Enron and its Shortcomings Essay -- essays research papers

Enron’s by and large strategic policies are not moral. One business practice of Enron that I think represents a moral issue is their mentality towards its workers. They make a profoundly serious and an outcome arranged business air. They utilized a framework where they would rank workers each a large portion of a year and fire representatives who positioned on the last 1/5 of the scores. This sort of disposition where possibly results matter and on the off chance that you don’t produce anything great you will get terminated will just damage the organization. This advances untrustworthy conduct and completing what should be to get acceptable outcomes regardless and in the event that you do well you will get large rewards. This methodology towards Enron’s workers didn't have generally excellent utilitarian thinking. This doesn’t help representatives spirit and mental fulfillment. The expense of this sort of approach was extremely low on the grounds that in a ctuality you will get rid of the loafers yet the outcomes Enron had where workers hesitant to address dishonest circumstances in Enron in dread of their employments.      Another area of Enron’s business practice that is certainly not moral is their bookkeeping strategies. In a specialized angle their bookkeeping strategies were fine, yet this was simply because of an escape clause. Andrew S. Fastow was portrayed as a money related virtuoso on account of these escape clauses that he realized how to exploit. A portion of these things that he, and Enron, had the option to exploit were the arrangements of particular reason elements. They would arrangement these unique reason substances and have either their companions or workers to put resources into these specific reason elements so that Enron my state that their obligations and liabilities are in reality under the particular reason elements and not of Enron. This made it look like Enron didn’t have as much obligation as it ought to have had. A second practice in the bookkeeping techniques that were not moral was their control of their income. What they did was to make either their income more or blowing up their stock. They would ensure that any potential arrangements that could bring in cash later on they recorded in the books in the present, which is certainly not a decent bookkeeping practice. Additionally they utilized trick trades with different organizations that would purchase items and administrations with one another to make it appear as though they where making deals and cash, when in certainty that everything they did was exchange a few resources and composed a sale.... ...d of the day. Enron’s legitimate obligation was low while their monetary duty was moderately high. They needed to bring in cash yet they where doing it the unlawful way, and due to this their social duty was simply horrible. Toward the finish of the organization regardless of what was done all the illicit activities were getting up to speed to them and this appeared to the world how reckless Enron was. They were not socially dependable to any of their partner. The stocks fell and their organization went into chapter 11, numerous individuals lost cash. Workers lost their positions and life profit, and on the grounds that Enron was a gigantic organization the finish of Enron had a wave influence. Every single other organization that worked with Enron lost business and they may have needed to reduce costs. Clients lost since they didn’t have the administrations of Enron, an organization that manages power, water, broadband, mash, paper, and wood. Loan bosses needed to discount heaps of awful obligation in light of the fact that Enron would not have the option to take care of it. Organizations should adopt a gander at Enron’s strategy to business and discover that you have to dependably adjust every one of the three obligations of business to have a fruitful business in today’s world.

John Deere and Complex Parts

Qualities of the AEP: (Q1. , p. 109) †Evaluation is completed by Deere staff from various divisions, for example, gracefully the executives, activities, quality designing etc†¦ This makes the evealuation increasingly straightforward and exhaustive since the assessments of assorted work force from various offices are considered †Suppliers were assessed in five key territories, hence making the assessment comprehensive †The utilization of the frequency rating is a creative way to deal with measure the provider's attention on quality, cost etc†¦ The cost, frequency and specialized appraisals are accord composite appraisals, which quantifies an assortment of basic perspectives, as opposed to give a short diagram. †Suppliers were arranged into 4, making it simple to distinguish where every provider remained with respect to others †The yearly amendment of execution level shorts is another quality of the AEP. Intermittent updates ensure that the appraisals reflect current changes. The provider execution outline furnished each quarter gives providers every relevant datum identified with their characterization †Training and acknowledgment are just furnished to providers with high appraisals, along these lines going about as a motivator to providers with low evaluations to make up for lost time. Shortcomings of the AEP: †The most fragile classification will in general slant the general assessment, which would neutralize providers offering steady assistance with minor glitches. These glitches will in general be intensified in the rating †Training isn't given to contingent providers, which is counter gainful. A preparation program for such providers is probably going to improve execution †The conveyance and quality appraisals are not composite evaluations. Separating these evaluations into singular parts would give greater clearness. For instance, the conveyance rating makes no notice of the level recently, early or over conveyances. Other Criteria to be incorporated: (Chapter 3, page 66) Total expense of Ownership including cost of uncommon taking care of, cost of imperfections, revamp etc†¦ ought to be remembered for the AEP †The budgetary quality of the provider ought to be incorporated, perhaps as a FICO score †Responsiveness and flexibilty estimated by responsiveness to clients, exactness of record keeping, changes in conveyance plans, responsiveness to changing circumstances etc†¦ ought to be incorporated Performance in th e course of the most recent year: (q. 2, p 109) Complex parts has not performed enough in the course of the most recent year. I state this on account of the accompanying reasons: †Certain mentioned value cites had not arrived at Deere on schedule. †Suggestions for cost decrease and disposal of intermittent issues were not pending †Increasing number of conveyances must be sped up, which cost Deere †Complex parts conveyance rating in the last quarter had hit a terrible 155,000-the degree of a contingent provider †Complex parts had not executed the Deere quality arrangement at its new office †Parts provided for new item programs had not met Deere's cost targets, in this way diminishing benefit In spite of the fact that Complex parts became ISO guaranteed, disguised the Deere Quality arrangement components, gave gainful proposals through its R&D division and had been proactive in its business approach, the above inadequacies overpower the positive angles. Consequently, Complex parts has not performed enough over the previous year. Characterization: without satisfactory information, it is hard to dole out an order to Complex parts. In the course of the last quarter, Complex parts' conveyance rating was 155,000. The quality, frequency, specialized and cost the executives evaluations have not been given. Complex parts' conveyance rating of 155,000 would make it a ‘conditional' provider. Along these lines a contingent provider arrangement is generally adept, in light of the most recent accessible quarterly information Alternative strategies (q. 3, p. 109) †The principal strategy is cozy Complex pieces of its weaknesses. Having done this, the following stage is mi nimize its characterization. Complex parts should then be given a final proposal, bombing which it would stop to exist as a provider. The final offer is fulfill sure set guidelines throughout the following quarter. This strategy would be taken on account of the longstanding relationship with Complex parts, which was proactive †The second and clear game-plan is end Complex parts as a provider. Since there are 2 different providers who are equipped for conveying the required item, this move would bode well. Anyway this would mean cutting off a relationship of ten years. †The third option is diminish the amount sourced from Complex parts, sourcing the parity on a preliminary premise from both of the two fit providers. This move would give a target appraisal of the new provider just as Complex parts. Likewise Complex parts would be given a final proposal, bombing which it would stop to exist as a provider. Proposal: †Intimate Complex pieces of the weaknesses. Give a lot of norms to be clung to inside the following quarter. Make it unequivocally evident that any shortages in set gauges would prompt Complex parts being ended as a provider. Transient ramifications for Deere: (Q4, p. 109) Possibilty of costs expanding due to sped up conveyances †Possibility of expanded expenses in new item advancement programs because of Complex parts' inability to meet evaluated costs †Cost acceleration in light of a postponement in accepting statements †Possibility of a further fall in nature of Complex parts on account of its not executing the Deere quality arrangement at its new office †Possibility of a frayed relationship because of the final proposal †Need to keep a ceaseless watch o n Complex parts to ensure principles are met. †A Continuous watch would mean additional expenses for Deere Long haul ramifications: ( Chapter 4, p. 95) †Provides an open door for Complex parts to return to its past exclusive expectations †Cost decreases as a result of proceeding with a confided in accomplice †Early provider association would proceed, along these lines benefitting both. †Value designing gave by Complex parts through its R group would decrease cost and improve quality †The proactive methodology of Complex parts would lessen new item advancement time †Change the executives would be effortlessly actualized †Alliance improvement would be started

2.Develop A Campaign To Position Newcastle As A Leading Digital City

2.Develop A Campaign To Position Newcastle As A Leading Digital City 2.Develop A Campaign To Position Newcastle As A Leading Digital City On The National And â€" Essay Example > PUBLIC RELATIONS PLAN PROPOSALTopic: A public relations plan proposal for Newcastle City. This is a proposal for the development of a public relations plan for Newcastle City; the plan will include all the communication plans and public relation strategies for the company. Target publicThe public relation plan is developed in an attempt to improve the public image and perception of the company and to increase the customer base for the company’s products and services. The targeted population includes: The Newcastle city residents. Businesses Suppliers, distributors and other stakeholdersThe current and prospective consumers of the company’s products and services. Strategy The plan shall be developed by first assessing the situation in the company. This will include identification of the company’s vision, mission, objectives and goals. It will also entail an assessment of the operations and activities carried out in the company, how these operations are carries out and who is in charge of the various activities. This will provide a clear understanding of the communication channels and protocols which are important in the creation of the communication plan. An assessment of the stakeholders, the consumers, shareholders and the prospective customers shall be done to provide an understanding of the range of consumers and their needs, the suppliers and all other stakeholders in order to provide a clear understanding of the public in order to create an effective public relation plan. Research and situational analysis (SWOT)Newcastle City is situated in the New South Wales and has a declining population of over 154,000 people. It is a town famous for coal mining and exports. Other minerals are copper, soap and steel. Strengths: Newcastle City has real concentration of talent where most of its youthful generation and middle age are pro technology and communications. This city has numerous educational and research institutions who are developing the literate d igital workforce. Historically, the city is the largest and second oldest in New South Wales. This has provided a great history of business friendliness through provision of talented human resource. It boasts of a world class infrastructure that has been complimented by the unique lifestyle and pace of the city. Weaknesses: The Australian city is still seen as an industrial hub with many people still focused on the aftermath of industrial revolution. The digital readiness is still low as compared to the exposure most residents have attained. Despite being knowledge based economy there is still some reluctance to increase the uptake of digital media and applications. The high speed broadband network is still underway and it seem the residents are yet to learn the importance of digital economic revolution before applying in their daily activities. Opportunities: The city has adorable infrastructure comprising of a rail, air, world class broadband of which it has been prioritized by t he National Broadband Network Program of the Australian government. The connection speed is super with connections to many businesses and households. The city is actually a driving steering for Australia’s economy owing to their possession of the knowledge based economy. The government is committed at all levels to support domestic business and academic institutions which are provided with unrestricted access to incubator programs and business support services. The people have the capability to network on both social and commercial environments while enthusiastic on generating new ideas, partnership and innovation.

A Brief Note On The And Kinetic Energy - 1679 Words

Coalwood (chp. 1) Kinetic energy is a type of energy that happens when movement is provoked and when friction happened we learned about it in science class this year. I personally would hate to see a tipple and a mine each morning when I wake up. (comment) â€Å"Every weekend, and even on saturday when times were good, I could see the black coal cars rolling beneath the tipple†¦Ã¢â‚¬  It is kind of gross that his socks were always black each night. I wonder why they did not give the rent money which in their way of the system kept would make it easier for families to really accommodate and figure out the money they are working with to support the family. Imagery: â€Å"[...] in Coalwood were painted a company white which the blowing coal soon tinged†¦show more content†¦I cannot even imagine that feeling. (reader’s note: I like the way Sonny just not just say he was in pain. But he sets back to tell us how it happened so that we could imagine and then he say, â€Å"He could not even speak a bare word.† that surely says more than he was hurt so I think these are sensory details because they really appeal to your senses. Imagery: â€Å" Every Monday through friday, the lines formed and met at intersection until hundreds of miners filled out streets. In their overalls and helmets, they reminded me of newsreels I’d seen of soldiers slogging odd to the front.† I wonder what the comparison of our parent’s fee in comparison to my mom’s and dad’s fee would be. The mother must be kind of stressed and annoyed in some way of Sonny’s dad acting like he made a million dollars and just not caring about her concerns. From the words â€Å"Homer he is just like you† - â€Å"It was only when I was in highschool and began to build my rockets that I finally understood why.† Comment: I feel that Sonny must have been a little confused and I don’t understand why it would be bad for Sonny to be like his father. I wonder if the mom just wanted one of his son’s to do something big and good for the world beside digging coal out the ground and making barely enough to make the ends meet. My grandma’s grandma used the same soap; lava soap. Isn’t that funny. Sputnik (chp. 2) It must be hard living such a heavy name like that and knowing that your dad does not love

Constantine Brancusi Essay - 1582 Words

Constantine Brancusi I found it very difficult to find information on Constantine Brancusi in hard copy, therefore, you will see at the end of my paper that all of my sources are websites. The little information I did locate on the artist was very, very little. Therefore, I combined the small amount of information with some research I found on artists that were strongly influenced by Brancusi. Brancusis imprint on contemporary sculptural practice ranges from the dissemination of furniture-oriented sculpture and the emerging topos of architectural folly to new paradigms for public art. At the same time many postwar artists engaging in a dialogue with his legacy have read and productively misread Brancusis work. Through the†¦show more content†¦Brancusis revolutionary reversal of the base from passive podium to generative element has likewise informed Didier Vermeiren, who is best known for his large corpus of works based on the assemblage of two identical pedestals. In Vermeirens so-called pedestal on top of a pedestal, pedestal and sculpture form replicas of one another. Elevating the element that is ordinarily used for the display of works gauged more valuable, all these artists have cunningly received, aesthetic orders. In the process, they have problematized and restructured the power relations between high and low, aesthetic and functional. Similarly, in different versions of the Endless Column, Brancusi played categories of pedestal against sculpture, and sculpture against architectural unit, until formal and functional elements performed an intricate self-cancellation. Unquestionably, next to the producer of the readymade, Brancusi was a legitimate transformateur Du Champ. The reversals exercised by Burton, Pettibone, Puryear, and Vermeiren with their point of departure in Brancusis works have subsequently been extended by younger artists interested not only in subverting prevailing cultural codes, but also in enhancing the social function

Company Layoff Free Essays

Historically, layoff is often associated with bad publications for companies performing it. Furthermore, there are various other negative effects that are associated with the application of layoffs. Sometimes, layoff is the only way that the company must perform, in the sense that managers of the company have no other solution to cope with problems of the company. We will write a custom essay sample on Company Layoff or any similar topic only for you Order Now Despite the comments of observers and researches revealing the bad effects of massive layoffs, company layoff still becomes a part of modern companies’ daily lives. Concerning the issue, this paper will review articles about layoff and several important factors. The review aims at creating a simple conclusion regarding the practice of layoffs and their tendencies. Afterwards, the paper will use one of the latest layoff policies to justify the conclusion and also to evaluate the layoff within a company. The focus of the paper is to describe the effects of company layoffs and present a practical example of the conclusion. Company Layoff Definition By definition, layoff refers to a termination of employment of an employee or group of employees due to unfavorable business situation. The term is common in the business environment and does not often generate uneasiness. However, mass layoffs often become the source of debacle and confrontation in the workplaces. Firing employees in individual manner does not generally raise too much problem because they generally contain justified reasons of why the employees’ employment must be terminated. In addition, mass layoffs often generate trouble due to the fact that mass layoffs are performed solely due to economic reasons. In other words, employees being laid off could have performed no mistake in hi/her job that deserves the termination of employment. Within this paper, the discussion is focused more on mass layoffs rather than individual layoffs (Layoffs, nd.). Why Layoff   Researchers identify two reasons concerning layoffs. The first category relates to the internal condition of the company in which layoffs are performed. Companies perform layoff because of profitability reasons. The goal of performing mass layoff is to reduce the labor cost of the company. This is true since in most manufacturing companies, labor costs become significant parts of the operational costs of the company. Therefore, reducing the labor cost without hurting revenues could mean enhanced profitability (Layoffs, nd.). However, some layoffs occur because management believes that revenues in future periods will go down. This could be the result of enhanced competition, problems with corporate supply chain, changes in managerial structure, etc. In order to maintain profit, management often decides to cut labor costs (Layoffs, nd.). Another reason of performing mass layoffs is external reasons. A downturn in macroeconomic conditions could result in financial problems for most companies. This macroeconomic downturn could have effects limited to certain industries or could happen nationally. In order to cope with such problem, companies could decide to cut labor costs and saves some level of profitability. This type of mass layoffs generally costs less debacles because ’everyone is going through the same problem’ at the time. However, there are also records that macroeconomic downturn and mass layoffs in some countries result in widespread class actions and public protests. General Effects of Layoffs   Layoffs are often performed as the last solution. In other words, layoffs are seen as the last solution to save a company from a terrible fall. Nevertheless, the fact often denies that premise. Layoffs often decrease corporate value rather than enhance it. Researchers state that this is due to the poor tendency of managers and business owners to look only to the financial aspect of the layoffs. In other words, they often neglect the intrinsic effect of the layoffs. The financial aspects of layoffs are generally easy to calculate, however, managers generally fail to assess the value generated by employees that must be laid-off. Thus, managers could well be loosing more value from the layoff compare to the financial savings they gain from the process (Hymowitz, 2007). Another bad effect of layoffs generally comes from the layoff that influence working environment. Layoffs often reduce employees’ motivation. Surviving employees generally becomes more wary and possess the feeling of unsafe which reduces the working performance of employees. Moreover, the feeling of unsafe could generate the decision to seek for new jobs rather than waiting with uncertainties (Hymowitz, 2007). How to Make the Best Layoffs Layoffs are generally correlated to bad business. The term generates negative atmosphere for most people in the working environment. Therefore, business owners and managers generally place layoff decisions as a last resort rather than a preferable alternative. Some alternatives to layoffs are: establishing a hiring freeze, relocate employees to other sections or departments, cutting managerial and administrative salaries, shortening the work week, offering early retirements, etc. However, if layoffs are imminent, there are some activities that could reduce the negative effect of mass layoffs (Sullivan, 2001). The first step in making the best of corporate layoffs is planning the layoff strategy. This includes identification of common problems that could happen during layoffs. Managers of the company are suggested to perform researches and benchmarking to the best practice of company layoffs. Identification and evaluation of all alternatives to layoffs must be performed prior to deciding any layoff decisions. Planning the layoff strategy also involves preparing the budget for layoffs, notifying everyone involves and affected by the layoffs, etc. The second step of managing layoff is making sure that we involved all the people that should be involved in the layoff decision, like CFO’s, HR officers, the corporate attorney, senior managers, etc. The company must them select a layoff expert, this person is responsible for the layoff process and to educate others on how to perform effective layoffs. In addition, the worker’s union must be involved within the process. Lack of educating the union leaders about the necessity of the layoffs could mean failure in performing effective and successful layoffs (Sullivan, 2001). The third step is managing the process carefully, this includes the preparation of a worst case scenario and socialization of involve people, setting the layoff criteria and maintain the credibility of the criteria during the process, identification of top performers, the people that the company cannot afford to loose and protecting them, etc (Sullivan, 2001). RadioShack RadioShack Corporation is a chain of electronic retail stores in the United States, Europe, Central America and South America. The company has 6,000 stores in USA and has reported sales of $ 4.6 billion in 2006. In August 10, 2006, the company announces the layoff of 400 to 450 employees at the company headquarters. Company officials assert this action is necessary to reduce company’s overhead expense and enhance competitive position in the marketplace in the long term. The action is also decided to support small number of stores having financial trouble. In the company headquarters, 1 out of 5 positions are eliminated which affected employees of all levels in RadioShack. The layoff decision by the company is widely understood by many observers; however, the layoff generates significant controversy because of the manner in which the layoffs are performed. The 400 employees are notified of the layoff 10 days in advance of the actual layoff. Email notification was delivered to employees who were terminated. In August 10, 2006, employees were sent the emails and they were given 30 minutes to pack up and say goodbye to co-workers and then meet their senior supervisors. After the meeting, a larger meeting was held to deliver the employees with their benefit packages and ask their questions. This manner of layoffs generates a widespread public attention. Many state that they have never seen such amount of employees laid off by emails. According to the general practice of corporate conduct, this demonstrates the lack of sensitivity by corporate management. The company has performed various efforts to delete reportage of this incident. According to some observers, this is one of the worst practices of corporate layoff in the history of corporate social responsibility. There are many articles that respond with cynicism in reaction of the poor methods of firing people who have been contributing to the company’s success, some even for many years. I believe that the company will not obtain the value they aim for when they decided to perform this layoff decision. As discussed above, there should be various measures to face the negative effects of layoffs to employee morale. Insensitive behaviors like one performed by RadioShack will significantly hurt employee morale and their respect to the managers of the company. In result, working productivity could be seriously affected. Bibliography Hymowitz. Carol. 2007. ‘Why Layoffs Could Cost More Than They’. CareerJournal. Retrieved March 24, 2007 from http://www.careerjournaleurope.com/columnists/inthelead/20010725-inthelead.html ‘RadioShack lays off employees via e-mail’. 2006. USATODAY. Retrieved March 24, 2007 from http://www.usatoday.com/tech/news/2006-08-30-radioshack-email-layoffs_x.htm Save‘Layoffs Common but Still a Company’s Last Resort’. N.d. Jobwerx. Retrieved March 24, 2007 from http://www.jobwerx.com/HR/layoffs_common.html Slaggle, Matt, 2006. ‘RadioShack to offer free online training’. USA TODAYRetrieved   March 24, 2007 frrom http://www.usatoday.com/tech/news/2006-10-18-radio-shack-classes_x.htm Sullivan, John. 2001. ‘Key Steps in Effective Layoffs’. ERE.net. Retrieved March 24, 2007 from http://www.ere.net/articles/default.asp?d=HCID={B6BCB155-2D2F-4C2E-82EC-CB33C6D1E3F9} How to cite Company Layoff, Essay examples

Written Assignment free essay sample

The novel, The Assault, is told against the backdrop of shifting Dutch post-war society, centered around significant points in that history. Mulisch paints a canvas of the difficulties of Dutch society in coming to terms with the events of the war. Mulisch faces significant questions of guilt and innocence when writing the novel thus leading to the hand of fate lurking strongly in the novel. The Assault becomes a morality play with much difficulty in determining and judging what right and wrong is, and guilty from innocence becomes a central theme throughout the novel in the lives of Anton Steenwijk, Fake Ploeg’s son, Cor Take and Karin Korteweg and Mr. Korteweg. Anton Steenwijk is the central protagonist in the novel and has been plagued with the murdering of his family at a very young age. Anton struggles to understand and comprehend the events that happened that very night which ultimately leads to his apathy for the subject. We will write a custom essay sample on Written Assignment or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Anton’s apathy and attempts of forgetfulness toward the killings makes him guilty in the novel; however, the fact that Anton’s only mechanism for coping with the tragedy is detachment and forgetting gives him the characteristic of innocence thus raising important questions of guilt and innocence in his character. Anton’s apathetic characteristic can be seen when he gains the â€Å"awareness that his house no longer existed [, coming] briefly but vanish[ing] at once (43). Here Anton gains this awareness of a tragic event and quickly decides not to impose any guilt upon himself thus making him guilty, but because of the dreadful events that have happened to him, this can be seen as simple innocence of a teenage boy. Next, â€Å"[Anton] had felt upset at first, yet now, with shouting and screaming everywhere, people bleeding and trying to reach safety, he was pervaded by a strange indifference. This quote uses an extreme situation of madness and despair followed by a quick, short understatement of Anton’s indifference to portray the extent to which Anton has no feeling toward the event making him guilty to the situation; whereas, it also gives insight to how Anton deals with sadness and despair making him innocent to the situation (84). Later in the novel, Mulisch describes Anton’s character conflict though the juxtaposition of light and dark imagery when â€Å"the two adults perspiring in their dark clothes, while Sandra, dressed in white, didn’t mind the sun. Mulish uses the dark clothes in to represent Anton’s perceived guilt and uses Sandra to represent the childish innocence in Anton thus the white dress. Anton’s character is debated whether his unemotional character is guilt in itself or whether since this is his coping mechanism makes him truly innocent. Fake Ploeg’s guiltiness as a Nazi collaborator is questioned and defended to be rather innocence through his son, Fake. Anton claims that his â€Å"family was senselessly slaughtered by Fascist, of whom [Fake’s] father was one. Isn’t that right? (90)†, through the use of the rhetorical question Mulisch makes the guilt of Fake Ploeg an evident fact. Whereas, Fake tells Anton how his fathers death devastated his family and claims â€Å"[Fake Ploeg] was ignorant of [the Jews] and [Anton] can’t blame him for it. He was with the police and simple did his duty, what he was told (91). † Fake’s philosophical view on the situation is seen by pleading ignorance for his father. Mulisch uses Fake character as an arbitrator for the situation and as the events change, Fake’s character changes; for example, â€Å"[Fake] began to sob. The sob rose out of him as if they belonged to someone else who was inhabiting his body† Fake character, here, changes emotionally to portray the seriousness of Fake in his argument (92). Anton’s claims conflict with Fake’s claims of his father’s guiltiness that ultimately lead to a blurred line of innocence versus guilt. Another guilt versus innocence conflict in the novel is the murder of Fake Ploeg. Cor Take, the murderer, claims innocence through several philosophical views on morality. When Take speaks to Anton about Fake Ploeg, Mulish uses harsh and rough words such as â€Å"barbered wire†, â€Å"ripped†, â€Å"blazing†, â€Å"vomited† to portray the evil character that Fake Ploeg was and to justify himself as well as using a rhetorical question â€Å"[Fake] killed God knows how many people†¦ So he had to be gotten rid of Do you agree? Yes or yes? † to persuade Anton to eventually agreeing with him (111). Then Mulisch describes the setting with â€Å"a small cloud [creeping] over the sun, making flowers on the new grave look bleached, as if they were repenting, while the gray of the gravestones [became] dominant,† this juxtaposition of light and dark symbolizes Take’s innocent character being overshadowed with the corruptness of the murder, further adding to the question of innocence or guiltiness (111). Take furthers his innocence by stating â€Å"if you believe we shouldn’t have done it, then you also believe that, in the light of history, the human race shouldn’t have existed;† Fake adds a more philosophical question here to support his earlier claims of innocence (113). Ultimately, the reader is left with an ambiguous question of guilt or innocence. The final encounter of guilt and innocence, in The Assault, is with Karin Korteweg. Anton describes Mr.Korteweg through callous diction as â€Å"cold† and â€Å"bitter† who moved Ploegs body to his home to save his own, thus forcing the accusation of guiltiness upon him (173). The chilly and ominous mood is quickly set when â€Å"a group of boys†¦ all [having] black leather jackets, black pants, and black boots with metal heels† walks past them; Mulisch uses the ridged diction and imagery of dark colors to portray this mood and rapidly put guilty undertones on the Kortewegs (176).

A Definite Difference Of Opinions Essays - Free Essays, Term Papers

A Definite Difference Of Opinions Essays - Free Essays, Term Papers A Definite Difference of Opinions During the development of the young country of the United States of America, everyone had the ability to include their opinions on any subject. But many times, only a few voices were actually listened to. In this case Thomas Jefferson, a Republican, and Alexander Hamilton, a Federalist, were two of the most prominent people in the production of this government. Although disagreement was very common with these two, their contradictions definitely attributed to the development of America. During the first term of presidency Alexander Hamilton had the advantage over Jefferson since he was a great ally with the president George Washington. At this time Hamilton was chosen as the Secretary of Treasury, which was an important job. Hamilton created financial plans that would supposedly clear the debt of the United States. During one situation, Hamilton produced a deal with Jefferson and his Republican friends that moved the nation?s capitol to Philadelphia. But that was one of the very few agreements between the two. One very popular debate occurred soon after the nation?s capitol moved. It is referred to as the debate between a "broad" and a "strict" construction of the new Constitution. Hamilton came up with a bank proposal that would produce banks around the country. Hamilton?s idea was to keep the current of commerce flowing, and to keep business leaders happy by building a bank capitol. Thomas Jefferson was in great opposition to this idea. He and his friends explained that they did not want a country fill with cities, mills, mines, and factories; they would much rather see the farming production prosper in this country. Jefferson and his colleagues had bent their ideas with the national and state debts, but in no way would they receive the bank proposal lying down. They complained that the Constitution did not give Congress power to build banks; therefore, they should not be permitted. Hamilton, on the hand, explained that the Constitution stated that the government would pr! oduce a proper way of managing money, which the bank was for. George Washington believed arguments by both Hamilton and Jefferson, but he decided to sign the bill. As a result, economy was greatly affected in America?s development. Another great disagreement between the two was the whole idea of foreign affairs. The Federalists, led by Hamilton, supposedly believed that they should have never broken from the great empire. In times of war they repeatedly showed favoritism to Great Britain, the supposed enemies. The Republicans, led by Jefferson and Madison, favored the country of France and the common citizens of the country. They influenced the common people of France to overthrow the French Nobility. A third difference of opinion centered around life styles of the American people. Basically Jefferson despised the idea of a New York City kind of country, he believed it would bring crime and other consequences. Jefferson wanted a more of a Wisconsin type of country, where everyone owned their own land and had their own type of freedom. Hamilton and the Federalists had totally different beliefs, wanting cities and factories in the country. After the election of John Adams in 1796 differences between the ideas of Jefferson and Hamilton grew larger. The acts produced by the Federalist party deeply troubled Jefferson and the Republicans. Although a little harsh, the Alien and Sedition Acts in 1798, produced a way for the Federalists to revolt against Republican opposition and to increase power for themselves. These acts did not permit anyone to criticize the government at all, through writing, or any other way. It also extended the time to become an American citizen, since the Federalists believed that most of the foreigners would become Republicans. This deeply troubled Jefferson and Madison, but they had to find a way to fight back for the Republicans. Jefferson reacted with the production of the Kentucky Resolutions, which permitted states the power to judge a bill or law, unconstitutional, or invalid. This allowed the states to control the laws that would circulate their area. This, and other reactions ! by the Republicans contradicted the acts produced by the Federalists and almost equalized power on both sides. As you can see, Alexander Hamilton and Thomas Jefferson argued about many subjects to

How to Achieve Cultural Diversity in the School System

How to Achieve Cultural Diversity in the School System Cultural diversity as an issue wasnt even on the radar of most private school communities until the 1990s. To be sure, there were exceptions, but for the most part, diversity was not at the top of the list of priorities back then. Now you can see genuine progress in this area. The best evidence that progress has been made is that diversity in all its forms is now on the list of other issues and challenges facing most private schools. In other words, it is no longer a detached issue requiring resolution by itself. Schools seem to be making well-thought-out efforts to attract and retain faculty and students from a wide variety of societal backgrounds and economic sectors. The resources under The Diversity Practitioner on the National Association of Independent Schools site show the kind of proactive approach which NAIS members are taking. If you read the mission statements and welcome messages on most schools websites, the words diversity and diverse appear frequently. Set an Example and They Will Follow The thoughtful head and board members know that they must encourage diversity. Perhaps that has already been done at your school. If so, then a review of where you have been and where you are going should be part of your annual review activities. If you have not addressed the diversity issue, then you need to get started. Why? Your school cannot afford to turn out students who have not learned the lessons of tolerance. We live in a multicultural, pluralistic, global community. Understanding diversity begins the process of living in harmony with others. Communication enables diversity. Example fosters diversity. Every sector of the school community from head and trustees on down through the ranks must be proactive in listening, accepting and welcoming people and ideas which are different from their own. This breeds tolerance and transforms a school into a warm, welcoming, sharing academic community. Three Ways to Communicate Diversity 1. Hold Workshops for Faculty and StaffBring in a skilled professional to run workshops for your faculty and staff. The experienced clinician will open up sensitive issues for discussion. She will be a confidential resource which your community will feel comfortable turning to for advice and help. Make attendance mandatory. 2. Teach DiversityEmbracing the principles of diversity taught in a workshop requires everybody to put diversity into practice. That means reworking lesson plans, encouraging new, more diverse student activities, hiring different teachers and much more. Communication imparts knowledge which can breed understanding. As administrators and faculty, we send dozens of subtle messages to students not only by what we discuss and teach but, more importantly, by what we do NOT discuss or teach. We cannot embrace diversity by remaining set in our ways, beliefs and thoughts. Teaching tolerance is something all of us have to do. In many cases, it means shedding old practices and altering traditions and modifying points of view. Simply increasing a schools intake of non-Caucasian students will not make a school diverse. Statistically, it will. Spiritually it will not. Creating a climate of diversity means radically altering the way your school does things. 3. Encourage diversityOne of the ways you as an administrator can encourage diversity is to require compliance with school policies and procedures. The same kind of strict adherence to policy and procedure which makes cheating, hazing and sexual misconduct taboo should apply to diversity. Your staff must become proactive when it comes to encouraging diversity. Your staff must know that you will hold them just as accountable for your diversity goals as you will for teaching outcomes. Respond to Problems Are you going to have problems with diversity and tolerance issues? Of course. How you handle and resolve problems as they arise is the acid test of your commitment to diversity and tolerance. Everybody from your assistant to the grounds keeper will be watching too. Thats why you and your board must do three things to promote diversity in your school: Decide on policyImplement policyEnforce compliance with policy Is It Worth It? That nagging question does cross your mind, doesnt it? The answer is a simple and resounding Yes! Why? Simply because you and I are stewards of all that we have been given. The responsibility for shaping young minds and inculcating eternal values has to be a major part of that stewardship. Our abrogation of selfish motives and embracing of ideals and goals which will make a difference is really what teaching is all about. An inclusive school community is a rich one. It is rich in warmth and respect for all its members. Private schools say they want to attract more teachers of different cultures in order to achieve diversity. One of the leading authorities on this subject is Dr. Pearl Rock Kane, director of the Klingenstein Center at Columbia Universitys Teachers College and professor in the Department of Organization and Leadership. Dr. Kane admits that the percentage of black teachers in American private schools has risen, to 9% today from 4% in 1987. While this is commendable, shouldnt we go beyond 25% in order for our faculty lounges to begin to mirror the society in which we live? There are three things schools can do to attract black teachers. Look outside the box Private schools must go outside the traditional recruitment channels to attract  teachers of color. You must go to colleges and universities where these students are being trained and educated. Contact the deans and career services directors at all of Historically Black Colleges, as well as other colleges that focus on specific cultures and ethnicities. Develop a network of contacts at those schools, and take advantage of LinkedIn, Facebook and Twitter, which make networking efficient and relatively easy. Be prepared to attract faculty who do not fit the traditional teacher profile Teachers of color have often spent years discovering their roots, developing a keen pride in their heritage, and accepting who they are. So dont expect them to fit into your traditional teacher profile. Diversity by definition implies that the status quo will change. Create a nurturing and welcoming atmosphere. The job is always an adventure for a new teacher. Starting in a school as a minority can be really daunting. So create an effective mentoring program before you actively recruit teachers. They must know there is somebody in whom they can confide or to whom they can turn for guidance. Then monitor your fledgling teachers even more carefully than you usually do to make sure that they settle in. The result will be a mutually rewarding experience. The school gets a happy, productive faculty member, and he or she feels confident in the career choice. The true make-or-break issue of hiring teachers of color may be the human factor. Independent school leaders may need to re-evaluate the climate and atmosphere of their schools. Is the school truly a welcoming place where diversity is tangibly honored? The human connection that is offered or not offered when a new person enters the school may be the single most important moment in efforts to recruit teachers of color. - Attracting and Retaining Teachers of Color, Pearl Rock Kane and Alfonso J. Orsini Read carefully what Dr. Kane and her researchers have to say on this subject. Then begin your schools journey down the road to true diversity.

Poverty Economics Research Paper Example | Topics and Well Written Essays - 1750 words

Poverty Economics - Research Paper Example The model of trickle-down effect of growth is found to be prevalent in practice in the real world. Under this model, the benefits of growth are mostly savored by the upper and middle classes of the society. The lower middle class and the grass root level receive very little benefits of this economic growth. This is due to the fact that there is serious problem of income inequality in most of the economies in the globe, particularly in the developing countries (Altmann et al., 2013). All the sectors in the developing economies are not equally developed and there is huge inequality in income in the countries. In the concerned article, the Chief economist of World Bank has mentioned that the Bank has placed two new objectives that it would strive to achieve. These two goals are â€Å"ending extreme and chronic poverty in the world by 2030, and promoting shared prosperity, defined in terms of progress of the poorest 40% of the population in each society† (Basu, 2013). ... factors that affect this growth rate are rapid technological development, improvement in productivity and the lowering in the number of people living below poverty across the world. During the 19th century and also in the first few decades of the 20th century, over 1.2 billion people in the world used to live below the poverty level (the poverty line is set at $1 per day). Currently, this percentage of population has fallen marginally. According to the theory of poverty line, the people living below poverty line have the purchasing power of less than $1 dollar per day. Additionally, it must be noted in this context that more than half of the population of the world lives below $2 dollars per day. The variables that measure poverty are under nutrition, poor health condition, poor level or absolutely no literacy, environmentally degraded and unhygienic living condition, low or no access to essential things in life (such as clean water) and lack of protection of fundamental freedoms or rights. Poor people all over the globe are characterized by the living condition in slum areas and under nourishment. Scholars and economists have univocally agreed that poverty is integrally linked with inequality in income distribution (Naranpanawa, Selvanathan & Bandara, 2013). One commonly used method of measuring the personal income statistics is the Lorenz curve. The Lorenz curve helps to analyze the percentage of income against the percentage of income recipients. The further the line is from the diagonal, the greater is the degree of inequality. The following diagram illustrates the workings of the Lorenz curve. Figure 1: Lorenz curve (Source: Anonymous, n.d.) The further the curve bends from the diagonal, the greater is the inequality in income level. The area between the two

Operations Management in Manchester Airport Essay - 1

Operations Management in Manchester Airport - Essay Example It is evidently clear from the discussion that the prices for durations of parking are advertised on a large bulletin board and thus, no delays due to bill problems for passengers. The parking time at Manchester airport takes approximately 20. There is a large parking area and thus it is uncommon to miss parking space. Security inspection- with the 9/11 attacks, security in airports have been beefed up. Manchester airport is no different and it security operations through. The security procedures take about 3minutes. The delay however is worthwhile. The procedures involve a pat down and screening by X-ray machines for dangerous equipments. Those with dangerous weapons are arrested by the standby police and taken to the nearby Manchester Airport police station. The above security check is for entrance to the airport and not for boarding flights. Queuing- queuing is a security procedure as well as a measure to maintain order. Those in the queue are closely monitored by CCTV cameras whi le they line up to go and purchase or confirm tickets. This is a fundamental operation activity as it helps maintain order in the airport. The time taken in the queue depends on the number of passengers in the airport. But approximately staying in the Queue cannot take more than 10 minutes. The number of teller stations to which passengers buy or confirm tickets are many and thus efficient operation. Ticket buying and confirmation- The airport has a self check-in ticket kiosk which allows one to insert an id and credit card for validation. The boarding pass then prints itself automatically; this reduces the queues at the counters. They also allow one to view the itinerary and select seats. The process takes approximately 5 minutes. According to McGregor theory of operation management, time is an essential factor, all operations are supposed to be time inclusive. The introduction of self-check-in tickets in the airport is thus in line with the McGregor theory. Document Verification- In an international airport such as Manchester, the human traffic is unimaginable. The logistics therefore in of ensuring that everyone is he/she claims to be is thus a nightmare. This operation is both complex and time consuming. It should thus be handled carefully because if handled wrongly could increase the occurrence of a security breach. The counters in Manchester airport are up to the task. The airport has 30 counters for verifying travel documents and thus reduce the delays at this operational stage. Because of the many counters this process takes approximately two minutes. Waiting bay- The passengers then have to wait for approximately 20 minutes in the waiting bay, this is where the non passengers are left. The ticket is used to ensure only those travelling enter into the next section. The time taken here is because of saying goodbyes. The passengers enter into the center of the airport or the terminuses, while those coming to wave the goodbye go out through another sectio n. Those going out get out through n exit door to avoid confusion. This is operation is helpful as it enables security to monitor movements. Eating/feeding- Tax free hotels inside the hotels ensure that those travelling eat what they want. The hotels offer all types of food. The area is a wireless networking gateway. The food is necessary for long distance travelers who do not want to take food in the plane.

Wireless Industry Essay -- essays research papers

Over the past decade the wireless telecommunications industry has undergone a multitude of changes and experienced rapid growth. Developments in technology and consumer demand have fueled this growth and research shows that this growth will continue in the years to come. This paper will analyze the basis for these trends in consumption patterns, to include the utility derived from the products, changes in demand, market prices and the elasticity of demand of wireless services. Utility is defined as the â€Å"satisfaction one get from consuming a good or service† (Colander, 2004, p.179). The utility derived from the use of wireless communications devices includes freedom from being tied to one place, the hope of increased productivity, and cost savings from free long distance. Another aspect of utility is the way wireless devices are used today. In the marketplace â€Å"the cell phone is not just a communication device but a device that enables the exchange of ideas and also, increasingly, goods and services† (Key, 2005, p.52). This tells us that consumers envision cellular phones as not only a means to keep in touch, but as a way to collaborate with others, shop for products, and entertain themselves. As wireless communication companies recognize the utility derived from their products and services they can develop more services and further increase the demand for their offerings. The demand for wireless communications devices has increased in recent years due in large part to price d...

Overcoming the Improvement Paradox Essay

Quality improvement programs are designed based on research, a company’s needs and the promise of improving the functioning of a business, both from a management standpoint and in the eyes of the employee. Research proves that they are not only productive, but necessary. In fact it is suggested that without a quality improvement program, businesses may fail. The reality is that most programs end in failure. The European Management Journal has termed this the â€Å"Improvement Paradox.† They have identified an inability of management to implement an improvement program as a dynamic process is the main reason for that failure. The term dynamic is used to identify a process that is ever changing, ongoing, and responsive to the needs of the company and to the needs of the employee. The process must identify issues and concerns and then be implement changes based on those issues and concerns. This is where the process falls short. Failure to monitor the feedback of employees and make necessary changes can lead to â€Å"unanticipated and even harmful side effects.† (2) The internal dynamics of an organization will impact the success or failure of an improvement program. Management needs to recognize three issues prior to implementation of a quality improvement program; what will the trade off be between current performance levels and future performance levels, managers need to ensure that their level of commitment is passed on to employees, and finally, as the program improves, managers will need to shift their focus and adapt for further gains. As stated previously, any improvement effort may have unanticipated events. The first effect noted may be a decrease in production or the time that employees have to focus on output. To overcome this problem, it is recommended that employees not focus on a numerical production quota, but rather devote a certain percentage of each day to working on quality improvement. Without allowing for the change in production, processes will be overlooked and may create a crisis. Managers need to allocate a portion of employee time to improvement efforts, separate of what they need for production. The second challenge is in initiating and sustaining employee commitment to the improvement process. There are two sources of commitment for improvement programs; managerial push and employee pull. Managerial push is the effort to promote improvement efforts of mandate employees to participate. Employee pull refers to an employee’s understanding of the need for improvement and commitment to the process. Employee pull will have the greatest impact on the success of the improvement process. The tendency is for managers to be very enthusiastic initially, but sustaining the enthusiasm becomes difficult. If employees are located in an area that is separate from management or one that is difficult to supervise, the challenge becomes even greater. Self-reinforcing feedback will have the greatest impact on sustaining the improvement process. Employees need to perceive that improvement efforts will be beneficial. In determining the success or benefit of a program, employees measure their expectations with the progress that is made. If expectations are set too high, the improvement process is likely to fail. The improvement goals need to be defined in measurable terms as well as defining a completion date. It is common to underestimate the amount of time needed to complete the improvement goals. If the goals and the timeline are not realistic, it is likely to result in a lack of funds and time available to meet the goals.   Any improvement process requires that the employees be trained for the process and that communication exist between management and employees to allow for a thorough exchange of communication. In addition, an infrastructure needs to be created that will support the process. Seldom will one improvement process cover the entire organization, resulting in a multitude of changes taking place concurrently. Because these processes are taking place in one organization, they must share resources, as in time and money. The benefit is that often the process that helps improve one department can be carried over to another department and implemented, provided there are adequate personnel and resources. Once an improvement process is successful, increased productivity can lead to layoffs. This can create fear in employees and not provide motivation for them to be successful. One way of guaranteeing their success is to provide them with job security if they participate in the program. Successful improvement may also create more demand than an organization is able to meet. This can cause more problems within the organization. Organizations often go into an improvement process without being fully prepared, which ultimately ends in disaster and perhaps with even more challenges than were present previously. Management fails to recognize the organizational and economic challenges that will take place and ultimately stand in their way without adequate planning. Further, organizations fail to plan for the unanticipated effects of improvement training. The overall process is straightforward, but may take more planning than most companies plan for. To improve quality overall is not simply developing a plan and putting into action. It requires assessing where you are and identifying where you would like to be. In the midst of that process, organizations and managers will need to evaluate and reevaluate to determine if they are meeting their goals, and if not, what changes need to be made. Research has proven that total quality management has the ability to improve work settings and improve employee satisfaction, and therefore ultimately improve customer satisfaction and the bottom line. Organizations want quality improvement, however the â€Å"improvement paradox† creates a situation that may not be affordable. If improvement is desired, to what extent are companies willing to accept the unanticipated results? What â€Å"extra† resources are available to deal with changes as they arise? This plan, created to deal with the crises that occur during a â€Å"quality improvement process,† provide an excellent plan for organizations to deal with the changes as they occur. Further, they provide warning for those issues that were not anticipated. Pushing people harder generates immediate, visible returns, but subtle, long-range problems. Changing the organizational processes to help people work smarter, however, can actually cause productivity to fall in the short term. So managers take the safe route and focus on people, usually pressuring for more results and less cost. Unfortunately, most organizations cannot get past that initial boost in productivity in the work harder scenario and the initial sag in the work harder approach. But if you want permanent improvement for your sales organization, it will take an investment in process. There are ways to minimize the sag in productivity, but they may require a corresponding increase in resources assigned at the start. But it can be worth it†¦the vicious cycle of the work harder approach becomes a virtuous cycle where productivity continues at a high level, and profitability climbs dramatically. References Keating, E., Oliva, R., Nelson, P., Rockart, S., Sterman, J. 1999. Overcoming the Improvement Paradox. European Management Journal. As found http://www.isixsigma.com/offsite.asp?A=Fr&Url=http://web.mit.edu/jsterman/www/EMJPaper.pdf

Graduation Speech At Western Kentucky University - 1380 Words

When I was in high school, college was something I only dreamed would one day be an opportunity for me. Coming from a tough childhood with little opportunity, college was one of many things that I felt was just out of my reach and unattainable. With hard work, perseverance, and dedication I made my dream come true. One of the proudest accomplishments of my life was earning my Associates in Arts, and continuing on to my Bachelor of Social Work. This experience has taught me to value my ability to work hard toward what I want to accomplish, dedicate myself to what I am passionate about, and persevere even when things get especially hard. These factors make me a strong candidate for entering the Master of Social Work program at Western†¦show more content†¦Becoming a young mom at fourteen to a child with special needs and later spending time in foster care taught me how one person can truly make a difference in another’s life. I learned how important it was to advocat e and speak up. These experiences opened my eyes to the need of social workers. My experiences have greatly contributed to my personal knowledge. While it does not define who I am, it has shaped the person I am today. I will bring my passion for learning and knowledge to the classroom. Education is so important to me. I believe that I can contribute to classroom diversity by sharing my personal experience, values, and my own point of view to help others consider other backgrounds and experiences. In addition, I hope to do the same and learn from my classmates. 1b. I am currently completing my BSW Practicum. I am completing my practicum at Woodland Elementary School Family Resource Center (Hardin County Schools). Since beginning my practicum, I have gained a lot more experience and knowledge of the skills and roles of a social worker. In the beginning of my practicum, I was not sure what to expect. However, I have learned more about social work roles and have gotten to gain experience as a case manager, broker, advocate, educator and facilitator. I also feel more confident and comfortable utilizing social work skills like active listening, assessing