scholars to believe that IMF and its policy formulators normally have undisclosed agenda regarding the enactment of certain policies. This is also based on the fact that IMF is a very secretive organization, and this is because it only works with a group of selected bankers and finance secretaries who initiate policies without an input from other departments such agriculture, health, etc. IMF has also constantly refused calls to make it accountable for its actions and policies. In conclusion, IMF is an institution that does not serve the interests of developing countries, and poor countries. This is because the institution has been unable to make poor countries, despite advancing them loans. The main reason for this failure is the stringent conditions set up by IMF to the developing countries, which on most occasions are not beneficial to their economies. The austerity policies, privatization, and liberalization of their economies are some of the policies that have made developing countries to be unable to achieve development. Works Cited: Buira, Ariel. Challenges to the World Bank and IMF developing country perspectives. London: Anthem Press, 2003. Print. Buira, Ariel. Reforming the governance of the IMF and the World Bank. Chicago: Anthem Press, 2005. Print. Fratianni, Michele. Sustaining global growth and development G7 and IMF governance. Aldershot, Hants, England: Ashgate, 2003. Print. Truman, Edwin M.. Reforming the IMF for the 21st century. Washington, DC: Institute for International Economics, 2006. Print.

Accounting Software System of Motherboard and More Pty Limited

Question: Discuss about the Systems Documentation and Internal Controls. Answer: Introduction The attacks over the internet has been increasing the in the modern world. This has created a major problem or the business organization in the market. This report deals with Ransom ware attack have caused huge damage to organization. This report depicts accounting software system of Motherboard and More Pty Ltd. There are various challenges faced by the company in market. Some recommendations are provided in report for mitigating with the challenges. Revenue Cycle The revenue system of the company has been essential part. The Motherboard and More Pty Ltd. Company reduces motherboards, graphics cards and microchips in the market. The transportation and delivery of the products are done by the company. The headquarter of company is situated in middle of city and its branches is situated in outskirts of the city. The interface of websites of company has been friendly to users. This has helped in maintaining the customer interaction with the website (Dickinson, 2017). The user and customer have to place an order regarding their needs and requirements over the website. After that, the order is transferred to the warehouse of the company for further evaluation. The packaging of the products us done in the warehouse of the company. The products are transported to the destination after the packaging. The workers in the company delivers the product to the respective customer. The huge amount of orders in the company makes difficult for the workers to keep the track of the products in warehouse. Therefore, this has created an issue in the management of the products in warehouse (Gupta Tripathi, 2017). The inventory system of company is well established to handle these issues. The delivery of the products to the respective customers have satisfied the customer in the market. The satisfaction level of the customers has been high in respect to the company in the market. Identification of threats The threats and risks in the company has been identified by the research department of the company. Following are the risks in company: Internal Control Weaknesses There is no counting for inventory items. Effect of the Weaknesses The products record is not kept correct that have caused loss in the products. Control methods The data and information of products have to be stored and the database or inventory bf the company that helps in maintaining record of products in warehouse. There is a requirement of a close camera I the warehouse that helps in monitoring the warehouse properly. Ransom ware Attack The ransom ware attacks was initiated in the May 2017 causing damage to many companies all over the world. Many data and files were hacked and a ransom was asked for recovering them (Collier, 2017). The hackers used to misuse the data and information of the company and asked for certain amount of ransom to stop misuse of files and information. The underlying ransom was asked US$300. This sum was increased after few hours. The attacks spread from one system to another system with the help of viruses and malwares over the internet (Mohurle Patil, 2017). The security gaps in the protocol of the networks of the companies have helped in the attacks. After the attack, Microsoft declared that they are preparing fundamental patches that helps in mitigating with the viruses. The users used to update the windows frequently that causes obsolete for the other windows version. Most of the users were updating their windows version in order to be safe from the ransom ware attack (Martin, Kinross Hankin, 2017). There are has been many attacks in the hospitals of England. According to a survey, there were $57,000 ransom were collected from 99 countries all over the world. Solutions The severity of the ransom ware attacks has given rise to various solutions to the challenges faced by the business organizations. The best way to remain safe from the ransom ware attack is by installing an antivirus of ransom ware virus (Chinthapalli, 2017). This antivirus helps in preventing the system and network from the ransom ware attack in the business organization. This antivirus helps in locating the information about the place of the attacker. Therefore, the user can back up the data and information on other external devices. Backing up data helps in recovering the lost data and information due to cyber-attacks (Collier, 2017). They used to email various malwares and viruses that causes data breach form the email account if the user. Therefore, blockage of such emails is necessary for remaining safe from the ransom ware attacks. Recommendations It can be recommended that the Motherboard and More Pty Ltd. have to focus on keeping the record of the products in the warehouse. This helps in minimizing the loss of products in the company. A proper database management is required in the company that hekpsn in maintaining the details of the products in the warehouse. The company have to use RFID that helps in digitalizing the product in the warehouse. With the use of the RFID, the workers can keep close look in the products and monitors its location in the warehouse. Thus might help in minimizing the risk of the loss of products in warehouse. Conclusion In conclusion, it is said that the cyber-attacks over organization have caused critical loss to the companies in the market. The loss of financial data and assets have damaged confidentiality of companies in the market. The case study of Motherboard and More Pty Ltd. have focused on challenges faced by company in managing products in warehouse. There are recommendations provided for resolving issues in company. References Chinthapalli, K. (2017). The hackers holding hospitals to ransom.BMJ,357, j2214. Collier, R. (2017). NHS ransomware attack spreads worldwide. Dickinson, D. (2017). Cybersecurity: Going Beyond Protection to Boost Resiliency. Gupta, G., Tripathi, K. (2017). STUDY ON RANSOMWARE ATTACK AND ITS PREVENTION.International Education and Research Journal,3(5). Martin, G., Kinross, J., Hankin, C. (2017). Effective cybersecurity is fundamental to patient safety. Mohurle, S., Patil, M. (2017). A brief study of Wannacry Threat: Ransomware Attack 2017.International Journal,8(5). Sittig, D. F., Singh, H. (2016). A socio-technical approach to preventing, mitigating, and recovering from ransomware attacks.Applied clinical informatics,7(2), 624.

The Nature of Organizational Learning in the Indian Firms

Abstract The main focus of this study is to examine organizational learning and knowledge among Indian companies. The study also pays special attention on the influence of the local culture, customs, traditions and business practices on the organizational learning and knowledge among Indian firms.Advertising We will write a custom report sample on The Nature of Organizational Learning in the Indian Firms specifically for you for only $16.05 $11/page Learn More The study relied mainly on the secondary data and personal experience in collecting and analyzing information relating to organizational learning practices in India and how they are affected by culture and customs. This paper does not investigate the probability of an organizational performance impacting on the learning capacity, which may be possible, and the researcher acknowledges this as a limitation of the study. Future studies carried out on the same subject may explore this further. Introduc tion Indian economy in the in the recent years have seen considerably transformation in its business environment. Since independence, the Indian economy was state controlled until the World Bank and IMF intervened in 1990 that it became a free market economy. A number of reforms have been witnessed in all sectors of its economy including liberalization of its foreign market (Leitch et al. 1996). This study is based on the work of the earlier scholars who explored the nature of organizational learning in the Indian firms, their main features and the challenges these organizations were facing following liberalization of the Indian economy (Budhwar 2003). In the early 90’s, Indian organizations were very closed to competition and were operating in a secure and steady business environment and therefore any learning that was taking place within these organizations was at a singlet loop learning. However, with the liberalization of the Indian economy many organizations started expe riencing myriad challenges of globalization, portfolio management, advancement in technology, introduction of novel systems and professionalism, thus the need to transform into doubled loop learning (Budhwar 2003).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Liberalized Indian economy and the stiff global competition have put a lot of pressure on the Indian firms, thus are making a lot of effort to improve and develop their staff to counter these challenges (Budhwar 2003). Expatriates in India are known to be very knowledgeable and skillful. The Indian Human Resources departments are also in relentless pressure to establish wide scale professional transformation in line with the new technology and the global market. Therefore, drawing of the organization learning of the Indian leadership from the strategic Human Resources perspective is very important in this study (Jakubik 2008). Lite rature Review Cases where organization learning can be a disaster Organization learning can either be beneficial or disastrous to a business entity. Organizations can learn wrong ideas for instance manufacturing products with low demand in the market or making false conclusions. Thus, learning process does not always have t o be beneficial in all cases and scholars should move away from the conception of organization learning as an effective and efficient instrument in achieving organizational productivity (Nidumolu et al. 2001). Counterproductive performance implications of organization learning are also very common. Superstitious form of organization learning takes place when organizations translates certain events as results/outcome of learning process when the reality is that there is no link whatsoever between learning and the results (Hong 2008). In a usual circumstance there several factors that can mutually influence the outcome in an organization. At times people rely on th e historical events that led to success to bring success in the present and in the future. This at many times can cause catastrophe especially in the case where business environment changes so fast. There is also case of competency trap when organizations opt for a substandard technology based on experimental results and keep on using it even when there is superior alternative (Gourlay 2006).Advertising We will write a custom report sample on The Nature of Organizational Learning in the Indian Firms specifically for you for only $16.05 $11/page Learn More Ð ¡onception of organization knowledge To be noted is that in Indian organization, Knowledge is shaped through well connected, constant interaction of two categories of knowledge and that is explicit knowledge and tacit knowledge. Explicit knowledge is the type of knowledge that can be expressed in languages and is objective, while tacit knowledge is the type which is extremely personal and is very di fficult to express and convey (Teece 2007). Examples of tacit knowledge include technical skills represented in day-to-day knowledge of crafts persons and personal skills that characterize individual approach and beliefs. Examples of explicit knowledge are scientific formulas and specifications of product (Enriches Lim 2005). There are four styles of knowledge creation in these organization namely; externalization, internalization, socialization and combination of knowledge. According to Hong (2008), â€Å"externalization is the transformation of tacit knowledge into explicit knowledge while internalization is the conversion of explicit knowledge into a tacit knowledge†. Socialization involves conversion of an individual tacit knowledge into another person’s tacit knowledge, while a combination entails conversion of one’s explicit knowledge into another person’s explicit knowledge (Hong 2008). The transformational process in an organization can well be u nderstood through these knowledge creation processes. Traditional information processing models are giving way to the new models of knowledge creation in organizations. The succession of the four methods of knowledge creation has resulted in an upward spiral of knowledge in some of the Indian organizations and fastens additional knowledge creation at higher level (Jakubik 2008). Indian manufacturing superiority is attributed to their experience-geared, practical methodology of knowledge and this is a big contrast of the language –geared methods used in European nations and US. Experience is analogue type and entails processing of knowledge of vibrant nature; while language geared methodology is static, digital type of knowledge that exhibits a state of affair of a particular object at a specific point in time (Jakubik 2008). The relationship between these two types of knowledge is jointly compensative. Since analogue type of knowledge is mostly tacit and is engrave in an indi vidual thus hard to be expressed and communicated to others. In the social context of the lower labor mobility in India, the development and progression of personal expertise is very important for the buildup of production technology. Most companies in India have become successful by converting analogue, tacit knowledge into digital, explicit knowledge common in most advanced production facilities (Hong 2008).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Learning process Organizational learning in all organizations entails four unified processes and these are discovery, intervention, creation and generalization. Learning process starts with the discovery of gaps between the real and the expected outcomes (Gourlay 2006). Intervention includes identifying the cause of the error and finding the necessary solution to the problem. Production entails implementation of the solutions and generalization entails drawing of appropriate conclusion and using the results in future or the same problem. Learning process assist employees of an organization to use the knowledge they have acquired to transform and enhance the organization. Models of learning in organizations emphasizes on leadership and administration, culture and communication mechanisms. In organizational learning top leadership provides support to the group learning and individual persons (Monika Toyama 2007). Learning in networks Learning networks are mechanisms through which lear ning can be facilitated within an organization. These mechanisms can be specifically valuable in building up formal and informal networks in the organization. Intra organization networks are significant since they improve the chances of securing an individual knowledge and diffusing it across the organization. Informality permits knowledge about complex issues and solutions to be passed extensively in the organization as well as playing an important part in spreading tacit knowledge (Tregaskies 2003). One of the most significant elements of networking in an organization is the organizational structure. Organization structure refers to the well-established model of relationships among different constituents or components within an organization. Organization structure is further split into formal and informal structure. Formal structures are well planed and enable an organization to meet its objective effectively and efficiently. It is through formal structure that decision-making pro cess takes place following the organization’s hierarchy. Informal structure on the other hand confines all relationship patterns that are not openly designed. This structure materializes as a result of complex interaction among employees of an organization. Informal interpersonal networks play a very important role in the learning process in organizations (Pritchard 2000). It also enhances formal structures by offering support to the top leadership, ensuring stable business environment, and acts as effective communication channel. However, the informal networks can also result to the generation of erroneous information or opposition to the transformation desired by the management (Tregaskies et al. 2005). Multinational networks One of the traditional methods used by multinational companies in India to pass knowledge across its branches internationally was through deployment of its staff or expatriates across different countries. Expatriates developed a knowledge warehouse fro m exposure to variety of situations and cultures which benefited these organizations massively. They developed a wide range of ideas and view in their assignments that was drawn by the organization to enhance their competitive advantage (Tregaskies 2003). Besides this, there are several structural mechanisms that were used by these organizations and these are international project teams or task force, steering committees, international informal networks and international boards. These structural devices provided a different learning experience to the traditional method of using expatriates. Use of the local people is specifically useful in helping local workers who are unfamiliar with the goals, technologies and managerial practices of the multinational organization. These devices are also important in developing global innovation since they take into consideration the local factors. The above devices offset the disadvantages of using expatriates (Tregaskies 2003). Whilst benefiting and conveying knowledge from internal interactions and networks can be of substantial advantage, the development of networks with the outsiders is equally important. These external networks provide the Indian organizations with access to skills and knowledge that was not available in their organization. Specifically, network creation with the research and development organs, suppliers, and even the competitors presented the organizations with new expertise and knowledge (Tregaskies et al 2005). Barriers to learning in an organization The most logical discussion of barriers to effective organizational learning was first provided by Olsen and March in 1975. Their list was further expounded by a number of authors including Harsh in 2009. Budhwar (2003) conducted a series of study to establish different barriers of organizational learning in India against the fundamental changes that were taking place. There are four major factors that create interruption in the learning process within Indian organizations and these are individual beliefs, personal actions, managerial action, and environmental response. Interruption linked to individual beliefs and action results when and individual’s role in an organization is restricted and is not able to learn. This is also known as role constrained learning. The other set of individual interruption is experienced when a person modifies their behavior but the effects of these acts on the organizational conduct and action is indistinctness. In this case, individual learning and development of skills ensues but adaptation to the organization’s environment does dot essentially takes place (Pritchard 2000). Another barrier to the learning process in Indian organizations occurs when employees of an organization makes erroneous conclusions in relation to the effects of an organizational actions to the environment. This also called superstitious learning. The other barrier is learning under ambiguity and occurs when rea sons for changes in an organizational environment are unclear or cannot be identified. This also occurs when the connection between environmental response and individual learning is broken up (Teece 2007). Another barrier to the organizational learning in India is the situational learning which refers to the situation where learning occurs but is either forgotten or not documented/ stored for future use and is a very common occurrence in crisis management. In this case learning takes place but does not transform individual mental models and thus have no long-term effect on an individual since leaning specific for a particular situation. In such cases individual benefits from the knowledge in solving immediate problem but does not sustain it to help in solving future reoccurrence of the same problem (Harsh 2009). Fragmented learning is another barrier to the learning process in Indian organizations and takes place when only an individual or a section of individuals within an organiza tion gets to learn but not the whole organization. This kind of barrier is common among the decentralized organizations that lack networking ability to reach all the departments/individuals within an organization. The most common case of this problem arises when each department has experts in a particular subject but the whole organization cannot apply these skills or knowledge (Tregaskies et al. 2005). Another type of barrier to effective learning in Indian organizations is referred to as opportunistic learning. This is in most cases is not considered as a barrier but rather a strategy to evade normal procedures of an organization to partly achieve learning. This occurs when certain clique of individuals in organization want to cut the link between the shared knowledge and organization’s action in order to grab an opportunity that cannot hang around for the entire organization to be transformed or is not desirable for the transformation of the organization (Halal 2006). Meth odology Data collection and analysis The study relied mainly on the secondary data and personal experience in analyzing organizational learning practices in India. The study pays special focus on the influence of the local culture, customs, traditions and business practices on the organizational learning and knowledge among Indian firms. Most the materials used in the study was obtained from the ministry of human resource development and ministry of labor and employment offices in Mumbai. Other materials were acquired from the government library and internet sources. Literature review provided more insight of the industry and expound on the researchers experience within Indian business sector. This chapter encompassed the in-depth discussions of significant subject, which included the limitations of the study. There is a logical presentation of study methods to offer further assistance to emerging and existing researchers. Based on a study by Saunders et al. (2007), the research con sequently progressed from philosophy of the study, approach, strategic applications, study plan, data gathering advancements and substantiation of results. The theoretical framework of this study was based on the causes, effects, and solutions of organizational learning and knowledge in India. Findings Significance of organizational learning among Indian companies Indian market is becoming g increasingly dynamic and has established itself among the world dominant business centers. This can be proven through a variety of available economic indicators. Organizations operating or about to operate in the Indian market have no other option but to embrace organizational learning and knowledge to get familiar with the Indian market and to develop custom products for different markets within the Indian economy (Jakubik 2008). The study found out that there is escalated significance attached to the human resource development (Denton1998). This is proved by the availability of the in-house tr aining and development facilities in many companies within the public sector. In support of the literature reviews, the study also established that top management tend to focus more on the new ideas for change, but disregard the element of organization process, which facilitates the flow of knowledge and information in different units within the organization. The study also showed a significant disparity between the Indian firms and their foreign counterpart in terms of the organizational learning capacity thus supporting the study carried out by Budhwar (2003). The results from the study found out that the private companies in India were swifter in responding to the organizational changes within and without. A number of scholars have shown a lot of influence of the Japanese models of management in Indian companies. From the researchers personal point of view there is a linear relationship between the company’s financial turnover and the organizational learning capacity. This result is partially supported by the study of Dierkes et al. (2001), who suggested a positive correlation between organizational learning practices and the financial performance of the companies. Influence of culture and customs on the learning process From the study, we found out that most Indian companies have effective and durable learning in a centralized and hierarchical organizational structure in addition to the decentralized structure. Organizational culture, structure and leadership forms the most significant drivers of learning and knowledge in Indian organizations. For that reason, any attempt to alter organization structure without adjusting organizational culture plus the leadership style, in most cases result to lack of improvement or acts as obstacle to organizational learning (Dierkes et al. 2001) Among Indian companies, organization culture acts as a sieve for recognizing and comprehending information within these companies. The mental model engraved in these cultu res affects the way employees of these companies perceive transformation in the social, political and technological surrounding that necessitates organization to learn (Jakubik 2008). The mental model in organizational culture dictates value of knowledge and creates the team or individual who is significant holder of knowledge and authentic agent of the learning process. Organizational culture among the Indian companies is often subdivided or distinct between different departments or profession, therefore learning becomes hard to be evenly enforced within a company (Dierkes et al., 2001). The custom in these culture especially those that deals with challenges within an organization also affects the organizational course to learning. For instance, companies that put a lot of limitation or based on dictatorial leadership which punishes employees who deviated from the customs of the organization have found it more difficult to convince their workers to learning process (Dierkes et al., 2001). Conclusion The findings of the study reflect the significance of organization learning and knowledge and its improvement in Indian managers. This study provides authenticity to measuring of the organizational learning capacity in Indian companies. The response from the managers is based on type of ownership and the type of industry with ICT sector and the Multinational companies leading. These two sectors exhibits excellent development and capabilities, however their manager’s feels environmental assessment and conservation should be given a priority. The ICT sector is presently focusing on the level of growth and the advancement of information communication technology, which is the basis for the organizational learning capacity. The public sector and the manufacturing sector in India exhibits an average score when it comes to organizational learning capacity. All the same, the performance of organizations in India and the rest of the world are significantly influence d by the organizational learning capacity. The study finds massive implications for the organizational learning capacity of managers in Indian companies, cased in the context of learning economy following the reforms. This study adds to the theories and practices that have already been carried out. References Budhwar, P. 2003. Employment relations in India. Employee Relations, 25 (2), pp. 132-48. Denton, J. 1998. Organizational Learning and Effectiveness. London, Routledge. Dierkes, M., Antal, A.B., Child, J. Monika, I. 2001. Handbook of organizational  Learning and knowledge. Oxford: Oxford University Press, pp.487-491. Enriches, J.H. Lim, J.S. 2005. Model of organizational knowledge creation and strategic use of information, Journal of the American society for information science and technology, 56(6), pp. 620-629 Gourlay, S. 2006. Conceptualizing knowledge creation: a critique of Monika’s theory,  Journal of Management Studies, 43(7), pp.1415-1436 Halal, W.E. 2006. K nowledge management: how to foster creation and flow. Handbook of business strategy, pp. 297-301 Harsh, O.K. 2009. Three dimensional knowledge management and explicit Knowledge reuse. Journal of Knowledge Management Practice, 10(2), pp.1-10 Hong, J. 2008. Moving cultures and the creation of new Knowledge and dynamic capabilities in emerging markets. Knowledge and Process Management, 15(3), pp. 196-202 Jakubik, M. 2008. Experiencing collaborative knowledge creation processes. The  Learning organization, 15(1), pp. 5-25 Leitch, C., Harrison, R., Burgoyne, J. and Blantern, C. 1996. Learning organizations: the measurement of company performance. Journal of European Industrial Training, 20 (1), pp. 31-44. Monika, I. Toyama, R. 2007. Why Do Firms Differ? The Theory of the Knowledge- Creating Firm, in Ichijo, K., and Nonaka, I. (eds.). Knowledge creation and management. New challenges for managers, pp.13-31. Oxford: Oxford University Press. Nidumolu, S., Subramani, M Aldrich, A. 2001. Situated learning and the situated Knowledge web: exploring the ground beneath knowledge management. Journal of Management Information Systems, 18 (1), pp.115–50. Pritchard, W. 2000. The transnational corporate networks of breakfast cereals in Asia. Environment and Planning, 32, 789–804. Saunders, M., Lewis, P. Thornhill, A. 2007. Research Methods for Business  Students, 4th ed. London: Prentice Hall. Teece, D.J. 2007. Explicating dynamic capabilities: the nature and micro foundations of (sustainable) enterprise performance. Strategic Management Journal, 28(13), pp. 131-135 Tregaskies, O. 2003. Learning networks, power, and legitimacy in multinational subsidiaries. International journal of Human Resources Management, 14, (3), PP. 431-447 Tregaskies, O., Glover, L., and Ferner, A. 2005. International Human Resource Networks. London: CIPD. This report on The Nature of Organizational Learning in the Indian Firms was written and submitted by user Braxton House to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Colored Nails essays

Colored Nails essays Societies Reaction to Both Men and Women Our assignment was simple, paint another person of the opposite sexs fingernails and have them observe the reactions of people around them. There were two subjects in this assignment. Subject One: Female, average height, very outgoing and friendly, loves to have color on her nails. Subject Two: Male, taller than average (63) college student with a semi-pale complexion. Likes to wear t-shirts and jeans and has a very easygoing attitude. Upon completion of this assignment, it was required that we report on the reactions and attitudes of the people that observed the color on the subjects fingernails. The subjects were interviewed at the end of the assignment with the same set of questions. The following are the questions and answers given by each subject. An overall analysis of the assignment will follow the questions and answers given by each subject. Subject One: Female, average height, very outgoing and friendly, loves to have color on her nails. I chose the color purple because it is my favorite. The second time around, I chose burgundy simply because I didnt receive any comments the first time, so I went with something more noticeable. 2. Describe the painting of each others nails. It was strange feelings having a man paint my nails. It felt as if I had stepped out of the normal boundaries of society by having a man paint them. When I normally get them done, I am used to females with some skill and knowledge of the art painting them. With a male painting them, I was unsure what they were going to look like when he was done. I didnt know if there was going to be polish all over my fingers or not. 3. What did you think when you first finished painting and looked at your hands? Wow, for someone who has never done this before, he did a good job. I will actually be able to do everything like normal and not feel embarrassed about how my ...

Making a Doctors Appointment - ESL Dialogue

Making a Doctor's Appointment - ESL Dialogue Read the following dialogue with a partner to learn important vocabulary used for making doctors appointments. Practice this dialogue with a friend to help you feel confident when you next make an appointment in English. Check your understanding with the quiz and review vocabulary.   Role Play: Making a Doctors Appointment Doctors Assistant: Good morning, Doctor Jensens office. How may I help you?Patient: Hello, Id like to make an appointment to see Doctor Jensen, please. Doctors Assistant:  Have you been in to see Doctor Jensen before?Patient: Yes, I have. I had a physical last year. Doctors Assistant:  Fine, what is your name?Patient:  Maria Sanchez. Doctors Assistant:  Thank you, Ms. Sanchez, let me pull up your file... Okay, Ive located your information. Whats the reason for your making an appointment?Patient: I havent been feeling very well lately. Doctors Assistant:  Do you need urgent care?Patient: No, not necessarily, but Id like to see the doctor soon. Doctors Assistant:   Of course, how about next Monday? Theres a slot available at 10 in the morning.Patient: Im afraid Im working at 10. Is there anything available after three? Doctors Assistant:  Let me see. Not on Monday, but we have a three oclock opening next Wednesday. Would you like to come in then?Patient: Yes, next Wednesday at three would be great. Doctors Assistant:   All right, Ill pencil you in for three oclock next Wednesday.Patient: Thank you for your help. Doctors Assistant: Youre welcome. Well see you next week. Goodbye.Patient: Goodbye. Key Making an Appointment Phrases Make an appointment: schedule a time to see the doctorHave you been in before?: used to ask if the patient has seen the doctor beforePhysical (examination:  yearly check-up to see if everything is okay.Pull up a file: find a patients informationNot feeling very well: feel ill or sickUrgent care: similar to an emergency room, but for everyday problemsA slot:  an available time to make an appointmentIs there anything open?:  used to check if there is an available time for an appointmentPencil someone in:  to schedule an appointment True or False? Decide whether the following statements are true or false:   Ms. Sanchez has never seen Doctor Jensen.Ms. Sanchez had a physical examination with Doctor Jensen last year.The doctors assistant already has the file open.Ms. Sanchez is feeling fine these days.Ms. Sanchez needs urgent care.She cant come in for a morning appointment.  Ms. Sanchez schedules an appointment for next week. Answers:   FalseTrueFalseFalseFalseTrueTrue Preparing for your Appointment Once youve made an appointment youll need to make sure youre prepared for your doctors visit. Here is a short overview of what youll need in the United States. Insurance / Medicaid / Medicare Card In the US doctors have medical billing specialists whose job it is to bill the correct insurance provider. There are many insurance providers in the US, so its essential to bring your insurance card. If you are over 65, you probably will need your Medicare card. Cash, Check or Credit/Debit Card to Pay for Co-payment Many insurance companies require a co-payment which represents a small portion of the total bill. Co-payments can be as little as $5 for some medicines, and as much as 20 percent  or more of larger bills. Make sure to check with your insurance provider for much information on co-payments in your individual insurance plan as these vary widely. Bring some form of payment to your appointment to take care of your co-pay. Medication List Its important for your doctor to know which medications you take. Bring a list of all medications that you currently take. Key Vocabulary Medical billing specialist:  (noun) a person who processes charges to insurance companiesInsurance provider:  (noun) company that insurances people for their health care needsMedicare:  (noun) a form of insurance in the US for people over 65Co-payment / co-pay:  (noun) partial payment of your medical billMedication:  (noun) medicine True or False? Co-payments are payments made by the insurance company to the doctor to pay for your medical appointments.Medical billing specialists will help you deal with insurance companies.Everyone in the US can take advantage of Medicare.Its a good idea to bring a list of your medications to a doctors appointment. Answers: False - patients are responsible for co-payments.True - medical billing specialists specialize in working with insurance companies.False - Medicare is national insurance for those over 65.True - its important for your doctor to know which medications you are taking.   If you need English for medical purposes you should know about troubling symptoms  and  joint pain,  as well as  pain that comes and goes.  If you work in a pharmacy, its a good idea to practice talking about  prescriptions.  All medical staff might be faced with a patient who is  feeling queasy  and how to  help  a patient.

Legal implications of adverse utilization review determinations by Essay

Legal implications of adverse utilization review determinations by health insurance companies - Essay Example Adverse utilization review determination is an important consideration in health related issues for the people of the United States of America.Health insurance companies of America deal this issue and help people obtaining their health insurance benefits..It is necessary to add that adverse determination of medical necessity is experimental or investigational in nature. The necessity of health insurance companies as well as the adverse utilization review by them is getting momentum position in the recent days."The Department of Insurance (Department) is required to establish and maintain a process for annual certification of independent review organizations and to maintain a list of certified independent review organizations to be used by HMOs.""The insurance department has certified a number of Independent Review Organizations to conduct the reviews. Again, the department has also filed a proposed interim rule regarding external review which was supposed to be effective immediately (Rogers, 2000)ii".States have undertaken efforts to frame legislative instruments and give them into effect with a view to affording people the benefits of health insurance. The state of Indiana has established and long been maintaining an external grievance procedure for resolving the resolution of grievances regarding adverse utilization review determinations. In 2000, the New Hampshire legislature passed a legislation empowering the establishment of an independent external consumer appeal process to review adverse utilization review determinations which are supposed to.... are needed to be clarified. It will also help in drawing a better assessment on this intended paper. Final adverse determination indicates the meaning that an adverse determination has been upheld by a utilization review agent in regard to the issue of a health care service following a standard appeal, or corresponds to a matter where section 4904 of the insurance law is applicable. More categorically speaking, Adverse determination means a sort of determination by health carrier or its designee utilization review entity which meant a requested admission, availability of care, continuous stay or other health care service, as well as supply of drugs which is covered under the terms of the covered person's health benefit plan. Utilization review includes a set of formal techniques designed to monitor the use of or evaluate the clinical necessity, its effectiveness, health care services, health care procedures etc. Material affiliation means where there is a substantial relationship bet ween physician-patient relationships, partnership relationship or employment relationship. Clinical peer reviewer includes the persons who have deserving competences to conduct their activities in medical profession or equal to those of carriers of health care services. Retrospective adverse utilization means the consideration of the claim of health service when the medical treatment has already been taken and whether the treatment should be on continuous stay. Medical Necessity Undeniably, as the companies as well as the HMOs pay claims based upon the concept of The insurance companies consider the claims if people attempt to get pre-certification where a proposed health treatment is to be taken by the patients or insurer of

Write a response to the article Alone on a Hilltop Essay

Write a response to the article Alone on a Hilltop - Essay Example What exactly hit me about this reading was the relationship between the boy and different symbols of his religion. I have learned a couple of things from this article. First, a person is nothing without a religion because it is the religion, which protects us and guides us to the right direction. Second, every religion has a different set of perspectives, rituals, and beliefs that inspire its followers. This article reminds me of the day of my first school exam when I was feeling really scared. It was totally a new feeling for me and I was feeling very confused. I did not know how the exam would go and what it would be like. At that time, I recalled what my mother had said to me to do if I feel scared during exams. She had told me to close my eyes right before the exams for some seconds, think that God is with you, and feel that you are in the arms of your mother. She said that by doing this all my fear would go away. I did exactly this on the day of exams and surprisingly all my fea r went away and I became ready to do my best in the paper. Summing it up, my personal experience and that of the boy in this article show that the relationship between a person and his/her beliefs and religion is strong enough to get the person out of every difficult

Review Of Herman And Chomsky Essay Example for Free

Review Of Herman And Chomsky Essay The ‘Manufacturing Consent’ of media operations written and applied by Edward Herman and   Noam Chomsky say   that elite mass media are united and interlocked with other institutional sectors in ownership, management and social circles. In democratic societies mass media plays an important role. They respond to public concerns and create awareness to the state policies important events and view points. The fundamental principles of democracy depend upon the notion of a reasonably informed electorate   that reflects   public opinion and respond to public concerns Media is an integral part of the society, media need not be controlled or set to a pattern they work united with other sectors. (European Journal of Communication; 2002, pg.147). Herman and Chomsky’s propaganda model has been named as ‘conspiracy theory’ because of its determined view of media behavior, according to them mass media are instruments of power that mobilize support for special interests that dominate the state and private activity and mass media acts in unison with other sectors, i.e. the academy, to establish, enforce, reinforce and police corporate hegemony. (European Journal of Communication 2002, pg148) .   Herman and Chomsky reject the ‘conspiracy label’ however ‘the Manufacturing Consent’s emphasis is on motives of media behavior, in relation to institutional controls.(Herman and Chomsky ;1988,pg 1-35). The model assumes that media designs should be explained in structural terms. According to Herman and Chomsky there are five major ‘filtering’ mechanisms which structure the news content. The authors admit that propaganda model cannot give every detail of such a complex matter as the working of the national mass media, the model does not assume that news reporters, editors and other workers are instructed or typically compelled to omit some voices and emphasize others, the model outlines circumstances under which media will be comparatively ‘open’ or ‘closed’. As micro-analysis is not the task of the Propaganda Model, it only provides an overview of the system at work, making sense out of a confusing picture by removing the main principles of the system, the basic argument in this context   is that meanings are easily ‘filtered’ by restrictions that are made in the system. The authors argue that meanings are formed at odd levels, as the decisions are understood to be natural and sensible, however the authors do not imply that newsroom workers always make decisions to align themselves with the interests of the dominant elites.(Rai,1995:pg46) Herman and Chomsky write that all news material goes through five inter related filter restrictions. Leaving only cleansed residue fit to be printed.(Herman and Chomsky;1988:pg 3-14). The five filter elements are: (1) the size, concentrated ownership, owner’s wealth, and profit orientation of the dominant mass-media; (2) advertising as the primary income source of the mass media. (3) the reliance of the media on information provided by government, business, and experts funded and approved by the primary sources and agents of power. (Martin and Knight 1997,pg 253-254). (4) Opposition as means of disciplining the media; (5) anti-communism as a national religion and control mechanism.(Herman ,cited in Wintonick and Achbar,1994:pg108). The first filter restriction emphasizes that media are closely interlinked and share common interests with other dominant sectors as corporations, the state, and banks. The dominant media sectors are large firms with large businesses; they are controlled by very wealthy people or by their managers who are subject to sharp restrictions by the owners. The second filter emphasizes that the news production process is highly influenced by advertising values ,most media must sell markets(readers) to buyers(advertisers).This dependency can directly influence media   performance, Chomsky   remarks   that media content reflects the interests of the sellers, the buyers, and the product . Herman contends that the application of the first and second filters of the   propaganda model has greatly influenced the economy the communications industries, and politics went through dramatic changes the two filters ,ownership and advertising have become even more important. The third filter is the news gathering process, the dominant elite provide press releases, copies of speeches, periodicals, photos, and thus government and corporate sources are attractive to media only for economic reasons. The third filter stresses that the opinions by corporate and state sources are adapted to class interest and market force. Herman and Chomsky stress that the nature of the mutual relationship between media and sources directly affect the media performance. The powerful can use personal relationships, threats, rewards, to influence media. The media under obligations may carry untrue stories in order not to offend their close relationship with the sources. The fourth filter, flak, means the state the dominant social institution which has power and resources to force the media to play a propagandistic role in society Herman and Chomsky explain that flak refers to negative responses to media statement, it may involve individuals or independent action, and the authors contend that preferred meanings are structured by dominating official sources, in this way news may be skewed in the desired direction. The fifth filter, the anti-communism has been replaced by ‘otherness’ It’s the idea of scaring people, creating fear, hatred, and discontent aroused by social and economic conditions, to prevent them from realizing to what is really happening to them.(Chomsky 1998: pg48).The authors maintain that media shapes public opinion by controlling how ideas are presented; the five filters curb the flow of the news as it passes through its gates and can easily limit what can be big news. Herman and Chomsky state that these five filter constraints are the essentials of propaganda model, the members of the power elite try to shape the beliefs and attitudes and opinions of the people through the media, free and open discussions are part of the process but leaders utilize deceit and violence to combat individuals and institutions as the public does not agree with the opinion of the power elite. The world politics has seen radical changes since the demise of communism in the former Soviet Union as mentioned in the Manufacturing Consent. The fifth filter is termed ‘the dominant ideology ’through out this book, however,   anti –communism   has been emphasized as the ideological elements that are most important in terms of discipline and control mechanisms. The Manufacturing Consent, gives a vague description of the fifth filter its ideology helps to mobilize people against an enemy it can be used against any policies that threaten property interests or support the communist states and radicalism, the model presumes that media performance is understood as the outcome of market forces, the dominant media are deeply and firmly imbedded in the market system, the main information sources ,the media depends on   are the government and major business firms. Herman and Chomsky view media as dominant ideological apparatus same   as mentioned in the thesis by William Domhoff in his book ,The Powers That Be: Processes of Ruling Class Domination in America. (Domhoff 1979,pg 169). Domhoff contends that the   four basic processes through which the ruling class ‘rules’ are (1)the special interest process;(2)policy formation process;(3)candidate selection; and(4)the ideological process, the Herman and Chomsky’s theory is the mirror of Domhoff’s theory of ideological apparatus for dominant elites.(Domhoff;1979,179-183). The Canadian sociologist Wallace Clement writes about the ruling class of Canada, he states through observation that the ruling elite have remained consistent over the past century. The institutional links within Canada are at elite level, ownership of capital is highly concentrated.(Canadian Corporate Elite;1975). Another Canadian sociologist Patricia Marchak (1988;pg122),stresses that the main question is under what conditions the state would be obliged to act only with reference to the interests of the capital. When such conditions are obtained universally, and when they do, the validity of Propaganda Model is likely to increase.(Patricia Marchak;1988,pg34). Herman and Chomsky do not claim that media acts only to circulate propaganda. The Propaganda Model   Ã‚  describes ‘the forces that cause the mass media to play a propaganda role’ they also argue that media not only serve the political and economic interests of dominant elite but also of the state. The authors admit that the propaganda model does not explain everything in every context it deals with the patterns of media behavior and performance. The elite media decides what topics, issues, and events that are to be considered ‘news worthy’ by the lower-tier media and establish the general discourse, they determine, they select,   they shape,   they control, they restrict in order   to serve the dominant elite groups in the society. This system is at odds with reality as the powerful are able to decide what the general public is allowed to see, hear, think and create public opinion by regular control. Individual powerlessness grows in the face of globalizing market; support organizations as the labor unions are weakened .In the final pages of Manufacturing Consent Herman and Chomsky acknowledge that the system is not all powerful, the domination of media by government and the elite have not overcome Vietnam syndrome and public hostility to direct US involvement in destabilization and over throw of foreign governments.   Herman and Chomsky took the phrase ‘manufacturing consent’ from the influential American journalist Walter Lippman who advocated consent engineering. He said common good should be managed by small specialized class. The creation of consent is not a new art, it was supposed to have died out with the birth of democracy but it is very much alive, it is now based on analysis rather than on rule of thumb. The engineering of consent is the essence of democratic process, (Bernays; 1947, cited in Wintonick and Achbar, 1994; pg41). the freedom of speech, press, petition, and assembly; the freedoms to make the engineering of consent possible are the most cherished guarantees of the Constitution of the United States.(Lippman, cited inRai,1995;pg23).   John Jay was the first chief justice of the Supreme Court he said ‘those who own the country ought to govern it’ in other words it is necessary to ensure that those who own the country are happy or else all will suffer, for they control investment and determine what is produced and distributed and what benefits will trickle down to those who rent themselves to the owners when the y can. The propaganda model contends that media content is organized to manufacture consent and to prevent opposition media content serves political ends the media makes choices that establish and define ‘worthy’ and ‘unworthy’ causes. The news coverage devoted to government(state)policy in general(foreign and domestic) by the elite to generate audience interest and sympathy in some stories while directing attention away from other stories Media take close interest in the Third World and their interconnections with the   government.(Herman and Chomsky,1988;pg13-14). The authors write that media treats victims of oppression and state terrorism differently, depending on the perpetrators. The ‘unworthy victims’ (victims of oppression and /or state terrorism perpetrated by us (Canada, the US and the other capitalist democracies), and ‘worthy victims’ (victims of oppression and/or state terrorism perpetrated by official enemy states).Different treatment is observed in sourcing and evaluating stories, full swing investigation in search of villain and of high officials, to humane treatment more prominent coverage. In case of ‘unworthy victims’ of enemy crimes, allegations are simply invented they have to rely on official US. sources unless they prove it wrong in which case they are avoided(Cambodia under Pol Pot is a case in point).It predicts that the victims of state terrorism/violence that is perpetuated by the democracies or client states will be given treatment that can be seen to serve political ends (Chomsky, 1988; pg34). The writers as moral agents are trying to bring the truth about matters of human significance to an audience that can do something about them. My personal view is that citizens of democratic societies should take a definite course of self- defense to protect their rights with the help of radio and television, advertising and public relations to safe guard their rights from being manipulated. The Independent mind must be allowed to develop and grow in a free society it is a difficult task as in today’s free society, consent is manipulation of public opinion. I do agree with the writers, in my view the young minds should separate themselves from the official manipulative system. Thus the writers are invested with a moral responsibility to tell the truth, it is a very difficult task to perform today even in our free society. Works Cited Clement, W. (1975) Canadian Corporate Elite: Analysis of Economic Power. Toronto: McClelland and Stewart. Domhoff, William G. (1979) The Powers That Be: Processes of Ruling Class Domination in America. New York: Vintage Books. European Journal of Communication (2002) SAGE Publications (London, Thousand Oaks, CA and New Delhi), Vol 17(2): 147–182. [0267–3231(200206)17:2; 147–182; 023691] Martin, Michele with Graham Knight (1997) Communication and Mass Media: Culture, Domination and Opposition. Toronto: Prentice-Hall. Wintonick, Peter and Mark Achbar (1994) Manufacturing Consent: Noam Chomsky and the Media. Montreal: Black Rose.

Point of view Tell-Tale Heart Essay -- essays research papers

Essay #1: â€Å"Tell Tale Heart†. Poe writes â€Å"The Tell Tale Heart† from the perspective of the murderer of the old man. When an author creates a situation where the central character tells his own account, the overall impact of the story is heightened. The narrator, in this story, adds to the overall effect of horror by continually stressing to the reader that he or she is not mad, and tries to convince us of that fact by how carefully this brutal crime was planned and executed. The point of view helps communicate that the theme is madness to the audience because from the beginning the narrator uses repetition, onomatopoeias, similes, hyperboles, metaphors and irony. "True!--nervous--very, very dreadfully nervous I had been and am; but why will you say that I am mad? The disease had sharpened my senses--not destroyed--not dulled them. Above all was the sense of hearing acute. I heard all things in the heavens and in the earth. I heard many things in hell. How, then, am I mad?" "...Now this is the point. You fancy me mad. Madmen know nothing. But you should have seen me.† As you can see this man is clearly mad, because this story is told in the first person it helps you understand the character even better, because we are seeing what exactly is happening to him moment by moment. It helps us understand what is going on in his head because we are getting to know him through out the story. The repetition in this story is phenomenal. He uses is constantly adding to the... Point of view "Tell-Tale Heart" Essay -- essays research papers Essay #1: â€Å"Tell Tale Heart†. Poe writes â€Å"The Tell Tale Heart† from the perspective of the murderer of the old man. When an author creates a situation where the central character tells his own account, the overall impact of the story is heightened. The narrator, in this story, adds to the overall effect of horror by continually stressing to the reader that he or she is not mad, and tries to convince us of that fact by how carefully this brutal crime was planned and executed. The point of view helps communicate that the theme is madness to the audience because from the beginning the narrator uses repetition, onomatopoeias, similes, hyperboles, metaphors and irony. "True!--nervous--very, very dreadfully nervous I had been and am; but why will you say that I am mad? The disease had sharpened my senses--not destroyed--not dulled them. Above all was the sense of hearing acute. I heard all things in the heavens and in the earth. I heard many things in hell. How, then, am I mad?" "...Now this is the point. You fancy me mad. Madmen know nothing. But you should have seen me.† As you can see this man is clearly mad, because this story is told in the first person it helps you understand the character even better, because we are seeing what exactly is happening to him moment by moment. It helps us understand what is going on in his head because we are getting to know him through out the story. The repetition in this story is phenomenal. He uses is constantly adding to the...

This Boy’s Life by Tobias Wolff Essay

ii. ‘This Boy’s Life is not only about hardship; it is also about determination and resourcefulness.’ Discuss. Wolff’s memoir This Boy’s Life positions its readers to question the ability of Tobias and his mother to ‘change [their] luck’. In the midst of the post-war conservative backlash the pair are caged by societal norms that prevent them from acheiving their ‘dreams of transformation.’ Furthermore, Tobias’ impracticality and sense of entitlement lead him to reject opportunities. Despite this, the memoir ends on an optimistic note. The reader closes the novel with the belief that the lessons the pair have learned throughout their journey may offer them a chance to improve their lives. The societal norms and expectations of the 1950’s post-war America inhibit Tobias and his mother’s ability to transform their lives. Toby’s sense of self worth is completely broken by his inability to meet the era’s stereotypes of masculinity. The notion that he ‘could not break down [his] sense of being at fault to its components’ who he is reveals his inability to reconcile his identity with social expectations. Wolff juxtaposes Toby’s ‘natural’ desire to ‘seek status’ with his complete and total discomfort with this own self. The contrast between the pacifistic and loving young boy who cries at a squirrel’s funeral and the gun-toting, rebellious teenager is a stark one. It reveals the overpowering need that Toby feels to conform. The memoir reveals that way in which Tobias’ need to fit in prevents him from pursuing success. Rather than ‘change [his] luck, as he initially intended, Tobias camouflages himself in the safety of social norms and joins the army. His choice to return to the ‘clear life of uniforms, ranks and weapons’ cements his future. He decides to commit to leading an average life through conformity rather than stay true to his i dentity and pursue his  dreams of ‘status’ and wealth. Rosemary is similarly trapped by societal customs. Post-war America designates her one position in life: the role of a housewife and mother. This convention cages her, despite her attempts to escape it. The memoir emphasises the perpetual cycle of abuse that Rosemary and her son are subjected to. The opening line of the text, ‘Our car boiled over again.’, demonstrates the repetitive and fruitless nature of Rosemary’s attempts to transform her life. The inability of the 1950’s women to escape from abuse is a prevalent element of the text. It reveals the way in which such situations were treated as normal and largely ignored. The ‘strangeness’ of the cycle of abuse and oppression ‘over the years became normal’ to both Tobias and his mother. Eventually, despite her efforts to ‘run from [men she] was afraid of, Rosemary is unable to escape the pervasive violence in her life. Both she and Tobias adopt the same view of the abuse as the rest of the society does. They opt to ignore it and turn a blind eye ‘languidly [convincing themselves] that the strange noises came from cats.’ Thus, societal expectations prevent Rosemary and Tobias from acheiving their ‘dreams of transformation.’ It is not social norms alone that hinder the pair’s progress in society. Toby’s impractical and idealistic nature also damage his chances of success. He feels a sense of entitlement that prevents him from working hard to improve his circumstances. Toby manages to lie and manipulate his way into a good school, Hill, but does not put any effort to secure his future there. Instead, he considers it his ‘desire and [his] right’ to be a part of this ‘great world.’ Even the prospect of being expelled due to failing classes does not spur him into action. He simply ‘pray[s] like a moslem’ that he will be allowed to stay. In a similar manner, he also wastes opportunities to escape granted by Mr Bolger who offers him a refuge from Dwight’s abusive household. He is ‘welcomed’ by the family, yet he does nothi ng to repay their kindness. The troubles he causes them though his actions are forgivable, but his price and inability to take responsibility for his own wrongdoings destroy his chances of remaining in his adoptive home. Tobias refuses to apologise for siphoning fuel out of the neighbours’ trucks. This ‘brings shame’ on him and incites resentment from the Bolgers who have offered him a chance to change his future. Rather than take responsibility for his actions he ‘le[aves] a dummy in [his] place to look sorry†¦but [he  is] nowhere in the neighbourhood.’ This facÃŒ §ade of regret ultimately prevents him from finding a new home. Wolff’s memoir, however, closes on an optimistic note. Toby is once again on the road, ‘posed for flight’, and journeying toward a brighter future. The passage is reminiscent of the opening of the text. The difference, however, is that this time Tobias is equipped with the resilience, resourcefulness and determination that he has gained from his troubled childhood. The final lines of the memoir are full of hope as Tobias shouts ‘hymns’ at the ‘top of [his] lungs’ and drives along the road to an uncertain but optimistic future. This causes the reader to question whether his dreams of transformation have truly been ‘saved’, or whether Toby is simply filled with the same naivety that he possessed at the beginning of the memoir. The pervasive idea of ‘transformation’ and ‘chang[ing] luck’ in Wolff’s This Boy’s Life are hindered by multiple obstacles. Social norms and Toby’s personal attributes prevent the pair from transforming their lives in the memoir. The reader is left with an overwhelming sense of optimism, however though which Tobias Wolff suggests that these ‘dreams’ may eventually be realised.

Behavioral change

Managers sometimes fail to promote values involving people and teamwork in the workplace. This condition occurs because managers are afraid being disliked by their employees, do not care about their organizations’ credibility and vitality, or perform their work simply out of obligation or for a paycheck.In addition, organizations are not successful in holding their managers accountable for living such values. The failure to uphold people values and teamwork invite organization’s cynicism, undermine credibility, and sap an organization of its vitality.Thus, organizations should consider advocating for behavioral change so that managers become more accountable for living the values involving people and teamwork. Introduction As one of the assignments to be completed in the first class in organizational behavior, a course project was initiated to find some answers to the questions why managers fail to promote the values involving people and teamwork and why organizations a re not successful in holding their managers accountable for living such values.The new economy of the twenty-first century requires organizations to adapt to changing conditions, and therefore, organizations should consider making their managers accountable for living such values. The methodology used for completing this project was brief. It included reading and understanding the contents cited in articles, books and other medium that are relevant to behavioral changes, organizational behavior, and leadership and management. The results of the understanding of the relevant contents were documented.Such contents included the answers why managers fail to promote the people values and teamwork and why organizations are not successful in holding their managers accountable for living such values. The causes and conclusions for such failures and the recommendations addressing the causes were also documented. Results Managers usually advocate values involving people and teamwork, but some times exempt themselves from their practice. Some organizations’ biggest disappointment is their failure to adopt these general values or people values as noted in a research that involved thousands of participants at more than 30 large companies.The employees rated their managers’ ability to effectively deal with individuals whose behavior undermines teamwork. The results of the rating showed that the employees rated their managers last among 92 elements of effective leadership. In that research, the researchers asked qualitative questions such as asking the employees to describe the difference between the values the managers preach and the values they live. Most of the employees’ common responses included stories of the company’s failure to deal with leaders who do not live the people values.It is rather hard for the managers to realize their own challenge of the changing their employees’ behavior. It is so hard for managers to change their emplo yees’ behavior because the managers sometimes feel that they are human and can also fall into mistakes anytime during their life. Hence they want to be loved by their employees who also at times grade them in a performance based work place. The managers sometimes feel that it would be hard if they talked to their employees about the employees’ lack of coordination and the spirit of teamwork that is missing from them.They fear that by confronting their employees, it will break loose their working relationship and this might lead to performance problems. A perfect leader though is one who leads by example and is followed by the people who he is leading. They should be more respected and no one should fear them because they help change the people’s bad behavior. In addition to that, managers understand the mission and vision of the organization; they do not care about living the people values and teamwork necessary to uplift their own standards.What they care about is to come to work simply out of obligation and the monetary gains. People in most cases spend their one third of their lives working in different work places. While for majority of the people who work, work offers them an opportunity to get finance necessary to uplift their living standards. While to others, by working, they develop and make the world a better place than they found it. The managers who started to work afresh from college and are on job orientation, their work gives them the money as a required necessity for their upkeep.They focus on the working their whole lives for the purposes of getting the required money for good sustainability. They depend on their work more than satisfying the need of attaining the required performance in any given work. They are not and will never be workaholics but will indeed give them time to attend to their normal work. The managers see work as something that will reward them and make them richer than is the case. Besides all this, the y again receive more rewards and then continuously seek compensation for any little work that they do.Hence they make work look like it is an exchange of their efforts with the money or the rewards they normally get from the organisation. Most managers believe that, their identities are to support their own families and helping with other issues like ensuring their own children are in school and the like. So they end up believing that they are working and their work is a job that requires their knowledge and the general input of the required information into work. They are less likely to se their needs as a societal issue but only see it as something that will reward them.Therefore, managers at job orientation cares so much for their upkeep, to ensure that their gas is filled and billed but gives little care to those employees who need promotions for their work. The managers need to work to provide the organization with the required knowledge and the productive results that at last will be a credit to their organization. Or don’t managers care because they do not know what to do? Bill Gates had this to say to the many Harvard students graduates on June 7, 2007; that ‘often we don’t do anything about inequities and problems we see in the world, not because we don’t care but because we don’t know what to do’.So turning these studies the students have achieved into meaningful and the desired impact it has on the society, should be the major concern for these graduating students. Further, we can also blame the organizations that do not promote coaching for behavioral change. Due to their lack of coaching for behavioral change, some organizations were not successful to hold managers accountable for living the people values and teamwork. Organizations need to coach for behavioral change. A manager that can be coached for behavioral change can make him/her a more credible leader.Leaders with credible results can help those wit h the essential habit in order to develop into meaningful, personal and the organizational development and success. If the manager delivers his/her promises including measuring employees on their behaviors and attributes, then that manager values and cements the bonds of leadership with employees. Behavioral coaching is simple, however, it is not easy to implement. Managers may have difficulty giving and receiving honest feedback and making the time for genuine dialogue.But, if organizations are serious about their espoused values, shouldn’t they ensure that their managers demonstrate the behaviors the organizations promote. If the policy if the organization is to change the managers way of adopting to different and varied values of their workers, then the organizations have to change the behavior of the managers at work. And again if the organizations have to change the managers way of thinking, it has to first change the principles it has and their way of thinking. For litt le behavioral change, there is an excellent overall change of the drive and the means of change.The organizations need to examine the vision before making any preference to what they want their people to achieve. They need to effect their changes by looking at the employees and specifically exploring the required changes and finally effecting the changes where necessary. The managers need to determine the foundations of the behavioral changes before offering to fix the required changes. Then once they have specifically noted the behaviors to be changed, they can then change those behaviors and indeed this will affect the whole change required in the organization.The managers of any organizations and the organization itself need to be very specific and observe the effects before any good behavior change can take place. They should let people choose their behaviors basing on what hey think might happen to them as result of the lack of the behavior change. Again when resistance is obse rved to any problems, the issue of verbal persuasion rarely works but rather it is an attack to the aggrieved individual. People might not want to give up on whatever they like or they derive pleasure on. They want something that can categorically turn their weakness to something else.The managers need to come up with innovative different ways of solving the whole issue and creating their own personal experiences. They need to work on behavioral change with the nothing but rather leave this world to change these individuals on their unwelcome ways. As told, the actual real life will change them through the hard hitting life experiences. The stories create an atmosphere that is well understood to change the people views and the world. This is because; stories help individuals transport them towards a social and good listener who is applying different rules for the logical analysis and the criticism to the story itself.Further again, managers may want to consider moving towards findin g the required basics to colleagues who can tutor him or her on the couching available for the situation that demands the task. This is not mystery but it requires an individual who is disciplined and can act with the required integrity and commitment necessary for the behavioral science expertise. Simply by sitting down with the person you are coaching and analyzing the perceptions of his or her colleagues, you will be able to change your relationship with that person. And the person will change too.And when people improve, their self-confidence goes up. They keep doing what works, and they keep getting better. Conclusions Managers should promote use of people friendly procedures and the values for the benefit of the organization. The managers need to change their behaviors in order to assist the management of the organization well so far. The managers of this world today can be successful change leaders if they have the capacity to be flexible and the change and cope with the spec ific needs of an environment within an organization.They should be caregivers and should not fear any employee and the offering of the required services of couching their employees. The managers who must effective leaders care about the employees who come up with contributions that can assist in the accomplishment of the goals of the organizations and teams available within their regions. The managers and or leaders who are effective should not be afraid in providing the required feedback to employees and making them feel appreciated and they should not care so much about their salaries.The values involving people, teamwork and the coexistence can help improve their production and performance and also improve their organization’s ability and responsibility. They should be very careful with managers and hold their managers accountable for any thing that goes wrong within the organization. The one approach to holding them accountable for all the assets and resources within the organization is by coaching them for behavioral change. Coaching should be able to enlighten the society and make the world know and be a better.Since coaching is the best option that could help any struggling company to come to terms with the reality on the ground. Therefore, the management should be very lenient to those who perform according to the well being of the organization. The organization again should help those people who need the couching so as to uplift their morale and the desire to grow through proper development mechanisms that will also help the firm or the organization realize it potential and the growth necessary for its survival and existence.In order to achieve the good results and to boost the morale of every employee and make them realize that they can too achieve anything they set their minds to achieve. The coaches should only help those employees who need their help. Recommendation The organization must select leader who will bring them the desired values and not those who doesn’t have a vision, values and the esteem necessary for the growth of the organisation. Otherwise these individuals might bring the good and the shadow side of the organization to a halt.The business groups should be less so ensure accountability based on the relationships and if the groups are allowed to larger, they make the process to be crippled. The supervisors should be people who have the talents and the capacity to effect the required change. They need to be experts to manage the change and the behaviors necessary for the good growth. hey require leader to involve the supervisors and coach them to produce the good results. Then let the employees have the goals and the desire to effectively establish their visions within the organization.They need to measure how employees live their lives and the help them change anything they need in order to increase performance. They again should have a direct and performance based work that involves the recogni tion of the efforts put in fir the success of the company or organization. There need to be reward schemes capable of rewarding the best amongst them and ensuring that the supervisors and other employees have laid bare their different issues associated to work.There also need to be leaders who need to be aligned with their employees in order to permit maximum utility of the available resources. There need to be issues to deal with the conflicts directly when to happen and these shows the maturity in the leaders. The leaders should be able to teach the accountability to their employees and ensure that the work is done their satisfaction. And finally, the leaders who do not perform should be left out and only work with the leaders that can produce the excellent results.The results could be seen during the evaluation of the value of the organization and or the firm. In addition to this, if they were dealing with people who have the will, the drive and capacity to change their behavior and operate in an environment that allows them the chance and the opportunity to change and work for an organization that is growing towards an efficient way and headed in the right direction. The management should identify the characteristics and the attributes of manager that is undergoing the cauching.These should not be from scratch but rather should have the necessary knowledge as noted on the Kouzes ( ). The once you have developed the leadership in him or her, it makes the manager to be characterized as an important person who understands the work and the philosophical ways of working and ensures that, he got all the requirement so of the perfect or is it the good manager?. This will in turn boost the process and develop the commitment. There should be systems to determine the good and meaningful feedback that is the core of any growing business.The key people here may include the peers and the customers and also many others. Balanced workforce that does not require or bring challenges to the managers should be put in place to make the work easier for the manager. Always collect feedback from the employees often in the written forms. This helps the managers be well versed with the problems the employees are facing. There needs to be data analysis using the appropriate techniques and the also need to talk to the manager and find out the reason why their employees do not want them to react to their information.There again need to be action plan that will help them analyze and help them also implement the desired goals. This boosts their morale and knows what to do. There lastly need to be a response from the managers to the stakeholders. Then develop a program that goes on and on and that it requires the regular follow up to see how they are doing and also there performance. The results need to be reviewed and the procedure to start over again. Behavioral coaching is an important aspect that can improve behavior though it cannot solve the problems such as the performance problems.Coaches need to plan their work and ensure that the customer is qualified because they have very limited amount if time to invest in their own customers for good returns on their investment. They have a very limited amount of time therefore they only invest their time where they will get a good return on investment. Behavioral changes or rather couching will only work if the manager is willing to adopt the necessary changes. Behavoir changes do not help if the company has already fired the employee or the manager. The person may lack the necessary skills and the intelligence information to undertake the job.Hence that person is written off and it may not be necessary to couch him or her. If the organization has the wrong mission, it will be hard to effect such behavior changes because these changes are how get there process but not where to go process. Therefore,if the organization is headed towards the wrong mission, there is little the process can bring t o the desired level of couching. Annotated Bibliography Gates, B. (2007, June 7). Leadership. Harvard University press. Rollnick, S, Mason, P &butler, C (1999). Health sciences behavior change. Philadelphia.USA Sundel, M (2005). Behavior change in human. California. USA Goldsmith, M. , Govindaharan, V. , Kaye, B. , & Vicere, A. (2003). The Many Facets of Patterson, K. , Grenny, J. , Maxfield, D. , McMillan, R. , & Switzler, A. (2007). Influencer: Canada Goldsmith, G (2000). Coaching for leadership. SanFrancsicle. USA Skiffington, S (2003). Behavioral coaching. Newyork. USA Peltier, B (2004). The psychology of executive coaching. Washington. USA. Crane, T (2001). The heart of coaching. Canada. Whitmore, J (2000). Couching for performance. Washington. USA.