Building Sentences With Adverb Clauses

Building Sentences With Adverb Clauses Here well practice building sentences with adverb clauses. Like an adjective clause, an adverb clause is always dependent on (or subordinate to) an independent clause. Like an ordinary adverb, an adverb clause usually modifies a verb, though it can also modify an adjective, an adverb, or even the rest of the sentence in which it appears. Adverb clauses show the relationship and relative importance of ideas in our sentences. From Coordination to Subordination Consider how we might combine these two sentences: The national speed limit was repealed.Road accidents have increased sharply. One option is to coordinate the two sentences: The national speed limit was repealed, and road accidents have increased sharply. Coordination with and allows us to connect the two main clauses, but it doesnt clearly identify the relationship between the ideas in those clauses. To clarify that relationship, we may choose to change the first main clause into an adverb clause: Since the national speed limit was repealed, road accidents have increased sharply. In this version the time relationship is emphasized. By changing the first word in the adverb clause (a word called a subordinating conjunction), we can establish a different relationshipone of cause: Because the national speed limit was repealed, road accidents have increased sharply. Notice that an adverb clause, like an adjective clause, contains its own subject and predicate, but it must be subordinated to a main clause to make sense. Common Subordinating Conjunctions An adverb clause begins with a subordinating conjunctionan adverb that connects the subordinate clause to the main clause. The subordinating conjunction may indicate a relationship of cause, concession, comparison, condition, place, or time. Heres a list of the common subordinating conjunctions: Cause asbecausein order thatsinceso thatExample:Im not a vegetarian because I love animals. Im a vegetarian because I hate plants.(A. Whitney Brown) Concession and Comparison althoughasas thougheven thoughjust asthoughwhereaswhileExamples:You will find that the State is the kind of organization which, though it does big things badly, does small things badly, too.(John Kenneth Galbraith)It is a waste of energy to be angry with a man who behaves badly, just as it is to be angry with a car that wont go.(Bertrand Russell) Condition even ififin caseprovided thatunlessExample:If you have ever lain awake at night and repeated one word over and over, thousands and millions and hundreds of thousands of millions of times, you know the disturbing mental state you can get into.(James Thurber) Place wherewhereverExample:Read over your compositions, and wherever you meet with a passage which you think is particularly fine, strike it out.(Samuel Johnson) Time afteras soon asas long asbeforeoncestilltilluntilwhenwheneverwhileExample: As soon as you trust yourself, you will know how to live.(Johann Wolfgang von Goethe)Practice in Building Sentences with Adverb Clauses These five short exercises in sentence combining will give you practice in developing sentences with adverb clauses. Follow the instructions that precede each set of sentences. After you have completed the exercise, compare your new sentences with the sample combinations on page two. Combine these two sentences by turning the second sentence into an adverb clause beginning with an appropriate subordinating conjunction of time:In a Junction City diner, a sunburned farmer comforts his squirming son.His wife sips coffee and recalls the high school prom.Combine these two sentences by turning the second sentence into an adverb clause beginning with an appropriate subordinating conjunction of place:Diane wants to live somewhere.The sun shines every day there.Combine these two sentences by turning the first sentence into an adverb clause beginning with an appropriate subordinating conjunction of concession or comparison:Work stops.Expenses run on.Combine these two sentences by turning the first sentence into an adverb clause beginning with an appropriate subordinating conjunction of condition:Youre on the right track.Youll get run over if you just sit there.Combine these two sentences by turning the first sentence into an adverb clause beginning with an appropriate subo rdinating conjunction of cause:Satchel Paige was black.He was not allowed to pitch in the major leagues until he was in his forties. After you have completed the exercise, compare your new sentences with the sample combinations below. Sample Combinations Here are sample answers to the exercise on page one:  Practice in Building Sentences with Adverb Clauses. In a Junction City diner, a sunburned farmer comforts his squirming son  while  his wife sips coffee and recalls the high school prom.(Richard Rhodes,  The Inland Ground)Diane wants to live  where  the sun shines every day. Even though  work stops, expenses run on. Even if  youre on the right track, youll get run over if you just sit there.(Will Rogers) Because  Satchel Paige was black, he was not allowed to pitch in the major leagues until he was in his forties.

Expanding Diversity Consciousness Essay Example

Expanding Diversity Consciousness Essay Example Expanding Diversity Consciousness Paper Expanding Diversity Consciousness Paper As our country has gotten to be more culturally diverse, it as become quite obvious that there is a need for diversity training in different places like the workplace and even schools. Sometimes ignorance can be ones biggest enemy when it comes to dealing with someone who is considered diverse from the norm. The minority group that the focus of this paper will be on are Hispanics. This group was chosen because often times they are looked at as if they are immigrants Just because of their accents or they are looked at as if they dont know more than they actually do because of the accents. Its very unfortunate that this goes on everywhere including the workplace. The Hispanic or Spanish speaking errors could very well know more than the boss, but because of the accent that knowledge can often times go unnoticed. Introduction There are many different stereotypes, myths and discriminatory acts when it comes to diversity. Whether youre talking about race, sex, age, religion, culture, sexual orientation, etc. There is always going to be someone that doesnt agree with your differences/or your decisions because it is not the same as them. Diversity/cultural awareness is important in this day and age because you have so many different people who have live, work and go to school with so many different types of people it ay often be hard to know what may or may not be offensive to that person or to even know that something that may be offensive to you is a part of their culture. We may not like it but if we have to share space with people other than ourselves then it is important to know exactly who you are sharing this space with. According to Davis, M. , Cappuccino, S. , Krause, L. 2010) our society it has always been the norm to say that men are more forceful and dominating during conflicting situations while being steady and consistent with their gender stereotype which is known to be more assertive and task oriented; women have been said to be more disarming or appeasing which is also consistent with their gender stereotype of being more relationship oriented. Diversity Awareness According to Title VII of the Civil Rights Act of 1964 it is illegal to discriminate against individuals because of their color, religion, sex, race, national origin, or disability. One must recognize and be aware of diversity and its importance. Diversity consciousness is ones awareness of others differences that are unlike yours. Along with that awareness that one has to be accepting of those differences and prejudice of them. Diversity Competencies are ones knowledge or the skills theyve acquired in order to be successful at not only respecting others differences but creating an atmosphere where acceptance is the norm in any organization including work and school. Cole and Salivate (2012) discuss how the increase in diversity awareness over the last 30 years or so has made it mandatory for changes to be made regarding diversity. Because employees are of all different walks of life now it has prompted organizations to be more politically correct when addressing any issue; formal or informal. Cole and Salivate (2012) also talk about the benefits as well as the sedateness for companies who do or do not implement rules and or training for diversity. One has to implement rules in order for the organization to be in sync when it comes to diversity. Hinderer, Jordanians, and Soldiering (2013) speak of the shortage of nurses and nursing faculty and their practice of with seeking a number of the nursing faculty from the underrepresented population such as males and culturally and ethnically diverse backgrounds. In order for that diversity competencies that one develops and is then able to apply to everyday life. Different aspects of diversity awareness has been increased over the last couple of cascades. When it comes to the workplace Cole and Salivate (2012) discuss how the increase in diversity awareness over the last 30 years or so has made it mandatory for changes to be made regarding diversity. Because employees are of all different walks of life now it has prompted organizations to be more politically correct when addressing any issue; formal or informal. Hinderer, Jordanians, and Soldiering (2013) speak of the shortage of nurses and nursing faculty and their practice of with seeking a number of the nursing faculty from the underrepresented population such s males and culturally and ethnically diverse backgrounds. Accepting our Differences According to Davis, M. Cappuccino, Krause, L. (2010) there is not only race or culture bias in the work place but there is also gender bias as well. Based on public opinion, Cat. Org conducted a small survey about peoples opinions about technological and social changes: This study shows that Just base on a small random survey conducted on the street that people feel as though ethnic diversity and the opinions on the gay and lesbian community has made quite a change for the better. Though it has, there is still a lot ore work to be done and a lot more growing to do. According to a study from a sample of 6,130 workers in the retail industry in 743 of large retailer in the U. S. By McKay, Avery and Morris (2008) Blacks and Hispanics were less favorable in the stores where the diverse atmosphere was less prominent. Bullying in the Workplace According to Lava, H. Martin, W. M. Bullying in the workplace has become quite a serious problem; somebody has either experienced or knows someone who has personally been a victim of it. There are signs that one could look for to know if they are being bullied at work. Some of the feelings or experiences one might have while not at work are: feeling nauseous at Just the thought of going to work obsessing about work even when youre not there; including days off believing that you somehow caused the treatment feeling embarrassed to tell anyone about someone controlling you at work While at work one may experience the following: feeling isolated or alienated by your peers because they were told not to socialize with you confronting your tormentor only to have the roles reversed and they accuse you surprise meetings that seem as though they are only meant to harass you youre ever able to complete your Job alone without someone over your back Individuals are targeted for bullying for many different reasons. A lot of times those reasons cant even be explained. There are many times that someone will target an individual because of their diversity or even because they feel they are threat. Bullying usually happens when employers and certain employees creat e a workplace culture. One of those workplace cultures is the way we do things around here Myths and Stereotypes There are many different myths and stereotypes that exist in the workplace; ones oracle can be flooded with different stereotypes and myths that can be very distracting and Just down right degrading to certain people and or certain groups of people (Woos, 2011). Its very unfortunate that some people learn these traits as children and they then carry them into adulthood and they never learn to break the cycle no matter what type of diversity training or even diverse people they are exposed to (Woos, 2011). The Hispanic community is one of the fasting growing minority in the United States; yet Hispanic people are definitely one of those groups that are targeted quite often (Woos, 2011). Often times its automatically assumed that they dont speak or understand English Just because they may have an accent. Its important that people treat people how they would like to be treated because you never know when your race, culture, sex, age, etc. Will be targeted next. Its also important that we dont engage in those types of behaviors or conversations with other people who are engaging in those types of behaviors because it can ultimately send a signal stating that the behavior is acceptable when it actually is not. There definitely needs to be more diversity training because a lot of people dont know how o interact with people who are not the same as them. Because of their accent, a lot of people often speak slowly to Hispanics Just assuming that they arent comprehending. Here are a list of some of the more common myths: They dont speak and/or understand English They are all illegal immigrants They all have large families (lots of children) They prefer labor/blue collar Jobs These are all myths that many people have heard before. These simply are not true. In fact, all of these statements can hold true for Just about any culture there is. There are some Hispanics who are bilingual and there are some who dont even peak Spanish at all. Its fair to say that they prefer labor/blue collar Jobs. There are many well educated Hispanics who are Dentists and Doctors, lawyers and paralegals out there that love what they do and would not prefer a blue collar Job. There is an increase in workplace bullying that is going on and it really has to stop (Lava Martin, 2008). These workplace bullies are causing unnecessary stress to people for no reason. In order to make sure that this workplace bullying stops; mandatory training will be introduced. Also, during this training there would be some role playing to keep everyone thinking. Sometimes people need to place the shoe on the other persons foot for they can truly understand what they experience personally for themselves. This also need to be a continuous effort on behalf of the company because unfortunately these types of reminders are necessary in order for people to understand certain things; especially things that are not a priority for them. This survey signifies the rate of union Jobs that have been secured by the increasing Hispanic population throughout over a 30 year period: According to Responded Clambake (2009) this study shows the declining unionization and growth of the Hispanic population. Employer Interviews The interviews began with Ms. Mean (Molly) Dimmitt]evict, who is the co-owner/ manager of Victor Bakery in Highland Park, Michigan. Although Victor Bakery is a relatively small family owned bakery and only employs approximately 10 people, they do take the necessary steps to make sure they are diverse with their hiring process and to make sure that their staff is diverse because they have such a diverse cultural base. Mean and her sister Dona are both co-owners of their family owned bakery located in Highland Park, Michigan. Mean and Dona were born in Yugoslavia and have since taken on American names, Molly and Donna. They took over Victor Bakery about 15 years ago once their parents were too old to run it. The bakery does cater to a very diverse population because of the location. They are located on a main street the leads into downtown Detroit so there are always different people in there constantly even though they are located in a predominantly African American city/ neighborhood. Because they are a privately owned small company they typically post help wanted ads in the store for their customers to see, they typically get commendations from their regular customers, and they also post ads online as well when they are hiring. Molly states that she also provides an employee handbook to make sure that all of her employees are well aware of their policies and procedures. This handbook also has a section on diversity as well because they want make sure that their employees can all handle working with diverse people. Although Molly and Donna moved here as children they still have their heavy accents and their cultural beliefs that they still practice. The bakery actually has Molly, Donna, Mollys husband Danny and their cousin Victor, they also have 6 African American females who work there as well. Although they seem to be doing well with it, think one thing that they could also do that may be a cost effective way for them to provide their employees with diversity training is to maybe have them watch videos of diversity awareness. The next interview was conducted with Ms. Tamari Johnson, principle of University Preparatory Elementary School in Detroit Michigan. According to Ms. Johnson she strictly hires according to who is better qualified for the Job. Ms. Johnson states that her goal is to give everyone a chance. Though the school is located in a highly populated African American community, the area has become more diverse over the years and slowly but surely the students who attend the school are becoming more diverse as well. The school posts Job offers on its own website, indeed. Com, and most of the charter school staff and substitute teacher Job boards. Ms. Johnson, who is African American, states that she has a staff that consists of 1 Indian (female) teacher, whos married to a Caucasian man that comes to visit and volunteer at the school frequently, 1 Chinese teacher(female), 1 Middle Eastern Janitor (male), 7 African American teachers (1 male 6 female), 2 African American office staff members both female, 6 Caucasian teachers (4 females 2 males), and 3 Caucasian staff members that hold other position is in the school; 2 of them males 1 of them female. Ms. Johnson obviously hires a very diverse work staff based on their skill set as well as their attitudes towards the children they will be working with and not solely based on her race or the majority of the population of the schools population. She does state that it is important for her to have teachers of color because it is an inner city school ND its important to show the students someone to look up to that looks like them, however it is equally important to show them diversity at an early age so that they can take that into their later years. She states that she feels that the students arent getting what they deserve by not exposing them to teachers of diverse backgrounds. According to Ms. Johnson when she hires anyone she is sure to have them read and sign a handbook that outlines their diversity policies and procedures that are according to the entire district. They also go over a diversity presentation during orientation once they are hired. They are strict and have a zero tolerance policy when it comes to diversity and acceptance/respecting others. This goes for the staff and it also goes for the students as well. The other employer interviewed with Ms. Christina Brothers, manager of the Sprint retail store located in the busy suburb of West Bloomfield Michigan Just about 35 minutes away from Detroit Michigan. West Bloomfield is a primarily Caucasian city with a median household income of about $102,000. Ms. Brothers is an African American single mother of two who lives in Detroit, which is primarily African-American with a median household income of bout $25,000 dollars annually. Ms. Brothers says for that reason she tries to be extremely diverse when it comes to hiring employees for her store. She does not judge for candidates based on their zip codes and she gives everyone that is qualified a fair shot at the Job. Although the city is primarily Caucasian, there are other races who live and work in the area that visit the store and she does try to reflect that with her staff in her store. There is 1 Indian employee who is also the assistant manager there are 5 Caucasian men, there are 3 Caucasian females and 2 African American females including her that work in the store. She stated that she posts her openings for the Jobs that are available online on the online Job boards as well as referrals from other people, as well as in store postings. Because of the nature of this Job Ms. Brothers sates that they also have a strict zero tolerance policy when it comes to diversity and accepting/respecting ones differences. Because they not only work with each other, but also get a lot of foot traffic in the store and have to greet these people face to face, they have to make sure that any negative feelings awards anyone for their race, sexuality, culture, etc. Is totally turned off and that they are customer oriented and treat each customer like they would want to be treated. Because it is a Sprint Store they usually have their training electronically during orientation as well. They too have to sign a handbook that discusses the policies and procedures that the company has in place to make sure that they not only hire but train the most diverse and well qualified individuals for the positions. This particular Sprint store, Just like University Preparatory Elementary both do not have any Hispanics working there at this time. When asked, both employers stated that it was not something that was overlooked or purposely ignored, it was Just because they did not have enough qualified candidates to apply for the postings. Recommendations For my recommendations I would definitely have to take some pointers from my interviewees. The all had great ideas for how they handle diversity in their respective workplaces, which were all diverse establishments. This workshop/ training that will be offered will not be the same type of training that employees normally dread. Initial Assessment In order to begin to try and create a diverse atmosphere in a not so diverse atmosphere one must first assess that atmosphere. It will include interactive games and exercises that will engage the employees into wanting to know more. The training will also teach management on the importance of making their diverse staff of want to stay with the company (Enchilada, A, 2011). Through this assessment it should become more clearer how to conduct he diversity training; whether or not it should be an ongoing training, testing, one on one counseling, group training, and just information being passed out. The purpose of this initial training would be basically an assessment to pick everyones brains to see where everyone is on the subject. The goal is to try and have everyone on the same page and getting along before any real issues arise during training scenarios. The bottom line is that everyone has and should have the right to work in a diverse atmosphere. This atmosphere should be free from hatred Judgment, and should always respects ones differences, even if you dont agree with them. Getting to the Bottom Line Getting to the bottom line will be determined from that initial assessment. Normally when individuals are more aware of diversity and what they should or should not be doing it becomes more clearer and they begin to take more responsibility for their role in both creating and maintaining that environment. Employees should also be more aware on how to improve workplace relationships as well. This is a factor that definitely plays a major role in diversity training and diversity awareness because it should help to open communication skills which will also improve work ethics and teamwork. After the employees needs have all been assessed and it is determined hat type of diversity training is necessary for the group then it is equally important for things such as team building exercises and the posing of critical thinking exercises to boost the actual results of the training. Finding a Solution With finding a solution there definitely take a lot more research because as people change, their circumstances change as well. Having a code of ethics is one step closer to having everyone on the same page. Theres really no guaranteed way to keep everyone focused on being diverse and accepting others whether black, white, Hispanic, Asian etc. The code of ethics brings them one step closer to being unified as a group. According to Long and Discoid (2008) there may be a high demand with companies to adopt different institutions of ethics; which is something that gets overlooked in during the creating of organizational culture that encourages ethical behavior (Kelly, 2005). Literature Review The minority group that the focus of this paper will be on are Hispanics. This group was chosen because often times they are looked at as if they are immigrants Just because of their accents or they are looked at as if they dont know more than they actually do because of the accents. Its very unfortunate that this goes on everywhere including the workplace. The Hispanic or Spanish speaking person could very well know more than the boss, but because of the accent that knowledge can often times go unnoticed. Woos (2011) speaks about the different stereotypes that Hispanics have to go through in the workplace. This article will be used to discuss some of the different stereotypes mentioned are their accents and the relation because they have a certain last name. There are also talks about how employers are quick to hire Hispanic employees especially when they know that it will help them out, mainly hen needing a translator. The paper will show that bullying in the workplace is an ongoing issue that does not seem to be going away anytime soon (Lava Martin), 2008. It may not be as common because of the different employer rules and regulations that are being established; and also holding people accountable for their actions. Unfortunately this bullying can be age discrimination, gender discrimination, sexual orientation, and of course race. According to Lava Martin (2008) there are even different rivals between different Hispanic groups; there are often issues with he legal status of Hispanics from Puerco Rice and is often contrasted with the illegal status of Mexican and Central America Hispanics. Davis, Cappuccino, Krause conducted a study to see a relationship for gender effects in conflict behaviors by examining the ratings according to peers, subordinates and bosses of 2,000 adults that participated leadership programs. Of those 2000 adults about 5% of them were Hispanic. They took a deep look into different conflict situations and who the initiator was (race and gender) as well as how the conflict was resolved if it were resolved. McKay, Avery, and Morris (2008) were about to assess whether diversity climate moderated mean racial ethnic differences in employee sales performance using the data from approximately 6130 employees out of 743 stores of a large US retail organization. According to a study McKay, Avery Morris (2008) stated that when it came to sales Whites out performed both Black and Hispanics but Blacks also beat Hispanics. This article talks about how Responded Clambake (2009) sought to research the minority population as it relates to securing union Jobs. Unfortunately Responded Clambake concluded that there was little to no research out there that purported the relationship between Hispanics and the union labor market. The research that they used to support were surveys that dated from 1973 2007. The Hispanic Outlook in Higher Education speaks about the trend at making higher education students more of a priority than bringing aboard more capable faculty. This information will be used to determine the factors that take place when considering faculty that will cater to the Hispanic population in higher education. Sips, Johnson and Fisher (2009) speak of University students perception of gender discrimination in the workplace. This will also look at the significance of race along tit gender to see if there is a determining factor. The goal of this article was to gain students perception of how the workforce may be. There are real issues that plague diversity in corporate America today. According to the Hispanic Outlook for Higher education, it was thought that the US would a little more diversity because of having an African American President but unfortunately this has not been an easy task to handle Cooper, M. (2013. Cultural diversity affects all of us in the United States Pope, M. (2012). These cultural differences include race, gender, ethnicity, age, or sexual orientation. They also speak about the career development issues that occur often due to language barriers. This paper will also discuss hiring processes and employee retention as it relates to having a diverse faculty in a social work program. According to Hughes, Hornier Rotor (2012) the recent doctoral graduates put together 3 narratives about the role that diversity played in their Job searches. They even talked about at some point being that next diversity hire without knowing. Annotated Bibliography go unnoticed The articles that have been chosen for this project are as such: Woos, D. (2011). Who is Hispanic/Latino in the workplace? Diversity Factor (Online), 19(1), 1-2. Retrieved from http://search. Protest. Com. Library. Capable. Deed/ docketed/863501021 Woos (2011) speaks about the different stereotypes that Hispanics have to go through in the workplace. This article will be used to discuss some of the different stereotypes mentioned are their accents and the relation because they have a certain last name. There are also talks about how employers are quick to hire Hispanic employees especially when they know that it will help them out, mainly when needing a translator. Lava, H. , Martin, W. M. (2008). Bullying in the U. S. Workplace: Normative and recess-oriented ethical approaches. Journal of Business Ethics, 83(2), 147-165. Dot:http://DXL. DOI. Org/lo. Locoweeds-007-9608-9 Bullying in the workplace is an ongoing issue that does not seem to be going away anytime soon (Lava Martin), 2008. It may not be as common because of the different employer rules and regulations that are being established; and also holding people accountable for their actions. Unfortunately this bullying can be age discrimination, gender discrimination, sexual orientation, and of course race.

Logistics Essay Example | Topics and Well Written Essays - 500 words - 1

Logistics - Essay Example Redetermination barely allows the buyer and seller to reach a firm price prior to production. Supplier’s incentive is primly on cost elements to the detriment of quality interest expressed by the client (Ward 2008).Should the supplier manage to demonstrate actual cost savings, usually when it involves high unit costs, the resultant cost savings from the initial cost targets is shared between the buyer and supplier based on predetermined rate. The fixed-price Contract with Incentives is considered when the two parties won’t agree on an equitable price (Federal Register 1977). Chapter 14 brings out the advantages of fixed-price contracts with incentives over those with redetermination making it relevant to the topic. When two or more parties get together to do business, they form a contract, some sort of a binding legal agreement. Now the contract law is a body of law that governs these agreements whether written or oral. On the other hand, commercial law is a body of law that refers to how the business parties or firms get into a contract with one another and executes the contract. Should any problem arise in the process, the commercial law ensures its remedy. The commercial law is majorly tied to laws regarding agency and contracts. Finally, the Uniform Commercial Code (UCC) is not exactly applicable to a business transaction like the other two but rather it comes in at a later stage. The UCC is a model statute used to resolve contract disputes that arise from the sale of goods (LaMance 2013).

Nursing Assignment Example | Topics and Well Written Essays - 500 words - 8

Nursing - Assignment Example Still, the relevant efforts are not always successful, a fact that has been made clear especially in regard to equality, as related to nursing education. As noted above, two studies have been reviewed for exploring the level at which nursing education is able to promote the values of equality and diversity. The first of these studies, the one of Bartfay et al. (2010), shows ‘the societal perceptions and attitudes towards men in nursing’ (Bartfay et al. 2010, p.1). The specific study is based on a research developed in a university based in Ontario, Canada (Bartfay et al. 2010, p.1). The views of this university’s nursing and non-nursing students have been used for identifying the level at which men are welcome in nursing. The findings of the research on which the specific study is based lead to the assumption that men are not welcomed in nursing, a phenomenon that is intensive even at the level of nursing education. The second study, the one of Bednarz, Schim & Doorenbos (2010) focuses on another value of nursing education: diversity. Particular emphasis is given on cultural diversity and how it can impact the qua lity of nursing education. The specific study refers to three different aspects of cultural diversity, as related to nursing education: ‘perils, pitfalls and pearls’ (Bednarz, Schim & Doorenbos 2010, p.1). The term perils reflects ‘the issues that complicate teaching’ (Bednarz, Schim & Doorenbos 2010, p.1); the term pitfalls is used for showing the barriers that can cause delays in nursing education schemes (Bednarz, Schim & Doorenbos 2010, p.1). Finally, the term pearls reflects ‘the strategies that need to be introduced for enhancing diversity in nursing education’ (Bednarz, Schim & Doorenbos 2010, p.1). The above study proposes a plan for promoting ‘Personal Cultural Competence among educators’ (Bednarz, Schim & Doorenbos 2010, p.7). The phases of this plan are

The Merchant of Venice and Shylock Offering Essay Example for Free

The Merchant of Venice and Shylock Offering Essay Many different people can be good or bad or might seem good but actually bad or the other way around. In The merchant of Venice by William Shakespeare, shylock, the money lending Jew, is seen more like a villain then a victim. Shylock is a villain because he cares more about his money then he cares about his daughter, he is not merciful towards shylock and hewants a pound of flesh from Antonio for hi revenge. First of all shylock is a villain because he cares more about his ducats then his daughter, Jessica. Shylock cares more about his money then his daughter because when Jessica left home with Lorenzo, that she planned to elope with, shylock was really mad because his daughter left but mostly he was mad because she left with a lot of money and his jewels. This shows that shylock is a villain since he cares more of his money then his family and family should always be more important than money. Solanio is saying what he heard shylock say in the streets: My daughter! O my ducats! O my daughter! Fled with a Christian! O my Christian ducats! Justice! The law! My ducats and my daughter! And jewels-two stones, two rich and precious stones, Stol`n by my daughter! Justice! Find the girl! She hath the stones upon her, and the ducats! In this quotation Solanio is saying to Salerio what he heard shylock saying in the streets of how mad he was of his daughter leaving with all his money. This quote is shylock talking to tubal about Jessica leaving â€Å"I would my daughter were dead at my foot, and/ the jewels in her ears: would she were hearsed at my foot, /and the ducats in her coffin!.(III.i.79-81). Shylock is mad that his daughter left him with his money and would want her to be dead in front of him to get his money and have all her ducats from her coffin. This shows that Shylock is a villain since he would go to the extent to wanting her dead for his ducats. Shylock is also a villain because he was not being merciful towards Antonio. When Shylock wanted his pound of flesh from Antonio shylock was not being merciful he really wanted that pound of flesh from him. Portia disguised as a lawyer even tried to tell shylock to be give mercy but he did not want too. Shylock believed more in the justice but the Christians want mercy. This quote is shylock refusing to the duke of being merciful â€Å" I have possessed your grace of what I purpose,/And by our holy Sabbath have I sworn/ To have the due and forfeit of my bond† shylock I telling to the duke that I will keep my bond and that no matter what this is his bond and he will keep it no one can convince him. Portia and Shylock are discussed about mercy: In this quotation shylock does not want to give mercy to Antonio and Portia says that you cannot receive mercy if you do not give some. As you can see Shylock is a villain since he is not merciful at all. Finally shylock is a villain because he wants a pound of flesh from Antonio since Antonio did not pay him back. The only reason the Shylock wants a pound of flesh from Antonio is for revenge and if you get a pound of flesh taken there are many changes you will die which were Shylock`s intention to get Antonio to die so he gets his revenge for spitting in his face and having to lend money to other people interest free and that made Shylock lose money. This is Shylock saying that Antonio miss treats him and he hopes to lend money from Shylock â€Å"Fair sir, you spet on me on Wednesday last;/to you spurned me such a day; another time/you called me a dog†(I.iii.126-128) here Shylock is mad at Antonio and wants revenge so makes a deal that he makes the bond interest free but if Antonio does not pay back he will need to give a pound of flesh to Shylock. This quote is Shylock offering to Antonio the money interest free but under the condition of one pound flesh if he does not repay in time â€Å"Expressed in the condition, let the forfeit/be nominated for an equal pound/Of your fair flesh to be cut off and taken†(I.iii.151-153). Shylock wanted revenge towards Antonio for what he had done so he made this bond this proves that shylock is a villain In conclusion, Shylock is a villain since he does not care about his daughter more then his money and he wants revenge on Antonio by getting a pound of flesh. Like you can see in the merchant of Venice by William Shakespeare, Shylock is seen as a horrible man. People are good or bad those this mean they were born that way or you get bad or good later on in life.

Male Versus Female: Leadership Stype Essay -- Leadership

Women have been on the search for gender equality since the passing of Title IX in 1972. The original 1972 law states that â€Å"no person in the United States shall on the basis of sex be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance† (UCSC Title IX), later in 1987 the benefits were extended to all educational institutions, governmental entities, and private employers who accepted federal funds (UCSC Title IX). Although forty years have gone by since Title IX was initially passed, women are still fighting a daily battle for equality in the employment field. Women have made great strides in terms of the careers they choose to pursue: â€Å"According to the Women’s Bureau (2006), 118 million women comprised 46% of the total U.S. labor force† (Chavez et al 79). However, employment is still not completely unbiased and equal between males and females and much of the inequality is due to subjective terms of leadership abilities. Research has shown that males and females have developed different leadership styles, and one may be more preferable than the other for high level corporate positions. According to authors Esther Chavez, Mark Green, and Diana Garza-Ortiz, leadership can be defined as â€Å"the process whereby an individual influences a group of individuals to achieve a common goal† (Chavez et al. 79). By this definition, any person can be a leader regardless of gender, age, and other stereotypical constraints. What most of society does not consider is the different ways of being a leader and the various styles used, intentionally or not. Women tend to have more of a transformation style where as men are said ... ...nt. Works Cited Chavez, Esther; Green, Mark; and Diana Garza-Ortiz. "Leadership Style Differences Between Men and Women: A Review of the Scholarly Literature." Business Reasearch Yearbook: Global Business Perspectives. By Esther Chavez. 2nd ed. Vol. 17. Beltsville: International Graphics, 2010. 79-84. Web. 31 Mar. 2012. . Mandell, Barbara, and Shilpa Pherwani. "Relationship between Emotional Intelligence and Transformational Leadership Style: A Gender Comparison." Journal of Business and Psychology 17.3 (2003): 387-404. Web. Oakley, Judith. "Gender-Based Barries to Senior Management Positions: Understanding the Scarcity of Female CEOs." Journal of Business Ethics 27.4 (2000): 321-34. Web. 31 Mar. 2012. "Samaritan Ministries." Samaritan Ministries. Web. 04 Apr. 2012. .

Andrea Jung Case

1. Describe Andrea Jung’s leadership style. How did her upbringing influence that style? What assumptions about human nature does she hold? Andrea Jung is the quintessential transformational leader. Jung showcases her transformational leadership style through her charisma, delegation of authority, consideration of subordinates, and her ability to constantly modify the organizational structure of Avon. Jung’s charisma is seen in the strong passion she has for Avon. This passion was clearly manifested when Jung turned down a CEO position at another company to remain the number two person at Avon. The genuine love that Jung has for Avon and its impact on society serves as a motivational leadership tool. The influence of Jung’s positive attitude toward Avon promotes an atmosphere of cooperation and teamwork. Much like fellow transformational leader Howard Schultz, Jung is firm believer in delegating authority. An example of Jung’s trust in delegation was seen in her 2001 appointment of Susan Kropf to COO. Despite Kropf’s young age, 31, Jung believed she was the right woman for job. Jung’s instincts proved to be correct, as Kropf saved Avon roughly $460 million. In working her way through the many levels of Avon, Jung was able to understand the importance of sales representative moral, as they were the heart of Avon. It was through this knowledge that Jung decided to increase representatives’ commission payouts. This action is a clear example of her consideration of subordinates and Jung’s transformational leadership style. Jung’s leadership at Avon has always been characterized by her belief in modifying the organizational structure. Never were these modifications for her personal benefit, rather the benefit of Avon as a whole. From her initial changing of the vision statement in 2000, to her new business model in 2005, Jung has always put company goals ahead of any personal interests. Andrea Jung’s upbringing has had a clear influence on our transformational style of leadership. Andrea’s parents instilled in her a strong work ethic at a very young age. This work ethic, combined with her Asian parent’s high belief in â€Å"in-group collectivism,† set the stage for Andrea to take great pride in groups that she holds near to her, such as her family and Avon. On the contrary, Andrea’s upbringing was not one characterized by high individualism. A 2006 USA Today story states, â€Å"(i)ntroversion might be partially explained by culture, genetics and upbringing. More men are introverts than women. Masatoshi Ono, who resigned as CEO of Bridgestone/Firestone during the tire scandal of 2000, lived in Nashville for seven years but was practically unknown even by neighbors when he returned to Japan. Avon Products CEO Andrea Jung told USA TODAY in a rare interview in 2000 that she is not shy, but grew up in a traditional Asian household and was, therefore, ‘reserved. † As the above statement explains, the modest climate that Andrea was raised in was not one were she was able to showcase her assertive and confident side. In Jung’s rise to CEO one of her main obstacles was revealing her aggressive side, a side that was clearly surpressed as a youth. Andrea Jung possesses an array of assumptions on human nature. Jung is a f irm believer in having a genuine love for what you do in life. She assumes that not doing what you want to do is a sacrifice that affects both men and women. Andrea also believes that innovation is the key to finding success in business, however, Jung assumes that this innovation can not be used in a means to hurt the company. Jung’s strongest assumption on human nature is a person’s sound principles and passion will guide them through both the good and bad times. Jung’s charasmatic demeanor, combined with her modest upbringing, enable her to have these optimistic assumptions on human nature. 2. Does Jung practice high involvement management? Explain your answer. Andrea Jung practices a high involvement style of management. Jung’s high involvement management is seen through her reliance on decision power, information sharing, and incentive compensation. The delegation of all operational decisions to Susan Kropf is an example of the belief in decision power that Jung possesses. The delegation paid off in the long run for Avon, as Kropf saved a large amount in reducing the amount of suppliers. For Jung to put such responsibility in a subordinate is a testament to her high involvement approach. Avon is characterized by an open flow of information for all its employees. Key among this data is Avon’s spreading of facts on female social and health issues. Jung’s continuation of Avon’s traditional spreading of information pamphlets enables both her workforce and customers to share in Avon’s values. The distribution of these pamphlets enables Avon to form a special bond with their customers. High involvement managers believe in compensating their employees based upon their performance. Avon’s compensation is based on a piece rate system, where associates are compensated based on the amount they sell. In another manifestation of her high involvement style, Jung decided to increase representative payouts. Some areas Avon even pays commissions to existing sales members, based upon reps that they personally recruit. 3. To what degree does Andrea Jung demonstrate the attributes of emotional intelligence? The five attributes of emotional intelligence are highly visible in Andrea Jung’s leadership style. Through her day to day demonstration of self-awareness, self-regulation, motivation, empathy, and social skills, Andrea Jung proves that she is a manager characterized by a high degree of emotional intelligence. Jung understands that her behaviors affect her workforce’s feelings and beliefs. The productivity of her employees is a direct result of her optimistic demeanor. A prime example of her self-awareness is evident when Jung states, â€Å"(i)f people can’t tell that I love this company, then it’s hard for me to be a lasting leader. † This quote serves a symbol of Jung’s ability to understand that her attitude, alone, is a key motivational force for Avon. Emotionally intelligent leaders are able to remain calm in both the good and bad times. From her time as a Bloomingdale’s management trainee, to her current role as Avon’s CEO, Jung has always been able to control her emotions. The self-regulation that Jung has shown through her ups and downs has encouraged her associates to handle their difficult situations in the same calm and open minded demeanor. Motivation is synonymous with Andrea Jung. She possesses a passion for Avon and its vision of elevating women in the community. Jung has a track record of constantly looking to improve processes at Avon. Her delegation of authority to Susan Kropt and her proposed correctional action plan are clear illustrations of this fervor. Through her search for feedback from associates and burning desire for constant improvement at Avon, it is clear that Jung is an emotionally intelligent leader. Jung’s understands the importance of a healthy balance between a professional and personal life. It is this empathy that enables her to be an effective manager. Her ability to balance her personal and work duties sets an example for her workforce. Jung also has shown that she is not afraid to make decisions that directly improve her employee’s moral, as was the case when she raised commission payouts for her direct salesperson workforce. Jung’s ability to see the big picture enables her to understand that a happy sales team will pay far great value in the long term than the short term balance sheet savings. Jung has established an array of effective working relationships with current and past colleagues. Her past relationships with Barbara Bass and James Preston laid the framework of her proficient social skills. Her belief in the importance in social relationships is depicted in her decision to keep Avon’s tradition of sales representative personally delivering roducts to their customers. It is through these social skills that Jung has been able to lead Avon to her desired outcomes. 4. What is Avon’s business model? How has the business model changed over time? Avon’s business model was built upon independent sales representatives selling cosmetics in a door to door sales approach. This model lasted for over 80 years, when two key economic forces caused Avon to change. The competition fro m large discount stores, as well as the trend of women joining the workforce, forced Avon to change its business model. In the 1980’s Avon, unsure of its direct selling method, went through a period of acquisitions where it bought some health care businesses and Tiffany & Co. , a high end jewelry retailer. In 1988 Avon’s new CEO, James Preston, recommitted the company towards its direct sales of personal care products. After selling off non core business departments, Preston focused on a restoration of growth at Avon. Avon was characterized in the 1990’s by a vision centered on a global understanding of women. Their recommitment to their direct sales model was seen in their global sales force of roughly 1. million independent sales representatives. The Andrea Jung era of Avon began at the start of the new millennium. Jung’s model was characterized by an even deeper emphasis on women, a reduction of suppliers, and an open mind regarding innovation. Despite much success in her early years at Avon, 2005 posed as a pivotal year for Jung, as Avon’s demand was in decline. Given the changing market conditions, Jung proposed a new business model that focused on increased R&D, channel support, and advertising. 5. Is Avon a learning organization? Explain your answer. Avon possesses many of the key attributes of a learning rganization. Through its constant ability to react to market conditions, openness to innovation, and guiding ideas, Avon is a clear example of a learning organization. Learning has been a cornerstone of Avon’s historical success. As their market has experienced a variety of drastic changes, their ability to react to market conditions has enabled Avon to survive for over a century. A great deal of learning at Avon comes from their process of having all executives spend time as a direct sales representative. It was during this experience, that a young Andrea Jung learned the complexity of Avon’s marketing materials. For a company to be considered a learning organization, it has to have an environment that fosters innovation. Andrea Jung single handedly influences Avon to adopt an innovative approach to their business practices. Jung possesses an open mind regarding any innovation that Avon could adapt to its advantage. It is this learning environment that has permitted Avon to experience such success. The most influential factor in making Avon a learning organization is the clear guiding ideas that management communicates to all employees. From James Preston to Andrea Jung, Avon has had a history of motivating, team building vision statements. The tradition of female focused mission statements is a perfect match for Avon, as the majority of Avon’s workforce is female. 6. How does Jung leverage human capital for Avon’s competitive advantage? Is this competitive advantage sustainable given the prevailing competitive pressures and forces driving industry change? Avon’s direct sales distribution is an inherent human capital leveraging characteristic that gives the company a competitive advantage. Jung’s increase in the amount of independent sales reps from 1. 5 million to 5 million is a clear illustration of her leverage of human capital. This sales headcount increase is but one of Jung’s human capital influences. Jung also motivates her sales force through her international travels, showing to her associates that each and every one of them is valued at Avon. Perhaps Jung’s most valuable leveraging of human capital is her ability to cater Avon’s highest principles and values to her largely female workforce. Understanding that Avon is a female centered company, Jung is able to keep company moral high, as employees connect their job with Avon’s vision of enhancing women’s value in the community. Avon’s competitive advantage is sustainable given the prevailing competitive pressures and industry driving forces. It is important to recognize the influence the Avon brand has on consumers in its developed markets. Despite Avon’s recent softened demand in these long standing markets, they will always have a loyal customer base thanks to their decades of personalized business. Avon’s growth potential is in the international markets. As India and China continue to industrialize their economy, their cosmetic and toiletries spending is set to skyrocket. Avon’s increased international sales headcount is the key in addressing their growing international opportunities. As long as Avon continues its innovative nature and stays committed to its bread and butter, direct selling with independent sales representatives, they will continue to perform well. 7. In 2005, what strategic and/or organizational problems exist for Avon Products? How are these reflected in the financial performance of the firm? Avon had two key strategic and organizational obstacles to overcome in 2005. The first issue facing Avon was the softened demand in their developed North American markets. Avon’s second problem was the increased competition in their growing international markets. This was an exceptionally troubling for Avon, as these markets were the key to their future growth. These two problems are clearly reflected in Avon’s financial performance. Exhibit 1 of the case, Avon’s selected financial data 1995-2005, reveals these issues as they relate to headcount. Avon’s number of US employees decreased 700 employees (7%) from 2003 to 2005. The decreased headcount in the US is a clear indication of softening demand in a developed market. The international headcount tells a different tale. Avon’s international headcount nearly doubled from 1995 to 2005, growing from 23,800 to 40,300. The growth in headcount is a clear manifestation of the growth of sales in the international markets, as total net income at Avon increased from $256. 5M in 1995 to $847. 6M in 2005. However, the ratio of net income to international sales headcount takes a turn for the worse between 2004 and 2005. Despite an increase of 1,500 international employees from 2004 to 2005, net income only rose $1. M. This is roughly an additional $1,000 in net income per new international headcount. Compare this ratio to the 2003 to 2004 numbers, where one new international headcount yielded an additional $79,000 in net income, and you see the problems Avon has experienced. The severe decrease in additional net income per international headcount is a direct result of Avon’s increased competition in their growing worldwide markets. 8. As CEO in 20 05, does Andrea Jung have the leadership qualities necessary to address these challenges effectively? Avon’s challenges call for an innovative, charismatic leader, a manager who is not afraid to sacrifice his or her personal gains for the better of the company. Fortunately for Avon, Andrea Jung is that transformational leader that has the qualities to guide Avon through these current challenges. Avon’s current obstacles are present in all their global markets. The solution to these deeply systemic challenges will be addressed by Jung’s strategic vision. Throughout her career, Andrea Jung has always been able prioritize long term answers over short term quick fixes. From her time at Bloomingdales, to her leadership as CEO, Jung was a proven track record focusing company resources on the appropriate issues. The high emotional intelligence of Jung will also enable her to properly address Avon’s current dilemmas. She understands that in order for Avon to tackle their current difficulties, she must not only keep company moral high, but also maintain a calm demeanor during this difficult time. The key to Avon success is in the interactions between their direct sales team and customers. From her visits to worldwide Avon offices, Jung is able to have a constant understanding of this interaction. It is this consistent understanding of Avon’s sales channels that will enable her to effectively make the necessary decisions for Avon. Jung’s ability to continuously reinvent her management style is perhaps her most crucial quality in terms of addressing Avon’s current problems. As Avon’s market has experienced a variety of influences throughout her tenure as CEO, Jung has needed to alter her way of thinking. Much of Avon’s past success is due to Jung being able to put her ego aside. This humble nature will enable Avon to successfully address their current concerns. 9. Evaluate the proposed correction action plan Jung and her leadership team have developed. What recommendations would you suggest to them? Avon’s four tier proposed correction plan is made up of a renewed commitment to brand awareness, a focus on their commercial edge, an elevation of commercial effectiveness, and a transformation of their cost structure. Although I feel this is an overall effective plan, I do have some recommendations on how to make this more successful. Avon’s commitment to brand competitiveness is characterized by a focus on Skin Care and Color as well as a boost in advertising. Although I feel that this proposal is solid, there are two key items that Avon must focus on for this initiative to be successful. Avon must do the necessary market research to ensure that their Skin Care and Color lines are sold in the most effective channels. Their past launches of â€Å"beComing and â€Å"mark† had issues because of the weaknesses in their selected channel of distribution. The second point Avon needs to pay close attention to is that they are getting the most out of their advertising dollars. As their North Americans are already mature, advertising efforts here will be less effective than in their more promising international markets. Avon must focus the majority of their advertising budget towards these global markets. This focus will enable them to establish a stronger brand recognition that will transfer into future sales. Avon’s second piece centers on them improving their merchandising and shopping appeal in their direct-selling approach. I agree that the direct-selling approach is their strongest asset, and that enriching it would create a lot of value. I do, however, recommend that Avon does not stray too far away from their traditional mode of direct-selling. Drastic changes to this will erode the traditional bond that Avon has with its customer base. I also recommend that Avon does not increase their merchandising too specifically. As was shown in their prior marketing brochure, Avon has had a history of flooding their customers with too much information. Avon’s plan to elevate its organizational effectiveness is characterized by an increase in training in people development. This proposal matches quite well with Jung, as she is an emotionally intelligent leader that believes in the development of her associates. My suggestion regarding this organizational elevation is that they do it in a way that does not affect the time that their sales force spends in front of customers. As personal interaction with clients is the cornerstone to Avon’s growth strategy, it is crucial that this time is not significantly decreased by various trainings. The plan for a radical transformation at Avon is made up of a realigned cost structure and a strategic leveraging of assets. Obviously, these are valuable initiatives to strive for. From Avon’s perspective, I would recommend that they develop multiple action plans based upon the financial effects of these changes. As their market is not predictable, they need to develop a worst case scenario plan, in the event their sales revenue does not meet expectations. History of â€Å"wooden-headedness† behavior at companies such as Sony and Snow Brand has proven that failure to plan for such problems can cause severe problems within a company. Having this plan set in place will enable them to immediately react to any adverse future performances.

Family Observation Paper Essay

Adolescence, the period after middle childhood, is a very crucial time in the life of an individual. Adolescence (age eleven through nineteen or twenty) is the time between childhood and adulthood and is accompanied by major physical, cognitive, and psychosocial changes. For this observation, I will be observing my roommate, Amore, who is eighteen-years-old. Physically, I will be investigating puberty and health. Cognitively, I will be examining Kohlberg’s view on moral reasoning and influence on school achievement. Psychosocially, I will be analyzing identity and commitment. My roommate, Amore, also happens to be my best friend. We met in high school and both made plans to begin our adventure by attending FSU. For this paper, I observed her talking to one of our friends about her faith. It was a Friday evening and one of our friends had just broken up with his girlfriend and was very down about it so he had come over for some advice. She sat with him in the living room and took advantage of the opportunity to present Christ to him a real and powerful way. Amore is eighteen-years-old, about five foot two, and was wearing jean shorts and a plain white tee. Under the strenuous situation, she took the initiative to pray for him upfront, before she gave her personal advice. She spoke very maturely, but what stood out most about her conversation with out friend was how genuine everything she said was. As opposed to advice that seemed scripted and edged, you could tell that she was speaking from experience. Her eloquence and confidence seemed to greatly ease the pain and disdain that very evidently clouded the room. Her mannerisms and speech were so simple, yet so impacting. It was very clear that, after speaking with her, our friend felt at much better ease and was beginning to look at his situation from a different perspective. Physical development refers to the body’s development of different skills. Included in physical development are puberty and health. Puberty is the process by which a person attains sexual maturity and, thus, the ability to reproduce. Amore began menstruation at the very young age of ten. According to the book, factors present in her life at the time could account for such an early start. For example, statistics show that young girls who have absent fathers in their lives are likely to begin puberty at a much younger age than a child who had a present father. Similarly, girls whose mother’s are strict (many times, because they have to take on the role of both mother and father) are also more likely to menstruate earlier. Both circumstances were evident in Amore’s life and could thus account for premature puberty. Health is defined as a state of complete physical, emotional, and social well-being. In adolescence, physical activity decreases throughout high-school years. However, the opposite was true in Amore’s life. She began karate in middle school and, as the years progressed, her training intensified. Consequently, her high school years had the most intense physical activity. Poor sleep patterns, which include going to sleep late and oversleeping, are evident in adolescent years. This is true in Amore’s life. She goes to sleep very late, sleeps well into the later afternoon, and takes naps throughout the day. Memory, thinking, language, and perception are all components of cognitive development, a field of study in neuroscience and psychology. Included in cognitive development are postconventional morality and active engagement. Kohlberg’s levels of morality described three levels of moral reasoning, the last of which is postconventional morality. It is in this third level of morality that people follow internally held moral principles and can decide among conflicting moral standards. Amore shows that she has reached the third level of Kohlberg’s theory because she is able to recognize conflicts between moral standards and makes her own judgments accordingly. For example, when she was advising Edgar, she recognized that it isn’t okay to lie to your significant other, but given his situation, his actions were justified. Active engagement is defined as the attention, interest, investment, and effort students expend in the work of school. Amore definitely exemplifies active behavior in her secondary work-studies. Coming from a low-income family, she was taught the value and importance of going to school and making something of yourself. She is very attentive in class, punctual, and exerts maximum effort. Psychosocial development involves an individual’s interaction with their environment and their peers. Included in psychosocial development are identity and commitment. Identity is defined as a coherent conception of the self, made up of goals, values, and beliefs to which a person is solidly committed. Typically, one’s search for identity comes into play during the adolescent years. At eighteen years of age, it is clear that Amore is steadfast in her identity, knowing exactly who she is. As a committed Christian, Amore is able to identify herself as a child of God, confidently seeing herself through His eyes. Commitment is Marcia’s term for personal investment in an occupation or system of beliefs. According to Marcia’s identity status, Amore has reached identity achievement. There was a time of crisis where she gave much thought to what she aspired to be in life and how she could use God’s gifts and talents to reach others. She made the decision to use her life to help fight human-trafficking and has made steps to strongly commit to such an involvement. All in all, Amore displays a very healthy and mature standpoint in her adolescent stage. Physically, cognitively, and psychosocially, she excels in all areas. It is evident that her actions are very much in line with her developmental age. I believe she is developmentally on target and is on schedule for normal developmental growth.

Harvard Business Review -Porter Model Essays

Harvard Business Review -Porter Model Essays Harvard Business Review -Porter Model Essay Harvard Business Review -Porter Model Essay Infosys Consulting (ICI) emerged from Infosys Technologies as a business and information technology consulting firm with a unique strategy. ICI applied Infosys’ Global Delivery Model (GDM) to consulting and leveraged the parent company’s client relationships to attain projects. Based on 24-hour workforce and cheaper off-shore labor, ICI’s strategy allows them to cut down costs and implementation time for projects. While the parent company offers strategic advantages, ICI and Infosys often clash due to overlap in the two companies abilities to complete customer engagements. Although ICI and Infosys are separate entities the two work closely together, thus both must work hard to interface with one another. ICI’s unique organization and strategy creates a value chain which sets them apart from their competitors and produces great benefits for their clients. ICI created the GDM value chain for their consulting services, the â€Å"1-1-3 model,† which consisted of giving the client one onsite ICI resource, one onsite Infosys Technologies resource, and three offshore Infosys Technologies resources. This model allows ICI to cut costs with a blended rate of $100 per hour due to the cheaper labor of the offshore resources. Utilizing the offshore resources also allows ICI to shorten the length of the project from design to implementation as someone can be working on the project all hours of the day. During the day, the onsite team works with the client to observe the company’s processes and create a design. During the night, the offshore team can work on converting the design into software configuration which can then be presented and tested with the client the next day. : This allows the team to complete the project much faster than if the entire team was in the same time zone and allows the client to provide daily input into what they want in the end. The 1-1-3 strategy improved ICI’s operational effectiveness as they performed the same implementation faster than major rivals like IBM or Accenture. IBM and Accenture, who focus efforts with onshore representatives, cannot easily implement a 24-hour work schedule. Their focus on onshore representatives also forces them to charge higher blended rates, ranging from $175 to $225. IBM and Accenture cannot easily reposition themselves to match ICI’s strategy as they would need to scale down their US presence. Leading offshore consulting companies also cannot easily implement ICI’s strategy of creating a US subsidiary as they currently are managed through their technology businesses. Mimicking ICI’s structure requires significant investment in recruiting which these companies did not have readily available. To use ICI’s 1-1-3 model, ICI made several tradeoffs. One tradeoff is the result of implementing the GDM with 24-hour workdays. Using a 24-hour workday means that meetings can be scheduled at all times of the day often causing employees to be stretched thin. Employees cannot work â€Å"normal† work hours as they are needed across many time zones. ICI also made a tradeoff between using low-cost off shore labor and having clear communication between onsite and offsite workers. This forces consultants to work past normal business hours and plan for time differences. ICI chose to make this tradeoff because this strategy fits well with the rest of their value chain. Activities completed by offshore employees overnight allow onshore employees to start each day one step further in the process and move forward in the design cycle. In this way the two sets of activities, both onshore and offshore, reinforce one another and the company can optimize their efforts. ICI also made a tradeoff when it came to their consulting fees. ICI could charge high rates like IBM and Accenture, thus taking a higher profit margin, but ICI was willing to sacrifice profit in the short term for a higher market share in the long term. Infosys Technology created a channel for ICI to attract customers as Infosys, with an established brand and long list of previous customers, referred their customers to ICI. Infosys‘ strategic needs based positioning was the main reason for creating ICI. In creating ICI, Infosys strove to satisfy a larger fraction of their customers’ technology needs. ICI came from Infosys identifying the opportunity to work for the client earlier, to define issues, create solutions, and implement them. However, tensions emerged between ICI and Infosys Technologies’ Enterprise Solutions business units over which entity would lead client relationships and engagements. ICI is a completely separate entity with its own culture, leadership, and growth; this created a divide between ICI and the parent company. ICI and Infosys constantly work on improving communication and collaboration between one another as it is paramount to the success of the organization. However, while this divide exists it will remain one of ICI’s largest weaknesses. Infosys must continue to invest in their value chain to keep and create a competitive advantage. Infosys currently invests in creating subsidiaries, such as ICI in the US, in other countries to expand their business. An important part of creating these subsidiaries is investing in top tier talent recruitment, ICI management works to recruit MBA graduates and implement a referral-based system to target the top 10 percent of consultants from other firms. ICI interviewed and took on about half of the employees from Infosys’ original consulting division but the overall goal was to create a more diverse work force and hire from within the local country. ICI also worked to expand the number of consultants in countries like China and Australia to extend their global reach. Our action plan to improve ICI’s competitive position starts with investing more money in marketing to improve the brand name of ICI. One of the advantages IBM and Accenture have is their strong brand loyalty, recognition and global client base. ICI also needs to establish themselves as a competitor, retain their clients and make their advantages to their customers known. ICI invests time and energy into satisfying their customers and should advertise these benefits. ICI is unique in their value based pricing, which allows cost to be based on metrics that determine success from the client’s perspective. Sometimes engagements are structured such that ICI gets paid based on the outcome of the project and whether these metrics were achieved. This strategy ensures that the client will get what they want and pay for what they get. Our action plan also includes clearly defining the domain of ICI in relation to Infosys Technologies. One possibility is to merge the Infosys Technologies’ Enterprise Business Solutions unit into ICI, eliminating problems with placing engagements. This problem could also be solved by clearly defining a method to classify a client engagement under ICI or Infosys. Another action item is to unify the leadership between ICI and Infosys to eliminate friction on interfacing. This could be done by developing a communication strategy or by creating a common leadership team. Clarifying domain issues and unifying leadership will help to better establish an overall culture at ICI and make them more successful in the future.

NorcrossVivaldi essays

NorcrossVivaldi essays The Fitchburg Art Museum is currently celebrating its 75th anniversary. For the first time in this museums history, there is a gallery reflecting its founders passions. The art that is now on exhibit is that of Eleanor Norcross. These pieces are from Norcrosss own collection and long term loans from museums and private collections. This is one of the exhibits that launches a look at pioneering American artists of the 19th century. Norcrosss exhibit is titled, Norcross: Character is Everything. Other permanent exhibits at the Fitchburg Art Museum are that of; Egyptian art and artifacts, European and American paintings and graphics, decorative art, and contemporary American and regional artists. The selections of paintings shown at the Fitchburg exhibit are only a small portion of her entire collection. After her father died in 1898, she had always wished of establishing an art museum in Fitchburg. She began exhibiting her work in the spring of 1886, when she showed a portrait of her father in the National Academy of design in New York, as well as in a Paris salon. She continued to show fairly regularly after that. She displayed her work mostly in French exhibitions. Until 1905 she painted mainly portraits and views of the interior of her studio. While she was living in Washington, she began attending classes at the Art Student League in New York, in either the fall of 1878 or spring of 1879. She spent the winters with her father in Washington and her summers in Fitchburg, Massachusetts. She continued living like this for five years, as she was traveling frequently between Washington, Fitchburg, and New York. In June of 1883, Norcross made the decision to reside in Paris. In the late fall of 1883, she entered the Paris studio of Alfred Stevens. Stevens was a prominent Belgian-born painter who taught a class for women. She remained a student of Alfred Stevens for two years. As a stud...

Describe recruitment and selection process among U.S police Essay

Describe recruitment and selection process among U.S police departments during the last half of the nineteenth centry (i.e., the first fifty years of policing) - Essay Example Police departments were organised as per political affiliations. Police in these early days was organised under police chiefs. These police chiefs were appointed by political bosses. These political bosses ensured that the police chiefs and the subsequent police mechanisms remained subservient to them. Corruption was the order of the day in order to satisfy the political bosses’ aims and objectives. The common man was harassed by utilising the police framework so as to secure political domination. The presence of political machines meant that political bosses were on the lookout for ways to offset the balance of power in their favour. Cops were recruited by political machines in an effort to encourage citizens to vote for the â€Å"right† political candidate. Often police brutality ensured that the wishes of the political bosses were carried out in letter and spirit. Police was used to exert political influence by intimidating, intruding and pressurising ordinary people and businesses. Corruption was reduced to a complete system. Payoffs on massive scales ensured that the policemen remained loyal to a political side. Crime was organised as robberies, extortions, gambling and other illegal activities were carried out systematically. Another tendency of this era was earmarking police personnel as per their political affiliations. Often as political machines waned, so did the police framework supporting them. Each political machine ensured that â€Å"their cops† were placed in active duty to protect their interests. These early tendencies for police brutality and corruption were in line with the sociological facets of the time. People were not politically organised in coherent regimes to ensure that police corruption could be settled through political resolve. Moreover, the presence of corrupt politicians backed by clandestine businesses ensured that the police framework remained in line with their demands and

Has no topic Essay Example | Topics and Well Written Essays - 1250 words - 2

Has no topic - Essay Example The major texts are a record of letters between two fan bearers of the king. Fan bearers were names given to those who had a close relationship with the king. The papyrus major texts also mention agriculture in the paranoiac lands during the reign of Ramesses three in his 16th year. The small texts talk about a shipment arrival containing commodities. The texts also mention quarrying activities going on for the construction of a tomb. Ancient Egyptians had developed a form of written language and they needed another medium to write on other than the stone. This led to the discovery and use of papyrus which was growing in the banks of river Nile. The reed was thin, strong, and easy to carry and for years, it was used for writing. It was a costly material and once used it was retained for extra use as a scratch paper. The recycled papyrus was also used to wrap bodies of the deceased. The body was first wrapped with linen then it was covered with the recycled papyrus. These wrapping mat erials were made of layers of papyrus discarded by the administrative authority. Papyrus reeds were also used to make furniture such as chairs, mats, baskets, boats and ropes. The roots of the plant were a source of medicine, perfume, and food (Snedden, 76). The standard measurement for papyrus paper was 45cm by 22cm and for purposes of longer documents; papyrus papers were joined to form a scroll. There were different kinds and quality of the papyrus reeds, the lowest quality was used by merchants to wrap commodities and the highest quality papyrus was used by the religious leaders and kings. The texts written on the papyrus varied, ranging from religious texts, musicals, literature, biblical literature, but the largest number of papyrus documents was on administrative issues. These official matters included tax receipts, court documents, and letters between leaders. The quality of the papyrus depended on some factors such as age of harvesting the location of growing, and type of p ith used. The best quality papyrus was made using inner pith. Normal rolls were made using different qualities of papyrus, inner section had the lowest quality papyrus, and the ends which were prone to tear had the finest quality of papyrus sheets. The varieties of the papyrus were named in the honor of different leaders or emperors. This information was contained in the first papyrus called protocol. For ordinary use, this had to be cut but for official use, it was against the rules (Snedden, 87). The painting of the final judgment is one of the paintings on Egyptian religion that relate to the papyrus. This is attributed to the fact that these painting is usually done on a piece of papyrus paper. This iconic papyrus painting reflects the symbols adopted by ancient Egyptians in their religion. The earliest judgment day painting was first drawn in the 16th dynasty. This art depicts that the Egyptians believed in immortality. It was expressed by painting what the day would be like wa s done in their papyrus papers. The judgment of the dead emanated from the believe that deeds done by people would be subjected to scrutiny and analysis by divine powers after one died (Adam, 59). Conclusively Egyptian art is characterized by order and aesthetic quality that is why it continuous to be relevant to the Western Art. It is a foundation in telling the history of the Western Art being one of the oldest civilization which shaped cultures adopted by Europe, Asia and Africa. Glass