Monarchy Restoration

King Charles I was born at Fife in Scotland on 19th November 1600 and was the son of James VI and Anne of Denmark. His father was to become King James I in 1603 after succeeding Queen Elizabeth I to come to the throne of England. At Baptism in December 1600 Charles was created Duke of Albany and in 1605 became the Duke of York. (Carlton, Charles. 95). Charles had an elder brother named Prince Henry who overshadowed Charles in every manner; unfortunately he passed on when Charles was 12 years old. Charles became the heir to the throne of the 3 Kingdoms that included England, Scotland and Ireland. In 1625 he was to become the second Stuart King. It was during this period that there was immense pressure from the English Protestants for the intervention against Spain in the religious wars that were prevalent in Europe between the Catholics and the Protestants. (Murphy, Derrick, 215) King Charles allowed the unpopular Duke of Buckingham to direct England’s foreign policy, the introduce disastrous military exploitation against Spain and France. Parliament tried to Impeach Buckingham towards which Charles dissolved the first two. The Third Parliament drew the Petition of Right to contain Charles’ abuse of power. During his reign he continued to suppress any form of dissent and continued to alienate himself from the people. He even went ahead and married Henrietta Maria a French Catholic cause some disquiet amongst the Protestants. Against this backdrop tension went on to build up until 22 August 1642 when the Civil War broke out. The Parliament using the navy that Charles had helped equip, won London. This forced Charles to set up court and military at Oxford. (Carlton, Charles,143). Afterwards Through Charles command, the Royalist Army was able to experience some victories. They defeated Sir William Waller at the battle of Cropredy Bridge and in the summer of 1644 defeated the Earl of Essex at Lostwithiel. However the army was hit arguments and jealousies especially amongst the senior officers. This coupled by Charles’ indecisiveness hampered greatly the army’s effort. Parliament/Scottish alliance formed a formidable army called the New Model Army. (Kenyon, John & Ohlmeyer, Jane, 155). It was this army that defeated the Royalists in 1645. Charles fled Oxford in 1646 and surrendered to the Scottish army. While here he tried to exploit the divisions between the Parliamentarians and the Scots. These antics would eventually lead to the Second Civil war of 1648 where Cromwell defeated the Scots. Charles was to be captured and later on beheaded at Whitehall on 30th January 1649. (Carlton, Charles, 195). Oliver Cromwell He was born in Huntington on 25th April 1599; he is played a major role in bringng to trial and eventual execution of Charles I. He became the only non-Royal ever to hold the position of The Lord Protector of England.   He rose through the ranks to become this powerful and had the most complete and most brutal army. The army was credited with the conquest over the English neighbors. He is considered to be on one of the most controversial figures in history.   Some historians view him as the defender of the principles of liberties, and advocate of religious freedom and diversity (he inculcated the respect for God) and others view him as a tyrant, bigot and murderer. The latter view was because left behind a legacy of massacres in Ireland. He imposed military rule. (Murphy, Derrick, 226) In 1658, Cromwell declared that his son Richard Cromwell should replace him as Lord Protector Of the Commonwealth. This decision did not excite the English Army because Richard was a mere country farmer unlike his father who was a skilful military officer. After Oliver Cromwell’s death on 3rd September 1658, his son succeeded him as the Lord Protector. However the army generals forced him to retire from government in May 1659.After the Restoration in 1660 Cromwell’s body was exhumed from the tomb of Kings in Westminster Abbey and was hanged at Tyburn. (Murphy, Derrick, 225) After Richards’s departure, General George Monk who was the army officer in charge of the English army in Scotland marched to London in 1660 with his army and restored the House of Lords and the Parliament 1640. It was compost mainly of Royalists who went ahead to restore the Monarch to Charles II, who pardoned the Parliamentary army and continued with the Commonwealth’s policy of religious tolerance. Puritans lost political power and would not be allowed in the House of Commons. It was during his reign that the Monarch was restored to its original form. (Miller, John, 185). Works Cited Carlton, Charles. (1995). Charles I: The personal monarch. Second edition. London: Routledge. Kenyon, John & Ohlmeyer, Jane (eds.) (2000). The Civil Wars: A Military History of England,   Scotland, and Ireland 1638-1660 (Oxford University Press), Miller, John (1985). Restoration England: the reign of Charles II. London: Longman. Murphy, Derrick, ed. (2002) Britain 1558-1689 1st Edition. London: HarperCollins Publishers pp. 211-235

Lemon Max

Market Analysis Dishwash market of Pakistan is a bar driven market. Vim’s major competitor is Max while the rest of the brands like Safoon, Anna Bar are very small in size. Price Price is very important for this category. In order to market share, competitors use price as a unique selling point (USP). Max is a price leader in dish wash market. Max and Vim are price tag parity and both are price premium. Vim is low grammage and high price although it is not a noticeable difference. Price comparison of Bars between Vim and Max according to SKUs are as follows.Max Bar| Vim Bar| Small Bar Pack (110 grams) cost Rs. 12| Small Bar Pack (110 grams) cost Rs. 12| Number of SKUs| Bar (200 grams) cost Rs. 22| Long Bar Pack (330 grams) cost Rs 32| Long Bar Pack (300 grams) cost Rs. 33| Product Portfolio Max Protfolio includes Max Bar, Azadi Dish Bar, Max Sourers, Max Liquid and Max Antibacterial. Max Bar is targeting urban area while Azadi dish bar is targeting rural area. Lemon Max Bar In troduction Lemon Max Bar is a quality washing bar. Lemon Max Bar is a with leadership among dish wash segment of FMCG in Pakistan.Lemon Max Bar is product of Colgate Palmolive which was launched in 1982 with scourer embedded tagline â€Å"Hara Kaam Maun Khara Nimbo Ki Taqat Say Bhara†. Lemon Max Bar Consumers Primary shoppers of Max Bar are women and housewives and secondary are men purchasing household items. Brand is used for dish washing at home with the essence of lemon in it. Many year of sale and consumption at home consumers have approved Max Bar is a high quality product with many benefits. Lemon Max Growth Period Max Bar with strong, lemon-like, grease cleansing action and name that gave impression of foreign brand.Brands pass through ups and down then got stabilized and become market leader in terms of sales and Brand name. In 1985,brand manager learnt that consumer perceive that scourer damaged the dishes then they launched max liquid to overcome this perception. A t the same time Unilever Pakistan ,the mega corporate giant of FMCG’s , launched its brand under the name of â€Å"Rin† in dishwashing segment of FMCG. The competition become aggressive in terms of promotion, retails distribution and event placement. But according to market experts, consumer used brand for cleaning their quality dishes utensils.Due to heavy advertisement and erroneous branding decision Rin brand got positioning problems , product colour confusion among the consumers. Taking advantage from that opportunity, revelry brand â€Å"Max Bar† makes aggressive movements by heavy promotions. Soon Mac brand takes the game by kicking Rin Brand out of market form distribution to media promotion and become market leader. In 2001, Rin brand repositioned himself and change to â€Å"vim† and entered in to the market . Competition again got fierce between max bar and Vim due to heavy marketing budget form unilever gain to pull the max bar from market.In th e end of 2004, Rin vanish from the market and max become the leader in the market. After that many brands emerge on the competition arena like Safoon and Aana bar ,raising competition with the Max bar with relatively low price. For tackling this Max Bar launched 200 gm and sachet in that brand to gain an edge in the competition. But still Max Bar got 60 percent of the market share. In 2011, Unilever has relaunched Vim in dishwashing category. Vim gives a fierce competition to Lemon Max and start gaining market share from lemon max and other small players in the market.Lemon Max Liquid Liquid dishwash is targeted at urban upper middle class home makers and here the users are home maids rather than home makers. It will be difficult to teach house maids to use the liquid efficiently. People perceived both the liquid brands same. Although, Vim is a concentrated gel while Max is a dilute liquid. Concentrated gels are used less as compare to dilute solution. Gels are more efficient in dis h wash. Max Liquid Bottle| Vim Liquid Bottle| 275 ml cost Rs. 65| 250 ml cost Rs. 115| 475 ml cost Rs. 95 rs| 500 ml cost Rs. 190| Distribution of Lemon MaxLemon Max distribution is very strong. They are available and visible in almost every store. TRENDS * Economic growth during the early part of the review period encouraged new trends in dining, with these continuing to spread at the end of the review period. There was for example strong growth in the number of restaurants in the country and also the widening use of feasts to celebrate weddings. The serving of meals became more elaborate, with consumers using a growing number of dishes. These trends continued to support growth in dishwashing at the end of the review period. COMPETITIVE LANDSCAPE Unilever was the leading player in dishwashing in 2010 with a value share of almost 18%. The company benefits from a strong advertising presence, with its Vim brand thus enjoying widespread awareness and loyalty. The company also benefits from the widespread availability of Vim, which is prominently displayed in most outlets that offer hand dishwashing. The company also offers the premium Persil brand in hand dishwashing, which appeals to many mid- and high-income consumers. PROSPECTS * Hand dishwashing is expected to benefit from economic growth and urbanisation in Pakistan during the forecast period.As consumers move to cities and experience higher disposable income levels, their habits are likely to change. A growing focus on hygiene will encourage many to trade up from bar detergents to hand dishwashing when washing dishes. Lemon Max Bar Product History: Lemon Max Bar is a quality is washing bar with leadership in dish wash segment in Pakistan. Lemon Max Bar is product of Colgate Palmolive, which was launched in 1982 with scourer embedded. Primary shoppers of Max Bar are women/housewives that use brand for cleaning their household dishes. The consumers have approved high quality standards and benefits offered by Max Bar.Max Bar with strong, lemon-like, grease cleansing action and name that gave impression of foreign brand. In 1985 the brand manager learnt that consumer perceive that scourer damaged the dishes then they launched max liquid unilever launched their Rin in this dishwashing segment. The competition become heat up but according to survey consumer used brand for their quality dishes utensils. Heavy promotion started between these two brands. Rin got positioning problems and product color confusion among the consumer taking advantage from that opportunity max take the game by heavy promotion and positioning of lemon power.In 2001, Rin was change to vim and gave a challenge to the max bar and again competition starts. At the end of 2004 Rin vanish from the market and max become the leader in the market. Advertising Strategy: An advertising strategy is a campaign developed to communicate ideas about products and services to potential consumers in the hopes of convincing them to buy t hose products and services. Execution: The overall creativity of the dishwasher bar is good and is highly acceptable in the Pakistan’s existing market people having different income level can purchase it and it is available in every departmental store with a reasonable price.The packaging is in green and yellow color with largely written MAX in the middle of the bar. The bar is not just limited to clean the utensils it also gives the fragrance of lemon. Creative idea: The company board made these question within them and find the solutions for right promotion and media the task is to choosing the media through which the customers and viewers perceive what the company to make them aware about the product and they have a brand loyalty about it after watching and using it. 1. Who is our audience? 2.Where are we now in the minds of our target audience? 3. Where are our competitors in the minds of our target audience? 4. Where do we want to be in the minds of our target audience? 5. What is the consumer promise or the big idea? 6. What is the supporting evidence? 7. What is the tone of voice of the ad? Strategy: Max's marketing strategy is a notable example of successful frontal attack. The brand was able to find a credible and sustainable differentiator against Vim. Max took the position of an Antibacterial dish wash bar to fight Vim.Max was Pakistan's first Anti-bacterial dish wash bar. As usual, the germs were at the receiving end. Max positioned itself as a dish wash bar that killed all the bacteria in the utensils. The positioning was very smart since Vim was positioned based on cleanliness. Max is innovative in creating awareness about the possibility of germs in utensils. There was also another smart idea from the brand. In theory, we often say that the differentiator should be relevant, sustainable and not easily copied by competitors. Communication Media:The characteristics of the target consumer need to be consider as an advertiser decides what med ia to use. The types of media categories from which advertisers of choose include the following: * Print—Primarily newspapers (both weekly and daily) and magazines. * Audio—FM and AM radio. * Video—Promotional videos, infomercials. * Outdoor advertising—Billboards, advertisements on public transportation (cabs, buses). USP of MAX is†¦ â€Å"Hara Kam Main Khara† In addition, the other one is â€Å"Ghulae Kam Zayada Chalae† AD Type:The Ad, which I presented, is the persuasive.

Bill Recommendation Essay Example for Free

Bill Recommendation Essay Is it a good idea for those individuals convicted of armed robbery to receive double the sentence that it is now? In my opinion the answer is no. Policy making in the field of criminal justice is extremely vital to society. Punishments can be very confusing in the fact of what is appropriate. What is too much and what is too little? There have been many studies that show that there is little or no deterrent of crime such as armed robbery when the punishment is a long sentence to prison. The reason for this lack of deterrent is because the person who is committing the crime or crimes knows what is at stake, yet he or she chooses to commit the robbery anyway. This is because the gains of that robbery outweigh the prison sentence. The main purpose of this bill is to stop or at least lessen the amount of armed robbery that is being committed by putting those who commit the crime behind bars for a longer period of time. This seems like a good idea at first glance. However there is more to this proposition. Lengthening the prison sentence is being used as a deterrent or to simply take the bad guys off the street for longer. This has not worked in the past and will not work now. Facing a long sentence has not deterred robbery from happening. If prison sentencing was enough robbery would not be around in society especially not as frequent as it is today. According to a study done by the FBI in 2006 447,403 robberies were reported to the police, which equals out to a rate of one robbery per minute in the United States (McGoey, 2014). The punishment for robbery can be up to 25 years in the United States. Doubling that and making the sentence 50 years will hardly make any change in the robbery rate. If anything it would just cause the jails and prisons to  become overpopulated quicker, costing taxpayers more money. There are more effective ways to address a crime than make the punishments more intense or longer. The classic school of criminology is what I base my recommendation on. In the late 1700’s, which are the time that the classical school came about, the punishment for crimes was extremely cruel and would be seen today as barbaric. Cesare de Beccaria and Jeremy Bentham played a tremendous role in the theory of criminology and criminal justice today would not be where it is without them. Their main focus was to lessen the harsh punishments implemented by the judicial system at the time (Schmalleger, 2012). Cesare de Baccaria believed that preventing crimes would benefit a society more than punishing someone who committed a crime. This belief was the driving force of the classic school of criminology. He believed the punishment should fit the crime for instance theft should be punished through the use of fines and crimes that cause personal injury to be punished by corporal punishment. This would, in turn he believed, prevent these crimes from happening. Jeremy Bentham viewed crime a little differently than Beccaria. Bentham was viewed as a utilitarian. He believed that the punishment for any crime must be that of the greater good for the community. Basically stating that any pain being used as a punishment towards an offender must be justified to benefit the good of the society. Modern criminal justice still holds its foundation in that of the classic school of criminology. Having said that, long prison sentences do act as a major deterrent for many criminals, but poses a major conflict of ideas to that of the classic school of thought due to the fact that crimes are committed based on free will and rational thinking. many factors such as emotional instability in s sudden moment, and mental and physical disorders that a longer prison sentence simply would not abolish. There is also the very likely chance that drugs and or alcohol is involved.  If the offender is being driven by an addiction nothing, surely not a longer prison sentence is going to persuade his or her decision (Schmalleger, 2012) With all of that being said, the answer to decreasing crime, more specifically armed robbery, a longer prison sentence is not the answer. The question at hand is: what is the answer? This is a question that is going to be debated as long as crime is resent in the population. Juvenile criminals usually mature into adult criminals, so perhaps putting more criminal emphasis on juvenile crime must be done. In addition to everything, it is well known that drugs are the foundation of many crimes. Drugs are responsible for many thefts and robberies, and more time behind bars is not going to make a drug addict think twice before robbing someone. More emphasis needs to be put on the war on drugs and alcohol addiction. Put the taxpayers money to good use by stopping the spread of drugs, not on paying for more people inside if jails. Lets stop the robberies from happening. McGoey, C.E. (2014). Robbery Facts: Violent Crime Against Persons.

Narcissistic personality disorder Research Paper - 1

Narcissistic personality disorder - Research Paper Example All of these symptoms characterize an individual with poor social interactivity and will likely manifest opportunistic personality traits in the pursuit of exploiting others in their social and professional environments. The narcissist’s lack of empathy creates distance between himself and others in a variety of social and professional environments when disregard for the well-being of others becomes an ongoing, blatant display of self-importance. When confronted by others about these behaviors, an individual with this disorder should be expected to be defensive and manifest behaviors typical with a person who has experienced radical blows to their self-esteem. The narcissist may become disruptive and begin a process of attempting to denigrate the confronter either publicly or privately in an effort to restore their own reputation, an attitude common with individuals who maintain absolutely false perceptions of reality. ... n, this characterizes an individual with unhealthy relationship focus who will likely superimpose false self-confidence over what is actually low self-esteem that continues to place the narcissist amid a distorted reality that leads to unsatisfying relationships and extreme grandiosity that can produce antagonistic responses from others they encounter in their social environment. The triggers of narcissistic personality do not seem to be universally defined, however some of these attitudes of self-importance are developed earlier in adolescence during the period of cognitive development where the individual is experiencing identity formation, influenced by parental involvement or the quality of adolescent relationships during these formative years. However, there is also evidence that environmental triggers also lead to the development of narcissistic personality disorder that occur later in adult life. As one relevant example of adult onset narcissistic personality disorder, conside r a high-performing salesperson who rises to authority quickly and is especially talented in a specific creative field. Constant attention and endorsement from superiors can lead an individual to experience sensations of invincibility that impact the quality of relationships with coworkers and senior-level management. An individual fitting this classification may abuse their expense accounts, degrade associates, and begins to lose personal understanding of how this behavior disturbs the quality of relationships in the professional environment (McDonald, 88). In this lifestyle scenario, the trigger of narcissistic personality disorder is constant reassurance from important colleagues or superiors that the individual is successful and provides extreme value to the organization for their

Mini assignments Coursework Example | Topics and Well Written Essays - 2000 words

Mini assignments - Coursework Example However, the premises are not accurate. This makes the argument valid, but not sound. A valid deductive argument that is sound: Premise: Either I own a dog or a cat. Premise: I do not own a cat. Conclusion: Therefore, I must own a dog. This argument can be valid and sound. It is possible that I own a cat or a dog, but not both. It is possible I own a dog. It also cannot be true that I own a cat because of one of the premises. The only conclusion is I own a dog. 2. Inductive Language Construct an inductive argument for a specific conclusion. Then, explain what you might do to make this inductive argument stronger, either by revising the premises or by revising the conclusion. Inductive argument for a specific conclusion: Premise: John is a redhead. Premise: Jay is a redhead. Premise: Jennifer is a redhead. Premise: John, Jay, and Jennifer are siblings. Premise: John, Jay, and Jennifer’s parents are redheads. Conclusion: Parents with red hair have a good chance of having childre n with red hair. This is an inductive argument because the conclusion is more than likely correct. However, it is not as strong as it could be. Here is another argument that might be stronger. Premise: John is a redhead. Premise: Jay is a redhead. Premise: Jennifer is a redhead. Premise: John, Jay, and Jennifer are siblings. Premise: John, Jay, and Jennifer’s parents are redheads. ... Give an explanation of why each makes a mistake in drawing the conclusion it does. Review your classmates’ examples and see if they, in fact, commit the fallacy identified. Ad Hominem Fallacy Premise: Adolf Hitler was German Premise: Adolf Hitler waged a genocide war against the Jews, mentally ill, and Slavic people. Premise: Hitler was evil. Conclusion: Therefore all Germans are evil. This is an Ad Hominem Fallacy because it is based on a person’s, Hitler, character. Begging the Question Premise: Adultery is always wrong. Premise: Jane has committed adultery. Conclusion: Therefore, Jane is always wrong. This is Begging the Question Fallacy because it has circular reasoning. Jane is wrong because she committed adultery. Adultery is wrong, so Jane is wrong for committing it. Hasty Generalization Premise: My computer is an Acer. Premise: My computer’s hard drive crashed because of a virus. Conclusion: All Acer computers have hard drives that crash. This is a Hasty Generalization. Just because my computer crashed due to a virus does not mean all Acer computers have hard drives that crash. I might not have had the right anti-virus protection on my computer, or I could have bought a damaged computer. Just because one product fails does not mean the whole line of products will fail. 4. The Media and Fallacies One rich source of fallacies is the media: television, radio, magazines, and the Internet (including, of course, commercials.) Identify two distinct fallacies you see committed in the media. Do you think it is more likely that you will not be fooled by these fallacies having studied logic? What do you think those

COMPETITORS ANALYSIS AIRLINES INDUSTRY Research Paper

COMPETITORS ANALYSIS AIRLINES INDUSTRY - Research Paper Example It will start a new delta.com platform in 2012, which it expects to produce additional purchases of tickets (Delta, 2011, p.7). It will also change its â€Å"distribution from a commodity approach to a differentiated and merchandised approach† (Delta, 2011, p.7). It believes that new merchandising initiatives that it is implementing, chiefly through delta.com, will produce additional revenue opportunities and enhance the purchasing experience of customers (Delta, 2011, p.7). Its main goal is to provide customers with opportunities to buy what they value, like â€Å"first class upgrades, economy comfort seating, WiFi access and SkyClub passes† (Delta, 2011, p.7). Delta also aims to reach amplified traffic on delta.com through a mixture of advertising revenue and transactions of third party products and services such as car rentals, hotels, and trip insurance (Delta, 2011, p.7). Its net income for 2011 was $854 million, which is $261 million higher than 2010 (Delta, 2011, p.27). US Airways Group is a holding company whose main business activity is operating a major network air carrier through its 100%- owned subsidiaries â€Å"US Airways, Piedmont Airlines, Inc. ("Piedmont"), PSA Airlines, Inc. ("PSA"), Material Services Company, Inc. ("MSC") and Airways Assurance Limited ("AAL")† (US Airways, 2011, p.5). It operates the fifth largest airline in the United States, which is measured by domestic revenue passenger miles ("RPMs") and available seat miles ("ASMs") (US Airways, 2011, p.6). It had around 53 million passengers for its mainline flights in 2011 (US Airways, 2011, p.6). For the same year, its mainline operation provided frequently scheduled service or seasonal service at 133 airports while the US Airways Express network served 156 airports in the United States, Canada and Mexico, including 78 airports also served by our mainline operation (US Airways, 2011, p.6). In 2011, it earned net income of $71 million, which

Field Reports to Crane Mountain Sanitary Landfill Assignment

Field Reports to Crane Mountain Sanitary Landfill - Assignment Example As a function of this negative reality, waste within the recent past and current era has typically been disposed of by burying it in the ground and concentrating it in key areas; oftentimes referred to as landfills. As function of this particular understanding in reality, the following analysis was to perform an observational discussion with helping to understand the actual means by which such a facility operates and the core fundamentals that constrain the way in which waste management takes place within the current environment. Likewise, the following analysis will seek to answer who, what, where, when and how with regards to the Crane Mountain Waste Management Facility. Firstly, and perhaps most importantly, it must be noted that the observation that was engaged noted a market level of sorting and technological advancement with regards to the ways in which the waste was disposed of. This was noted with regards to the means by which computer tracking systems and key levels of elect ronic and database systems were utilized as to keep abreast of the incoming and total levels of waste, respective of different types that were being accumulated. Such a realization was enlightening due to the fact that the student was able to realize the potential and ultimate purpose of such record-keeping with regard to the means by which such waste could be utilized in the future (Rushbrook, 2006). Although it is true that much of the waste that is currently generated is merely thrown away within the landfill and collected for a period of years, oftentimes hundreds of years, it is possible with the growing rate of technology and expansion of industry that these differentiated forms of waste could be leveraged as a potential resource in the future. At such a time, it will be necessary to have na clear and definitive means of tracking the waste that is thus far accumulated within the landfill (Sangeeta & Samta, 2013). In such a way, by having definitive GPS coordinates and key reco rds with regards to what specific resource exists in which specific area, it will be increasingly possible to leverage likely technological advancement as a means of furthering the process of recycling well into the future. The "who" question necessarily relates to the staff and personnel that were integrated with during the particular visit in question. The author found these individuals to be highly helpful and passionate about the role that they played in seeking to reduce the overall level of waste. Similarly, the â€Å"how† question was briefly elaborated upon in the above section with regards to the means by which technology and current waste management practices have come together to seek to ameliorate the damaging impacts that consumer culture and humanity has had upon the environment. Likewise, as denoted above, the â€Å"why† question necessarily relates to the fact that current rates of consumption has so far outpaced the levels to which the extent environme nt is able to accommodate them that it is necessary for stakeholders, such as the ones which are being analyzed within this brief essay, to seek out imaginative and futuristic means by which current waste could potentially be utilized within future models. Although it may be seen as something of a futuristic fairytale, the fact of the matter is that even within the current time, many resources which previously had held little if any value are being utilized by industry and technology as a

Litrature Review Essay Example | Topics and Well Written Essays - 500 words

Litrature Review - Essay Example The question is: How can these concepts be squarely applied in risk assessment Hiring qualified people, just like what Machiavelli opined, is among the practical skills generally associated with good leadership. As corroborated by Grint (1997), an effective leader invariably chooses competent associates and subordinates who can give straightforward and well thought-out recommendations in response to specific problems to carry out any undertaking regardless of their interests. This is where the significance of "risk managers" is realized and appreciated. Evidently, leadership and risk assessment have an overt interplay which produces desirable results especially when applied in cases wherein business forecasting is crucial to a company's success. As a result, the essence of risk assessment in the overall success of an organization is not only valued but also highlighted. According to Slywotzky, A. and Drzik, J. (1995), effective leaders imbued with knowledge in risk management are needed so that failure can be foreseen, avoided, or addressed. As pointed out by leadership theorists, not all individuals can become ideal or effective leaders. As such, certain traits have been identified to find out who can carry out specific tasks in relation to risk assessment and risk management as a whole (Slywotzky, A. and Drzik, J. 1995). Th

Ethics and Safety Assignment Example | Topics and Well Written Essays - 750 words

Ethics and Safety - Assignment Example If Garcia takes the Miltech’s case to the union, the management will be liable for negligence and greed. The management would be accused of defiance to guide their subordinate employees when undertaking their duties, providing them with appropriate facilities, and improving the working conditions of their employees. The union will also challenge the management for its poor decision to accept the project beyond its capability and the risking for losing the contract would be high. Furthermore, the management would be challenged for violation of the Miltech’s corporate ethics because of neglecting their leadership qualities and making decision without consulting all the parties involved. On the other hand, If Garcia takes the matter to OSHA; the management team would be in trouble because it will have a case to answer. A legal action would be taken against the management because of risking the lives of their employees to achieve their personal objectives. Secondly, the team would make the company to be charged for its failure to adhere to the health and safety acts set by OSHA. Additionally, the case will damage the reputation of Miltech Company and the chances of retaining the awarded contract and winning similar contracts in the future would be slim. To make the matters worse all the members in support of such kind of a risk against health and safety of their employees would be sacked because they lack the characteristics of good leaders and are guided by greed. Before taking any action, Garcia should talk to the boss about the ongoing the circulating rumors for the newly awarded contract. Then he should act according to the decision made by the boss. If the boss decides to resolve the matter internally, it could be fine because the idea would prevent Miltech from losing its reputation. The management team and Garcia should meet and discuss the way forward in handling the contract and employees too should be represented. At their meeting, the

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

Summarizing - Essay Example Religious constitutions are important to these leaders because they act as their guidance. They view themselves as leaders chosen by God. Monarchy could relate its way of leadership to the supreme authority. The leadership is hereditary and remains within the family. The family members are the top organ of the country. These two types of monarchy still exist but differ in their structure. The Arabs drew a common definition to balance this Monarchies. A situation like this could use the word ‘Malik’ to balance. People say; king and Malik is both equal, and they are both important (Gause 96). Arabs have evidence on their royal titles. A person could trace the background of the title by studying the evidence, example, studying the coins (Gause 95). In ancient Arab, people did not like the Kings. Arabs did not want any form of central government. Liqah is the word used to describe people who abide by every rule of the king. Islam draws their hate of kings from the bible. They give the example of the monarchy of Israel, in the book of Hebrews. The case is not the same for all Kings. The Quran depicts David and Solomon as good kings. The only difference of determining which kingdom is good is when one contrasts kingdoms with caliph and caliphate (Gause 79). Malik depicted military leaders. Their authority was secular, where religion had no place (Gause 90). The rule had no laws from the ruler, but rather use of personal thoughts. King, as a title, was improved in terms of imperialism. After improvements, the name king improves and becomes sultan or Persian. Pedishabs self-declare themselves as emperors. They make their own rights and rules. Examples of padishans are the sultan of Turkey and Shah of Persia. The considers them great (Gause 95). Kings were coordinators of the Padishans. The title of king became so small and less influential in Muslim countries. Foreign leaders in the country were kings. Harun al-Rashid was a

Globalization and Its Impact Essay Example for Free

Globalization and Its Impact Essay Globalization has a major impact on the management of human resources in developing countries like India. The roles and responsibilities of Human Resource Departments are transforming as the modern business faces pressures of globalization. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has forced organizations and their human resources to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. The prime objective of the paper is to identify issues related with Globalization and its impact on Human Resource Development. The paper focuses on a number of outcomes of globalization, which promotes human resource development. It also states about several factors that inhibit the human resource development. Finally, the paper provides few strategy recommendations to develop human resources of developing countries in a changed situation of political economy of trade liberalization. Several articles of the renowned thinkers and practitioners are consulted to get a clear concept of the topic in respect to objectives mentioned above. Besides, different other publications were also consulted to make the paper informative and objective oriented. Keywords: Globalization, Human Resource Development, Management of Human Resources, HR Challenges, HR Policies ; Strategies. INTRODUCTION: Globalization is the closer integration of the countries and peoples of the world brought about by the enormous reduction of costs of transportation and communication, and the braking down of artificial barriers to the flows of goods, services, capital, knowledge, and human resource across borders. Globalization as an effective instrument of international exchange of goods and services has to have a human face, based on ethical consideration rather than on cut throat competition. It should play a positive role in reducing economic and social disparities within and among, the nations. It should be also effective tool for improving sustainable development. In the era of globalization, with the increasing competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization dig picture and be able to influence key decision and policies. In general, the focus of todays HR mangers is on strategic personnel retention and talents development. In todays aggressive global market it has become necessary for organization to expand internationally to gain competitive advantage. Globalization has forced organization and their human resources functions to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. HR Practitioners of every organization and also for those who have significant interest in the area of Human Resource Management should realize the growing importance of human resource and understand the need to build up effective HR strategies. Peoples are important assets. Placing this value on employees, requires the organization to emphasize on human resource practice, including reward for superior performance, measures of employee atisfaction, careful selection of employees, promotion from within, and investment in employee development. Just taking care of employees would not be enough; new HR initiatives should also focus on the quality needs, customer-orientation, productivity and stress, team work and leadership building. The researcher has thrown light on the emerging HR trends and discusses HR issues in various industries like Financial Services , IT, Power, Healthcare etc. It is valuable for practicing HR managers of every organization and also for those who have a significant interest in the area of Human Resource Management, to realize the growing importance of human resource and understand the need to build up effective HR strategies to combat HR issues arising in the 21st century. INCREASING IMPORTANCE OF HRM The human resources management approach which has been gaining the attention of management professionals during the last decade has become the need of the hour due to various reasons. Widespread industrial unrest, growing trade union influence on work force, strained worker management relationship, increasing gulf between management and their people, emergence of militancy in trade unionism, and the growing conflict in the industrial relations scene have resulted in the workers getting out of gear of the management in many organizations in India. This has made the managements to think in terms of carrying their workers with them. Convincing the workers of the managements concern for them may, perhaps, go a long way in getting along with them and ensuring their better performance. This has naturally resulted in the present human resources movement. Humanization of work environment in countries like Japan, quality of work life movement in countries like United States, and the quality circles approach in India itself have initiated action to attain better organizational commitment among the work force. The human resources approach is in consistency with these movements. Changes in business environment have substantially affected the approach to manpower. Technological changes are prominent among them, computer revo1ution, introduction of microprocessor, CNC machines in manufacturing operations, mechanization and automation of office operations, quick communication systems like satellite communication and facsimile introduction or robots, electronic revolution, and such other new developments have revolutionized the vital areas of business. Operational efficiency or manpower must cope with such a revolutionary change in the technology which necessitated a new approach to manpower. Globalization of business is another important aspect of change which takes place in the business environment of today necessitating a human resources approach to manpower. It is not only those Indian firms operate and compete abroad, but they have to compete with multinationals and foreign firms in India itself. Business philosophy, skills, expertise, efficiency and particularly global corporate citizenship philosophy fostered by internationally successful firms necessitate Indian firms to deliberately update their perspective to suit the internationally emerging trends. In conformity with the human resources approach emerging globally, Indian managers must also foster a human resources philosophy to guide their management practices. A widespread feeling now influences at least some management practitioners that the technological development has gone to the extent of machines taking over the human jobs. For example: highly skilled milling, grinding and lathe machines are replaced by CNC machine tools which can take over, not only manual functions but even the intelligent human functions and Robots can lake up human functions in place of real human beings. Increasing influence of illusions tend to reduce the importance of human role. In fact no machine can replace man. The more the technological development, the greater would be the dependence on man. One simple error a computer makes can lead to havoc, where skill and intelligence of man are indispensable. Greater the technological development, greater skill and technical capability are required of people who operate. Obviously greater human approach to people would be required. Moreover installation, monitoring of machines, production, operation, maintenance and controlling the operations need large number of trained and skillful people. Technicians, repairers and service people are also necessary. The more the technical development and automation, the more would be the dependence on human beings. There would, therefore, be greater need for humane approach to manpower. Similarly use of more capital intensive methods would result in greater productivity of men necessitating greater motivating and greater human resources approach of management. Large scale production, increasing effects of recession, technical and technological developments and so on have opened up new training needs for the people at work. Human resources development programmes have therefore; become the need of the hour. Government policy of importing technology has also necessitated introducing new facilities and avenues for training and development. Fresh initiatives and emphasis on research and development in the realm of industry also led to a new policy of human resources development to cope with the increasing demand for technically capable people. Resultantly a need arose for a new approach to human resources.

Organizational Change and Theory Paper Essay Example for Free

Organizational Change and Theory Paper Essay Organizational Change and Theory Paper Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The aspect of managing organizational change is very crucial to any given organization. Organizational change is the execution of new technologies and procedures with an aim of realigning the organization to the changing demands of the firm or benefit from on the business opportunities. The purpose of this paper is to analyze how implementation of new technology of computerized charting was effectively managed in the hospital.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Nurses have to deal with the new change of computerized charting though it is hardly a new technology. However, several PC-challenged healthcare experts have taken keen interest to become conversant with this new method to patient information management. Taking interest to increase personal skills and marketability as well as being proactive is likely to influence the nursing career in a positive manner. Recent research findings indicate that more institutions are investing in capturing data by electronic means. The keys to computerized charting in modern market, there are various software vendors and alternatives to choose from. In the office I use epic computer software. The use of electronic means is overwhelming at first, but an individual becomes used to with time. It is much better compared to paper charting (Richards Keogh, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Many health professionals leaned how to work with epic software in their first day of orientation. There is a lot of improvement since most nurses are able to enter their orders themselves. The epic software will enable all the nurses in the institution to use the system from the basic triage to discharge from inpatient. However, there are some resentment about the system since some nurses find it inefficient claiming that the system crashes down frequently for several hours. Others find it very difficult to use especially to the nurses working on the rapid response departments and it’s a challenge to work on a patients without their medical histories, allergies, procedures and meds. The hospital copes with this problem by having backup system. There are also computer hubs where all nurses can print up their chart, though it is also a sticky situation to be used by the entire hospital (Retrieved from http://www.medscape.com/viewarti cle/810573).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The epic program is very effective when it is working since nurses can enter their progress notes and orders. The other problem that the hospital has to deal with is that there is high probability of nurses clicking the wrong orders. The other problem is that sometimes the system is too slow. The nurses are asked to been with the system and have specific way of entering individual orders for easy identification since one click on the system shows very many orders. However, nurses are given opportunity to access any patient’s order from anywhere at any given time since they can use epic system at the same time (Retrieved from http://allnurses.com/nursing-informatics/epic-computer-program-280071.html).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The hospital’s IT department has provided enough memory and large servers which is a very significant move. This enables the nurses to make their own orders effectively without the system breakdown or becoming too slow. The epic system might be complicated at first since some nurses find it difficult to locate their flow sheets. The nurses who became used to the system are able to program their favorite flow sheets which make it effortless for the nurse to remember to fill them later. The institution has managed this change also by adjusting the system according to their needs. In the epic software many flow sheets are linked such that if nurse document important orders in one place, they will appear in every relevant flow sheet where those orders are required (Retrieved from http://www.medscape.com/viewarticle/810573). Ð ¼Numerous cases reveal that it is not always easy to manage effective organizational change, thus organizations should find out the possible causes of the failure. There are a lot of changes occurring across the globe. The changes range from increase in competition, changes in customer preferences as well as changes in technology. Organizations are required to create new advantages, serve customers better and cope with stiff competition. To stay competitive, organizations are required to abandon the work and processes that are not fruitful or those that do not add value to the company. As the nurse head I encourage and offer assistance to the nurses who are not used to the epic software (Richards Keogh, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The epic software has various definite advantages. The system can be made effective by frequent training of the nurses on how to program their flow sheets, the IT department should also ensure that there is enough memory and large server; the institution should also adjust the epic software according to the needs of our patients. I would also propose that the flow sheets should be organized in an appropriate manner; the colors might be used to organize the flow sheets in a superior manner. These options will make the epic system to be user friendly (Richards Keogh, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In conclusion, change management is very crucial in every institution. The nurses will benefit from various advantages linked to epic software since they will be able to enter their own orders. Computerized charting is better as compared to paper charting. Institutions are called upon to give training and orientation to the nurses so that they can become conversant with this new change. Enough memory and large servers enable the system to be fast and avoid system breakdown. References Charting made incredibly easy! (4th ed.). (2010). Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. EPIC Computer Program. (n.d.). Answers Articles and Jobs for Nurses and Nursing Students RSS. Retrieved June 18, 2014, from http://allnurses.com/nursing-informatics/epic-computer-program-280071.html Medscape Log In. (n.d.). Medscape Log In. Retrieved June 18, 2014, from http://www.medscape.com/viewarticle/810573 Richards, J., Keogh, J. E. (2008). Medical charting demystified. New York: McGraw-Hill. Source document

Impact of Inter-generational Relationships on Older Adults

Impact of Inter-generational Relationships on Older Adults Shum Wai Ki (Frank) How do Intergenerational Relationships Affect Older Adults and their Family Relationships? Intergenerational relationships have become an important topic in the fields of studying sociology and gerontology. In modern society, there are a variety of issues around older adults and their family relationships, and the intergenerational relationships have appeared to become the most significant one, due to the fact that older adults are receiving support and caregiving primarily from their adult children (Xu and Chi, 2010, p.49). Harmonious intergenerational relationships with family members are essential for seniors to achieve positive emotional outcomes in later life; on the other hand, broken intergenerational relationships are pernicious to older adults and would negatively affect their quality of life (Jeste, Depp Vahia, 2010, p. 78). Intergenerational relationships have been defined as the relationships that involving people in typically one or two generations (Birditt et al. 2012, p. 627). In many cases, intergenerational relationships can also refer as parent-child rel ationships between older parents and adult children. In fact, many seniors believe that parent-child relationships are their most valuable relationship, as well as a key factor for them to maintain the good quality of life (Shapiro, 2004 p. 127). Therefore, this paper will investigate the question, how does intergenerational relationship affect older adults and their family relationships?, and the thesis will be: successful intergenerational relationships are important to maintain older adults quality of life, as well as tightening their relations with their family members; and vice visa. First of all, intergenerational relationships have been categorized as a major component of the life course, especially in the later life. Shapiro (2004, p. 127) identify that intergenerational relationships can be measured by intergenerational solidary. Thijseen (2016, p. 593) has given two definitions of intergenerational solidarity: first, it is the ratio of practical multigenerational support; second, it is the norm and believe that generations think they should behave. Since the solidarity is an awareness that refers to the ideas and behaviors among different generations, it is subjective and related to individual opinions. Therefore, because of the different life experiences and generational status, it is obvious that the assumptions of the solidarity are various between younger generations and older generations. In fact, Shapiro (2004, p. 129) finds that older generations have a greater chance to identify themselves as having a greater closeness to their children, and younger generations would have a higher chance to report themselves as not to close to their parents. According to Xu and Chi (2010, p. 54), older adults who participate in their research have reported that intergenerational support is significant to them in many ways, such as financial support, instrumental support, and the feelings of being love and care. This implicates that intergenerational relationships could have impacts on seniors health and it is an essential element for seniors to maintain the good quality of life. However, many older adults report that they perceive and evaluate intergenerational relationships differently with their children. With reference to Chappell et al. (2007, p. 286), these differences can be explained by the concept of the intergenerational stake, which is the assumption that illustrating the differences of developmental needs between the two generations. Older parents are tended to invest more time, emotion, and resources on their adult children; adult children, on the contrary, are tended to emphasise the differences with their parents and requir e more independent from them. Therefore, older adults would contribute more and have a relatively positive rate on intergenerational relationships, but their children might have an opposite thought: they would have a weaker sense of closeness than their parents (Birditt et al., 2012, p.628). Shapiro (2004) conduct a research on the quality of the parent-child relationship by using the data from the National Survey of Families in 1996. The result finds that older adults generally have a higher chance to overreporting intergenerational solidarity than their children. For instance, only 6.4% of seniors report their children have frequently visited them, while 69.7% of adult children report they do well on visiting their parents. At the same time, 59.4% of seniors report they have a good quality of relationships with their children, while only 13.7% of adult children share the same thought (Shapiro, 2004, p. 137). Moreover, older adults would tend to have lower negative quality relation ships than their adult children, due to the fact that they believe they are not allowed to express negative feelings to their family members, but this belief does not appear in the younger generations (Birditt et al., 2012, p. 635). Besides, intergenerational solidarity can be affected by the living arrangement, as well as how much caregiving provided by their adult children. With reference to Chappell et al. (2007, p. 281), over 70% of seniors in Canada are living alone or with spouse, while only approximately 14% of them are living with their children. This implicates that the majority of seniors are distanced with their children and grandchildren. According to Stuifbergen, Delden and Dykstra (2008, p. 420), the term geographical distance between the parent and children can be defined as the measurement of the households distance between older adults and their children. In the Netherlands, the mean geographical distance between the parent and children is 31.28 km. The authors argue the distance is long and the geographical separation has created difficulties for adult children to provide caregiving to their parents, including unable to react when there are emergency accidents, unable to frequently visit their older parents, and communicate only through phone and letters. Sokolec (2016, p. 168) brings another point that there is an increasing demand for caregiving to older adults in recent years. She reports that the increasing older adult clients are because their family members are unable to take care of them. Therefore, many seniors have no choice but to unwillingly move from their own home to nursing home. Data from Statistic Canada also shows that the percentage of older adults who live in health-care institution have rapidly increased from less than 2% to around 10% in 2004 (Chappell et al., 2007, p. 281). Furthermore, cultural difference could affect intergenerational solidary. Cultural difference has been characterized as an important factor for intergenerational solidarity, especially among immigration families. Warburton and McLaughlin (2006, p. 48) uses an example of older adults in Australia, in which 32% of older Australian are either born overseas or from non-English speaking countries. Seniors who follow their adult children to move to a new country might experience cultural and language barriers. Furthermore, when they have grandchildren, they will also face problems of culturally and linguistically diverse with them. These problems include: unable to communicate through same language, cross-cultural ideological differences, cultural shock, and so on (Warburton and McLaughlin, 2006, p.55). For seniors, since they are born and raised overseas, they will have a higher chance of keeping their original cultural practices, which make them closely connect to their ethnic group but diverse from the dominant culture; on the other hand, for their children and grandchildren, they are more likely to assimilate and integrate with the dominant society and disconnect with their original ethnicity (Esser, 2004, p. 1130). Therefore, these differences create distance between seniors and their offspring, and their offspring might avoid close relationships with them (Klever, 2015, p. 348). Moreover, older adults play an important role in cultural maintenance, since the majority of them feel responsible for passing down cultural knowledge to their next generations (Warburton and McLaughlin, 2006, p.52). However, Shapiro (2004, p. 131) argue that children might refuse to practice cultural norms because they do not regard them as the filial obligation. For instance, if a households language is different from the mainstream language, the young generations might possibly refuse to learn that particular language. As a result, it might be hard to keep that language alive. This w ould intense the intergenerational differences because older adults tend to highly value their culture. When they cannot pass down cultural knowledge to their offspring, and their next generations do not acknowledge the culture, they might feel distressed and guilty for not fulfilling the responsibility to passing on their culture. Last but not least, since many seniors are not living with their adult children, and they are experiencing cultural differences with their next generations, these issues might lead them into emotional cutoff among the multigenerational family. With reference to Klever (2015, p. 341), the emotional cutoff has brought up three disadvantages to older adults. First, the emotional cutoff will isolate older adults from the instrumental and emotional of family support. In other words, older adults might have feelings of isolated and uninvolved from their family members. Second, emotional cutoff could cost younger generations having a lack of knowledge about their family backgrounds and cultures. With reference to Warburton and McLaughlin (2006, p. 50), older adults are viewed as repositories of traditions and knowledgeable to culture. However, the emotional cutoff has limited the effectiveness of passing down cultural knowledge, because of the lack of interaction between grandparents and gr andchildren. Third, it is harder for harder for seniors to develop emotional contact to next generations. Holton et al. (2008, p. 119) mention that wisdom comes with age because older adults have rich prior experiences and more capable of managing their emotions when compared to younger generations. Their wisdom, as well as their pieces of advice, are undoubtedly valuable to their offspring. However, these kinds of connections are harder to build, because of the emotional cutoff. In conclusion, successful intergenerational relationships can help older adults maintain the good quality of life and have positive connections with their family members. On the contrary, unsuccessful intergenerational relationships can bring harm to older adults, both psychologically and physically. Without a doubt, intergenerational relationships are having huge impacts on the later life of older adults. They are complicated, interconnected and are affected by cultural norms, individual experiences, and social structure. Intergenerational differences are subjective and originated from ideological and cultural differences among older parents and their adult children. To achieve intergenerational solidarity, Stolee et al. (2014, p. 712) suggest that continuously sharing opinions with family members is important for later life care planning. Also, seniors can make the important decision, such as living arrangement, together with family members, so that they can enhance their relations hips with each other. There are several limitations that path the way for future research. For instance, some issues could have significant impacts on intergenerational relationships but do not cover on this paper, including changing the role of women, changing family structure, remarriage and widowed, psychological problems and so on. Future research is suggested to continuously explore these unknown fields. Reference Birditt, K. S., Tighe, L. A., Fingerman, K. L., Zarit, S. H. (2012). Intergenerational  Relationship Quality Across Three Generations. The Journals of Gerontology Series B: Psychological Sciences and Social Sciences,67(5), 627-638. doi:10.1093/geronb/gbs050 Chappell, N., McDonald, L. Stone, M. (2007). Aging in Contemporary Canada. 2nd  Ed. Prentice Hall, Toronto. Esser, H. (2006). Does the New Immigration Require a New Theory of  Intergenerational Integration?1. International Migration Review,38(3), 1126-1159. doi:10.1111/j.1747-7379.2004.tb00231.x Holton, E. F., Swanson, R. A., Naquin, S. S. (2008). Andragogy in Practice: Clarifying  the Andragogical Model of Adult Learning. Performance Improvement  Quarterly,14(1), 118-143. doi:10.1111/j.1937-8327.2001.tb00204.x Jeste, D. V., Depp, C. A., Vahia, I. V. (2010). Successful cognitive and emotional  aging. World Psychiatry,9(2), 78-84. doi:10.1002/j.2051-5545.2010.tb00277.x Klever, P. (2015). Multigenerational Relationships and Nuclear Family  Functioning. The American Journal of Family Therapy,43(4), 339-351.doi:10.1080/01926187.2015.1051898 Shapiro, A. (2004). Revisiting the Generation Gap: Exploring the Relationships of  Parent/Adult-Child Dyads. The International Journal of Aging and Human Development,58(2), 127-146. doi:10.2190/evfk-7f2x-kqnv-dh58 Sokolec, J. (2015). The Meaning of Place to Older Adults. Clinical Social Work  Journal,44(2), 160-169. doi:10.1007/s10615-015-0545-2 Stolee, P., Zaza, C., Sharratt, M. T. (2014). Later Life Care Planning Conversations for  Older Adults and Families. Journal of Applied Gerontology,33(6), 710-736. doi:10.1177/0733464813500712 Stuifbergen, M. C., Delden, J. J., Dykstra, P. A. (2008). The implications of todays  family structures for support giving to older parents. Ageing and Society,28(03), 413-434. doi:10.1017/s0144686x07006666 Thijssen, P. (2016). Intergenerational solidarity: the paradox of reciprocity imbalance  in ageing welfare states. The British Journal of Sociology,67(4), 592-612. doi:10.1111/1468-4446.12221 Warburton, J., Mclaughlin, D. (2006). Passing on Our Culture: How Older  Australians from Diverse Cultural Backgrounds Contribute to Civil Society. Journal of Cross-Cultural Gerontology,22(1), 47-60. doi:10.1007/s10823-006-9012-4 Xu, L., Chi, I. (2010). Intergenerational Support and Self-rated Health among  Chinese Older Adults in One-child Families: Urban and Rural Differences. International Consortium for Social Development,1(32), 48-61.

Rite of Spring Essays -- essays research papers

Almost definitely imitating the act of new life waking in the spring soil, Stravinsky starts the haunting introduction to his world-renown ballet, Rite of Spring, with a high-pitched lone bassoon. The unstable eeriness continues as a horn and pair of clarinets join in the rubato tempo. Just as everything wakes and bursts into life in spring, so does the piece as more and more instruments join in. Each instrument seems to have a different theme, but seems necessary in portraying the thick texture needed to symbolize the inevitable climactic arrival of Spring. After the orchestra has finished its first outburst and almost all instruments have initially come in, a strange harmonic effect is applied to the viola. As the orchestra draws to a climax the sound is cut-off, and the eerie feeling returns as the bassoon takes its initial theme. This time the orchestra does not burst in afterwards. Instead, a string bridge appears and the next movement greets us.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The main emphasis of the orchestration in this movement seems to appear in the strings and the Horns. The initial chord is a polychord of Eb 7 and F minor. Heavy strings accompany horns that do not play when expected (polyrhytms). There are accented off beats everywhere (I counted accents on 9, 2, 6, 3, 4, 5 and 3). Thick homophonic strings appear, and are followed by a sudden surge in bassoons and cellos (in different keys- C major and E minor arpeggios all following ...

Sound and The Fury :: Faulkner Sound and the Fury Essays

Sound and The Fury    William Faulkner's The Sound and The Fury is a complicated story of   tragedy, lies, and destruction.   The whole Compson family is filled with negativity and bad decisions.   The family is broken down little by little until it is finally destroyed.   Ms. Compson is supposed to be in control but she is a   neurotic self-centered woman that escapes responsibility by depending on Dilsey for every need.   Ms Compson also created hostility between the Family.      Jason, the head of the family since their father died, is always knowing but only cares for himself.   He is a cold, vicious, and openly cruel person, he values only himself and ways to make himself richer.   Part of the reason he is like this is because of the lack of attention he received as a child, and because of the fact that he was not able to attend Harvard.   Nevertheless, Jason does what is needed for his family to survive, he goes to work and earns the living for the entire family.   Jason also spends a tremendous amount of time in his room counting and reviewing his money.   The money was another big  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   motivation for Jason to take responsibility for his family. If that motivation was not there I don't think that Jason would have been as responsible. However, Jason does still represent hate and ruthlessness. Jason is not the only that deteriorates in this book, Ms. Compson represents insanity and delusion.   She has an imagi ned illness, she tries to control things around her including people and she complains very often.   Ms. Compson is also in denial of many things, she imagines that people think ill of her and that her husband never liked her brother.   The deterioration of each family member is solid and consistent even though they are all different.    Quentin thinks that he is going out of his head because of his sister Caddy.   While Caddy does not smell like trees to Benjy anymore because of her actions.   Quentin then finds out that Herbert cheated on his test for Harvard.   Herbert tries to bribe Quentin's so that no one will find out about his wrong doing.   Everything that has been done wrong has been tried to be covered up by that person in the family.

Food as Sign and Code :: Wendy Leeds-Hurwitz Semiotics Essays

Food as Sign and Code What do you think of when you see or smell your favorite food? On one hand the sight or smell of that food might trigger hunger, or even a memory of the last time you shared that meal with a loved one. The point is, the smell or sight of our favorite food would trigger a different thought or feeling in each of us. This is an example of Semiotics. Semiotics is defined as "anything that can stand for something else." Roland Barthes was one of Europe's most renowned theorists of semiology. Barthes believed that in order to generate a complete sign, there were two parts that have to work together. These two parts are known as the signifier and the signified. A good example of this is your favorite food you thought of earlier, it would act as a signifier, and the thought that came to your head when thinking of this food would act as the signified. Together they create a sign. This is just a simple example of a complete sign. In her book Semiotics and Communication: Signs, Codes, Cultures, Wendy Leeds-Hurwitz describes the wide use of food as signs, and also as social codes. The reason foods are so useful as signs and social codes is because they are separable, easily adaptive to new environments, and it is not difficult to cook, or eat for that matter. Food is a major part of our daily lives, Not only for survival, but it plays a substantial social role in our lives. We will look deeper into the semiotics of food, how food is used as identity markers, and also the role that foods play in social change in our lives. First let us start with the semiotics of food. Food as Semiotics Food is very accessible. Therefore, it has been one of the top choices used in explaining semiotic theory. An important contributor to the semiotics of food is Mary Douglas. She applied her assumptions of semiotics of food as a social code. Douglas and her assistant generated a hierarchical description of the events when people take food. This description is listed below. 1. Food Event-- it is the most general; it refers to an occasion when food is taken, without prejudice as to whether it constitutes a meal or not. 2. Structured Events-- this refers to social occasions that have been thoroughly organized.

Mindray

Midday Is a small player In the global market, ranked at the ninth position globally with a world market share slightly above 1%. The market Is dominated by the â€Å"Big Three† (GE, Philips and Siemens) counting on over 75% of global market share. During the last decade Midday has been able to reach the leadership in the Chinese domestic market even though Ensures still has the highest revenues.The most powerful competitive advantage Midday can exploit it is a low cost educated labor force coming from the best Chinese universities and hired at one fifth of the salary marred to Its Western counterparts. The Idea Mainland has been developing since it was founded In 1991 was to become an International player and every single move has been made in that direction. First of all, Midday built all its products on proprietary intellectual property, Just to avoid of being dependent from other companies.Secondly, the fact of being a Chinese company allows Mainland to benefit from gover nment provisions and financial help In many research projects. Moreover the low cost of labor allows the company to increase the percentage of revenues invested in R&D. Finally, Mandarins ales model consisting in a distributor-based system has been working well for the last decade in China and fits perfectly with the global markets especially after the big companies abandoned the main distributors because they were too expensive.Midday has wisely focused its sales on second and third level hospitals, township health centers In rich regions, secondary hospitals and large private hospitals In less affluent areas In order to avoid direct competition with first and second tier companies. In order to be prepared to compete with the international large firms, Midday has titled an advanced R&D center in Seattle where it develops more advanced medical device technologies.In the meantime Midday leads the Chinese medical R&D research with several centers around the country In which low cost e xpertise, labor, raw materials and faceless are available. Because of all the facts mentioned above Mandarins products are Just a little bit less technologically advanced but much more competitive in terms of pricing than main competitors' products. In 2007 Mandarins sales were concentrated more on international markets than on Chinese market.The company was able to distribute its products all over the world through Its distribution network and direct sales network. Despite of this, Mandarins performance In the US market was still not sufficient and even worse considering the leadership of USA in healthcare expenditures (42% of world total). The opportunity to acquire Teaspoon at a decent price could be a great deal for Midday to strengthen its international presence with a particular focus on the US market.Teaspoon and Midday have collaborated for 2 year from 2004 to 2006, without encountering any sort of problem and creating a great value on both sides. O benefit from the synergie s created by combining Midday's strong China-based engineering and production platforms with Teaspoon's established brands, long standing reputation for high-quality products and service, its large and established direct sales and service team in the US and EX. and both companies' leading R&D capabilities.Given these advantages, it's worth to consider the price for both the acquisition and a stand-alone market entry by creating a successful brand and an effective distribution network. In 2006-2007 the EVE/EBITDA multiple for acquisition in deiced healthcare industry was between 5,xx and 9,xx and this suggests an acquisition price included between $275 millions and $475 millions. Midday could reinvest the money it raised due to the successful listing at NYSE.The other option looks much more expensive not only in terms of money invested but also considering how many years it will take to implement such a strategy. In my opinion, after the acquisition Midday should continue targeting s econd and third level hospitals even in the USA in order to keep its big competitors quiet. Taking the position of GEE I would suggest to do not react at this acquisition for the allowing reasons: GEE has revenues of more than 20 times larger than Midday.GEE has already established a large part of its manufacturing in China where it leads the top tier company market share. GEE has better R, brand image and knowledge than Midday. GEE, Philips and Siemens are global leaders of a global oligopoly, which means that the smaller players must serve market niches if they want to survive, benefiting of lower profits and lower R % of revenues. In conclusion I would say that Midday has really good chances to reach the right size or Jumping into the top firms level competition but nowadays hasn't any chance to compete against the global giants.Over the last years it has demonstrated to possess technical, technological and managerial skills to become a relevant player in the medical healthcare i ndustry also possessing most of the Men's competitive advantages. Nevertheless, leading such a competitive market requires the skills to develop extreme high quality products and Midday doesn't possess those skills and reasonably it will never be able to develop them being a Chinese R&D-based company.

Breaking the Glass Ceiling

Politics and human rights policy have changed significantly throughout the second half of the twentieth century, notably in relation to attitudes about race, gender, and sexuality, and although they have nurtured a particular vision of social justice. Unfortunately, not all the problems of equal opportunities at the workplace have been solved. For female employees, glass ceiling proposes great opportunities to be equally treated and protected (to some extent).During half a century, â€Å"breaking glass ceiling† policies have proved their effectiveness, but cannot â€Å"abolish† gender and racial inequalities. For this reason, training and promotion activities as a part of â€Å"breaking glass ceiling† policies are vital for successful organizational performance. The significance of â€Å"breaking glass ceiling† policies is that it gives women opportunities to be promoted and highly paid, occupy high administrative posts according to their skills and profes sionalism.Findings were provided by Federal Glass Ceiling Commission and revealed that â€Å"95 percent of senior level managers are men and of that 95 percent, 97 percent are white. And of the five percent of these managers who are women, only 5 percent are minority women† (Redwood, 1996). In spite of the fact that equal opportunities policies have implemented for decades and women occupy â€Å"44 percent of the total persons employed in executive†¦ this category is extremely broad, and women are grossly underrepresented at the top executive positions of Fortune 500 corporations† (Jackson, 2001, p.30). To over come these possible threats organizations should conduct programming of specific human resources activities, based on personal development and human capital policies. The problem is that many women are deprived their right to occupy high administrative position. The necessity of breaking glass ceiling is caused by dominance by white males in American workfo rce. At the beginning of the XXI century they occupy the majority of managerial positions and many of the more important blue-collar jobs. The role of women is to occupy lower-paying positions.On the other hand, women racial minorities found considerable barriers to entering the labor market at the higher paying levels. Following Chaffins et al (1995) glass ceiling is â€Å"the form of discrimination has been depicted as a â€Å"barrier so subtle that it is transparent, yet so strong that it prevents women and minorities from moving up in the management hierarchy (Morrison & Glinow, 1990 cited Chaffins et al 1995, p. 380). The glass ceiling has been evident in both position and pay within organizations (Frieze et al. , 1990 cited Chaffins et al 1995, p. 380).In general, glass ceiling means the invisible barrier for women and minority groups that prevent them to be appointed to high administrative and managerial positions. Glass ceiling is a symptom of a big problem of equal opport unities and discrimination at work, and a part of diversity management. Equal opportunities policies play a major and continuing role in the lives of people, especially with the growth of large-scale business organisations and the divorce of own ¬ership from management. Organisations of one form or another are a necessary part of a society and serve many impor ¬tant needs.The decisions and actions of management in organisations have an increasing impact on individuals, other organisations and the community. It is important, therefore, to understand the role of equal opportunity policies and the perva ¬sive influences which it exercises over the behaviour of people. Heated discussions concern the role of glass ceiling in organizational development and its impact on HR management. Discrimination on the grounds of sex or national status is unlawful, and has to be overcome in the work place (Morrison, 1994, 72).The necessity of breaking glass ceiling policies is an issue of the da y, because women and minoroties are discriminated in many aspects of our life and work. The selec ¬tion process in particular directly discriminates between people in order to offer the reward of a job to one but not the others. Certain forms of discrimination are acceptable but others are not, and have been made unlawful. Topical Area Legislation, voluntary codes of practice and equality initiatives have resulted in some progress towards equality of treatment for women, but there remains inescapable evi ¬dence of continuing discrimination.More recent approaches of the business case for breaking the glass ceiling, the economics of equal opportunities, the valuing and managing of diversity in organisations, and the mainstreaming of equal opportu ¬nities are a response to the insufficient progress made so. The main problem is that women do not have a chance to rich high management and administrative positions in some organizations that deprived them from challenges to achieving recognition, promotion and resulted in discriminating policies. The article by Thomas R. Miller and Mary A.Lemons â€Å"Breaking the glass ceiling: lessons from a management pioneer† describes a personal example of Lillian Gilbreth (1878-1972), and difficulties based by this woman based on gender discrimination. This article shows that there is a necessity of breaking the glass ceiling strategies because there are always certain groups in any society that are discriminated against unfavourably due to the prejudices and preconceptions of the people with whom they have to deal. Lillian Gilbreth was one of the woman faced by â€Å"glass ceiling†: at the beginning of her career.The authors explain that preconceptions were sometimes verbalised, and the male managers and executives holding these preconceptions were unaware of the way that they saw and judged things and people, especially women employees. Lillian Gilbreth had to prove that she was worthy high managerial posit ion working hard for years and had to complete more work than male employees had to do. The authors portray that this glass ceiling policies within organizations went deep, and in relation to women concerned challenging a system of institutional discrimination and anti-female conditioning in the prevailing culture.The another article â€Å"Designing Women: A Qualitative Study of the Glass Ceiling for Women in Technology† written by Mary A. Lemons , Monica J. Parzinge represent an interesting problem concerning the role of women in engineering and technology management, and dominant role of men in this sphere. The statistical results from IT industry suggest that: â€Å"In 1971, the female portion of computer systems analysts and other specialists was only 9%. By 1990, this proportion had jumped to 35%. In 1996, the Department of Commerce noted a decline in the proportion of females to 30% (Foster, 2000, cited Lemons, Parzinge, 2001, p.4). The authors explain that males cultu re is important in two ways in glass ceiling – first, in respect of the whole range of approaches to cultural diversity, organisational culture is a determinant of the way that organ ¬isations treat women. Breaking glass ceiling tended to concentrate on behaviour and, to a small extent, attitudes, whereas management recognise a need to go beneath this. Glass ceilings for women in IT results in lack of understanding between male and female employees and prejudices towards the role of women in information technology field.However, these preconceived ideas influence the actions of the people who hold them, and the way they deal with others. The effects of this can be seen in the employment arena, as this is inextricably linked with discrim ¬ination in the rest of society. These offer some useful perspectives and practices, although the underlying concepts also raise some issues and concerns. In the article, â€Å"The glass ceiling: are women where they should be† Step hanie Chaffins et al raise a question concerning biased perception towards women and stereotypes that influence decision making of executives.In essence, women are working in occupations which reflect their perceived role in society, and are generally found servicing and caring for oth ¬ers. It is recognized that many organisations are adopting breaking glass ceiling policies and are seriously examining whether they are fulfilling the potential of all their staff. The interrupted pattern of women's employment therefore decreases the incentives for both women and employers to engage in their training. Although this may explain the position for some it does not explain the posi ¬tion of women who do invest their time in education and training.Neither does it explain the disparities in earnings which exist between men and women where neither have committed themselves to education and training The article â€Å"Breaking the glass ceiling: African-American women in management positi ons† by A. Mitra the author unveils another important issues of double glass ceiling policies: gender and racial discrimination. This article reveals disturbing results and shows that â€Å"among supervisors with a high school and college education, black women earn lower wages than black men even after controlling for detailed background, personal, and human capital characteristics.The lower earnings of black female supervisors can partly be attributed to the fact that they are segregated in predominantly female jobs† (Mitra, 2003, p. 67). These facts help to understand the causes and reasons why women cannot achieve high managerial position at the same as men employees and factors that prevent them. From the managerial point of view, disadvantaged groups, who have already been iden ¬tified, are women, people from other racial backgrounds, disabled people and older people, and in the USA there is legislation protecting the employment rights of the first three of thes e four groups.Causes Taking into account the information mentioned above, it is evident that glass ceiling has deep roots and requires special programs and policies in order to provide equal opportunities for women and racial minorities at work. The main caused of glass ceiling is prejudices against â€Å"female wit†, lack of recognition and discrimination. The fact that prejudices has been taken seriously by organizations despite initial ridicule, especially in the popular press, suggests that feminist concerns have become more publicly acceptable.There are other signs of responsiveness to feminist criticism – for example â€Å"female wit†. Though there is disturbing evidence that only a small minority of women feel able to report discrimination at work based on low recognition and appraisal. It should, however, be framed so that it is easy to derive from it policies on these and other aspects of conduct at work. It should also provide a basis on which to build training on such problem themes in a way which is convincing even to people who might otherwise consider them to be matters only for campaigning special interest groups.Cultural values and traditions supported by years of discrimination policy towards women is other cause of glass ceiling. There has been a significant shift in attitudes towards greater acceptance of equality, despite abundant evidence of continu ¬ing prejudice, inertia and discrimination; and there are indications of a greater willingness to respond sympathetically to women suffering sexual harassment or physical violence from men. But the role of groups and individuals committed to achieving equal rights and fair treatment is clearly still essential.â€Å"It translates into a syndrome that people who do the hiring feel most comfortable â€Å"hiring people who look like them. † (Redwood, 1996). The other important facts represent by Rene Redwood who suggests that: â€Å"the underlying cause for the exist ence of the glass ceiling is the perception of many white males that they as a group are losing – losing competitive advantage, losing control, and losing opportunity as a direct consequence of inclusion of women and minorities† (Redwood, 1996). The image of women as a weak member of society and housewife creates a negative image of an employee able to manage effectively.In addition, economic position of many women has deteriorated, some being forced to accept lower wages and many losing protection of their rights at work. High unemployment, changing job patterns policies have meant that the position of working-class women has tended to worsen. This cause Rene Redwood calls â€Å"societal barriers, which include a supply barrier related to educational opportunities and the level of job attainment† (Redwood, 1996). Lack of training and promotion is also a cause of glass ceiling. Performance deficiencies can result from lack of women training which is closely conne cted with lack of skills.Many companies do not propose equal training facilities for female and male supposing that women are more likely to leave job for looking after the children than men, so they see investments in female employees unnecessary and ineffective. Solutions If organizations do not take actions and do not implement appropriate policies aiming to break glass ceiling they can face with strong feminists movement and equal right movement. Also, female employees can organize antidiscrimination campaigns in order to protect their rights and equal opportunities.Also, glass ceiling deprives organizations from highly skilled work force and high qualified professionals. Women can leave an organization if they do not promote for a long time and face with discrimination policies. Today, the debate concerns the action that should be taken to alleviate the disadvantages of women. One company supports legislative action, while the other argues that this will not be effective and th at the only way to change fundamentally is to alter the attitudes and preconceptions that are held about women. However, there have been some efforts to change attitudes directly in addition to this.The major reason for breaking glass ceiling can be explained by the fact that discrimination against various groups in an organization has been made unlawful and legislation designed to avoid discrimination have been introduced, but they cannot solve all the problems arisen at the work place, and glass ceiling exploited by managers is the only possible way to manage diversity. Also, it was found that â€Å"Female ways of managing life are much better suited to tomorrow's business than is traditional male behavior. † (Lemons, Parzinger, 2001, p. 4). The concept of the learning curve is important in breaking glass ceiling policies.It ascends quickly, showing increasing proficiency. There are various levels in the curve, where a woman is consoli ¬dating and developing her knowledge . Where a group of persons is trained, the group may set ‘norms' which may stop individuals from moving ahead, and therefore it is important to ensure that the group norms are the same as the objectives of the trainer, so that individuals can progress. For managers, it is important to propose equal opportunities for males and female at the workforce avoiding violation of human rights and dignity.A policy for promotion is needed and its contents may be: all promotions to be made, as far as possible, within the firm; the main basis of promotion to be merit and ability. Seniority (often the number of years' service) to be considered but not to form the sole reason for promotion; opportunities given to all employees to reach the highest grades; vacancies be advertised and be kept open to all employees; accurate personnel records must be kept and these must include grading and merit ratings and other relevant details.These occur from one department or job to another or both and may solve a number of problems. Clear records are essential to obtain knowledge of the new job's requirements and the qualities needed for it. The employee, or department head, may have requested the transfer. Care and tact are needed in these situations. After identifying the development needs of the individual the choice of course must be made. Some firms have noted the waste of money on affirmative action. Nevertheless, this policy deprives individuals to be given an opportunity to use the knowl ¬edge gained.â€Å"The evolution of today's organizations â€Å"requires a different emphasis on attributes in developing future managers. These attributes include team working, high interpersonal skills, negotiating, consensus management, and the ability to handle several issues or projects at one time† (Lemons, Parzinger, 2001, p. 4). Breaking glass ceiling policy cannot be considered in isolation from the remuneration policy. Wages may account for up to 80 per cent of total cost s in some industries.The objects of a policy of remuneration are: to attract and retain sufficient staff of the required calibre to meet the orga ¬nization's objectives; to provide staff with incentives for better work; to have a policy which is logical and consistent, easily understandable and flexible. After objectives, policies and priorities have been determined, the methods of remuneration to be used to achieve them should be considered, i. e. job evalu ¬ation, merit rating, incentive schemes and fringe benefits. ReflectionWomen with a high achievement motivation may perceive that successful performance is caused by their own internal forces, and their ability and effort, rather than by the nature of the task or by luck. An employee (and woman as well) may expect promotion as an outcome of a high level of contribution in helping to achieve an important organisational objective. They determine the perceived equity of their own position. Feelings about the equity of the excha nge is affected by the treatment they receive when compared with what happens to other people.Today, breaking glass ceiling covers a range of approaches and emphases, some closer to equal opportunities, some very different. In reality, there remains the question of the extent to which approaches have really changed in organisations. Equal opportunities in may just be a way of making it more palatable in today's climate, may be used to revitalize the equal opportunities agenda. In professional activity and personal leadership these strategy will help to overcome possible difficulties and help to sustain strong position within the company.For academic purpose breaking glass ceiling can be seen as reflective as it deals with people already in the organisation, rather than getting people into the organisation -managing rather than expanding diversity. Many organizations prefer not to invest in women, because they are not sure that it will be repaid with interests. Nevertheless, knowledg e of these facts will help to find appropriate solutions and consensus in training and promotion activities. For leadership policies, breaking glass ceiling should play a major and continuing role on the organization-employee relations.The decisions and actions have an increasing impact on individuals, other organisations and the community. For HR manager breaking glass ceiling policies will help to have a clear understanding of the following concepts of indi ¬vidualism and membership in a group, impor ¬tant of a personality in the group, important to held meetings privately and in public. For a manager and a leader, breaking glass ceiling should involves set ¬ting policies, formulating plans, and trying to make the best deci ¬sions possible.All this is done in a context of how the organisation as a whole, and the HR manager in particular, see the role of glass ceiling, the environment of the business, and the situation in which it operates. The importance of breaking glass ceiling can be explained by the fact that these policies create an environment which encourages the creativity of all, and enables everyone to work without feelings of insecurity, and with ¬out insult. Equal treatment of all employees and absence of glass ceiling is vital in every organization.For future manager nn important priority is to create an environment of trust and shared commitment, and to involve staff in decisions and actions which affect them. References 1. Chaffins, S. , Cangemi, J. P. , Forbes, M. , Fuqua Jr. , H. E. (1995). The Glass Ceiling: Are Women Where They Should Be, Education, Vol. 115, p. 380. 2. Jackson, J. C. (2001). Women middle managers’ perception of the glass ceiling. Women in Management Review. Vol. 16, Iss. 1, pp. 30 – 41. 3. Lemons, M. A. , Miller, T. R. (1998). Breaking the Glass Ceiling: Lessons from a Management Pioneer. SAM Advanced Management Journal, Vol. 63, pp. 4-5.4. Lemons, M. A, Parzinger, M. (2001). Designing Women: A Qua litative Study of the Glass Ceiling for Women in Technology, SAM Advanced Management Journal, Vol. 66, p. 4 5. Mitra, A. Breaking the glass ceiling: African-American women in management positions, Equal Opportunities International. Vol. 22, Num. 2, Feb. 2003, pp. 67-79. 6. Morrison, A. M. , White, R. P. , Velson, E. V. Breaking the Glass Ceiling: Can Women Reach the Top of Americas Largest Corporations? Addison Wesley Publishing Company, 1994. 7. Redwood, Rene. The Findings and Recommendations of the Federal Glass Ceiling Commission. Retrieved from http://www