Gladiator Historical Accuracy

Fighter Historical Accuracy The film fighter rotates around the life of Maximus Decimus Meridius. Maximus was the best Roman General in the Roman Empire. Marcus Aurelius was the ruler of Rome and close to his demise he disclosed to Maximus that he needed the ability to be moved back to the senate, and not to his child, Commodus. The explanation Marcus Aurelius didn't need his child to administer is on the grounds that he accepts that Commodus will devastate the Roman Empire. When Commodus discovers that he won't become sovereign, he chokes out his dad. After Marcus Aurelius demise, Commodus tells the Romans that he is the new ruler, however Maximus knows reality. Commodus advises the officers to execute Maximus and his family before the force is given to the Senate. Before the warriors could execute Maximus, he overcomes the entirety of the fighters attempting to kill him, and he get away. Maximus returns home to see his better half and child killed and hung before his home. He realizes he cannot remain in his home, so he begins to discover elsewhere to live. While in the desert, Maximus breakdown and he is caught by slave mentors. While in the slave camp, the caught slaves were tried to perceive what level they could perform. Maximus was called Spaniard since he would not tell his name. At the point when he at long last indicated the slave brokers how well he battled, they promptly realized that they had an astonishing warrior. In Rome, Commodus revives the gladiatorial games out of appreciation for his expired dad. A critical scene in the film was the point at which the fighters should re-order the fight among Rome and Carthage. The warriors would not like to be vanquished so they slaughtered the protectors and the group delighted in the curve. Commodus requested the character of the best contender. Maximus expels his veil and Commodus is stunned to see that he is as yet alive. Commodus can't execute him in light of the fact that the group cherishes him. Commodus chooses to constrain hi m to battle the Tigris of Gaul, the best contender in Rome. While Maximus fights the Tigris of Gaul, Commodus discharges the tigers on him. Maximus nearly overcomes the Tigris of Gaul when he saw Commodus vote in favor of death. Maximus chose to save the Tigris life to restrict Commodus. Commodus is furious to discover that the Romans begin calling Maximus, Maximus the Merciful. After the fight, Maximus meets one of his previous hirelings, Cicero and him instructs him to tell his previous officers that he is as yet alive, and needs them to fight for his opportunity. Maximus plans a departure with Gracchus and Lucilla to rejoin with his military. Commodus fears that his sister, Lucilla is deceiving him so he compromises Lucius. Commodus finds the plot and he sends his troopers to execute Maximus and different slaves. While in fight, Proximo, the mentor of the slaves, and Hagen are killed, yet Juba and the remainder of the survivors are detained. Maximus gets away from just to discove r Cicero hung by Commodus fighters. Maximus becomes caught and detained again and needs to confront Commodus in fight. Commodus converses with Maximus before the fight and betrays him to debilitate him in the fight and he arranges the watchmen to cover the injury with defensive layer. While in fight Commodus has a go at battling him yet at one point Commodus blade is taken from his hand. Commodus orders Quintus to give him another blade, however Quintus cannot. Maximus executes Commodus while the entire Coliseum remained quiet. As the life of Maximus starts to blur, he advises the Romans to free Proximos slaves and let Rome be constrained by the Senate once more. The film closes with Maximus meeting his family in a field in his the hereafter. Juba is toward the finish of the film covering two sculptures of a lady and a kid that had a place with Maximus, and Juba says he will meet him in existence in the wake of death. Authentic Analysis-Gladiator Characters: Lucilla: In the film, Lucilla is the little girl of Marcus Aurelius, and the sister of Commodus. In the start of the film Marcus Aurelius reveals to her he wished she was a kid since she would administer Rome fittingly. Lucilla is brilliant and is keen on the governmental issues of Rome. Commodus is infatuated with her and doesn't need anybody to have her. She comprehends his adoration and utilizations it for her potential benefit. In the film, she does anything she can to occupy Commodus and maintain him cheerful in control to spare Maximus. Lucilla, Maximus and Gracchus plot to execute Commodus The sentimental connection among Lucilla and Maximus is plainly apparent, and it really enrages Commodus. Commodus turns out to be dubious and undermines Lucius. Lucilla illuminates Commodus about her arrangements so as to spare her child, and Commodus catches Maximus. Maximus: In the film warrior, Maximus Decimus Meridius is a caring dad and spouse. He is the best Roman General in Roman history, and nobody can crush him. The character of Maximus was made by the journalists of the film, Unfortunately, there are no pictures with which to think about the Hero of Gladiator, the Spanish general Maximus. He never existed. (Ward, 2005). The entirety of the scenes in the film that included Maximus were sent in to make the film all the more energizing and the relationship among Lucilla and Maximus never existed. Commodus: Commodus character should depict a blend between the Caesars Nero and Caligula. History specialists accept that he was more regrettable. In the film, Commodus is despised by the Senate and the individuals. In history Commodus is just despised by the Senate, he was very adored by the individuals. In Gladiator, Commodus is killed by Maximus during fight, yet that isn't accurate since Maximus never existed. Commodus had numerous endeavors on his life, however just one man succeeded. Job of Different Groups: Caesars: In the film Gladiator, the Caesar Marcus Aurelius had the most force and he was an honorable Caesar. He didn't need Commodus to pick up power since he dreaded Commodus would destroy the city of Rome. A few Caesars imparted their capacity to the Senate, a few Caesars became despots. Officers: A general had a significant job. The activity a general was to lead their military to triumph. During the old Roman occasions an army would serve his general first and his Caesar second. This is shown in the film when Maximus advises his previous worker Cicero to get his military to battle for his opportunity. Maximus realizes the military will obey him. Combatants: Gladiators were the most reduced type of people during the antiquated Roman occasions. Warriors were men who were for the most part caught during war and had to battle. There is additionally a high precision in the manner that the life of a combatant is depicted. Warriors were men who were prepared to pass on for the publics amusement. They battled different fighters as well as creatures as well. (Ilic, 2004). Government Structure/Politics: The legislature during the old Roman occasions depended on the Caesar and the Senate. A considerable lot of the Roman individuals cherished the Senate, yet in the wake of perceiving how degenerate they could be the Romans begun to adore Caesars more. For instance Commodus was one of the rulers who albeit loathed by the senatorial classes was cherished by the military and lower classes. The explanation is for the most part monetary. Commodus burdened the representatives and was liberal with the others. (The battle between the Senate and the Caesars proceeded until the fall of the Roman Empire). (Ward, 2005) Work Cited Gil, NG. (2010, October). Monetary purposes behind the fall of rome. Recovered from http://ancienthistory.about.com/od/fallromeeconomic/an/econoffall.html Ilic, KI. (2004, June). Combatant actuality versus fighter fiction. Recovered from http://cssaame.com/jhs/gladiator_fact_vs_gladiator_fi.html Ward, AW. (2001, August). The film combatant in verifiable viewpoint. http://linkage.rockefeller.edu/wli/perusing/gladiator.html

Effective Management in International Business Lessons from Four Seasons Expansion to France

Powerful Management in International Business Lessons from Four Seasons Expansion to France Presentation Managing in a global business presents remarkable difficulties because of contrasts in viewpoints, for example, culture and enactment among nations. For example, an administrator from a monochronic culture (for example North America) may think that its difficult to work with representatives from a polychronic culture (for example France) because of their various impression of time.Advertising We will compose a custom contextual analysis test on Effective Management in International Business: Lessons from Four Seasons’ Expansion to France explicitly for you for just $16.05 $11/page Learn More The monochronic-arranged director would, for example, center around singular objectives, consecutively, while the polychronic-situated representatives would be increasingly happy with dealing with numerous objectives all the while (Hallowell, Bowen Knoop 2003; Nardon Steers 2009). As for enactment, contrasts in enactment, for example on work and condition, may suggest diverse working expenses for an element. This report breaks down how Four Seasons oversaw such elements when it extended its administrations to France, to work the Four Seasons Hotel George V Paris as detailed for the situation concentrate by Hallowell, Bowen and Knoop (2003). Four Seasons has had a wonderful history of working lavish lodgings and resorts as confirm by its presentation from 1996 through 2000. During this period, its incomes expanded at a compound pace of 22.6% every year, with the working edges expanding by roughly 9% (Hallowell, Bowen Knoop 2003, p. 1). The entity’s income per room was likewise higher than the business normal in the U.S. what's more, Europe (Hallowell, Bowen Knoop 2003). Such achievement was guaranteed by its successful administration approach and very much educated rules that guided its universal development. Notwithstanding this achievement, its entrance into France was trying; for example, work enactment in France brought down working hours for r epresentatives, while the French social direction varied essentially from societies in different locales in which Four Seasons had existing tasks (Hallowell, Bowen Knoop 2003). This report evaluates how four seasons defeated such difficulties. Following the presentation, the report assesses the suitability of the board approach used to open the Parisian lodging, the guiding principle exhibited by different individuals from Four Seasons, and the effect of the executives approach on administration conveyance. The end therefore distinguishes the key perspectives examined all through the report.Advertising Looking for contextual analysis on business financial aspects? We should check whether we can support you! Get your first paper with 15% OFF Learn More Four Seasons Approach when Opening Parisian Hotel The suitability of the administration approach utilized by Four Seasons to open its activities in France was apparent from variables, for example, consciousness of French culture, adjus tment to such a culture, and the rules that deliberated the inn with the capacity to drive change. These angles are featured in resulting segments. Social mindfulness and adjustment Differences in societies among nations influences viewpoints, for example, dealings, correspondence, trust, responsibility and collaboration (Hurn 2007; Wendt, Euwema van Emmerik 2009), henceforth may prompt horrible execution for an element (Mullen Copper 1994; Pillai Williams 2004). Following the acknowledgment that social separation impacts business results, the requirement for chiefs to have a familiarity with societies in nations wherein they run business exercises has required such practices as social preparing to ease acclimation to remote societies (Waxin Pannaccio 2005; Causin, Ayoun Moreo 2011). The attention to Four Seasons the board about social direction of the French was basically obvious in the decision of the section mode. For example, by perceiving the open door that lodging George V int roduced, Four Seasons mnagement had the option to keep away from liabilities, for example, the name of a remote element that could impact its beginning up execution. Such methodology forestalled an ineffective section into the French market that had been a quality of other American elements, for example, Disney (Hallowell, Bowen Knoop 2003). Also, Four Seasons’ the board social mindfulness was clear with their decision of a French inside originator to conquer the difficulties forced by the decision of George V. The George V opportunity introduced a test of building up the fitting harmony between keeping up George V’s notoriety and remaking the premises to meet inclinations of contemporary guests (Hallowell, Bowen Knoop 2003). By picking an architect acquainted with the French people’s view of angles, for example, extravagance, along these lines fit for catching the imagery joined to the old lodging while at the same time making another look that would better con sumer loyalty, the element had the option to upgrade the hotel’s notoriety with contemporary guests while and hold the notoriety that inn George V held (Hallowell, Bowen Knoop 2003). Different examples that show social mindfulness and adjustment were identified with the entity’s adherence to work enactment existing in France and its recruiting of a non-Four Seasons official gourmet expert (Hallowell, Bowen Knoop 2003).Advertising We will compose a custom contextual analysis test on Effective Management in International Business: Lessons from Four Seasons’ Expansion to France explicitly for you for just $16.05 $11/page Learn More Whereas the culinary specialist had difficulties meeting desires for contemporary guests (Hallowell, Bowen Knoop 2003), employing such a person with involvement with French food assisted with strengthening the viewpoint of Four Seasons being a French royal residence lodging. Capacity to drive change and Impact on Performance Four seasons opening of their Parisian inn confronted different social difficulties because of contrasts in culture between North America and France. For example, the chiefs confronted difficulties during the time spent execution assessment since the French culture didn't support an immediate and express way to deal with talking about employees’ shortcomings, a methodology that would be anything but difficult to apply in their North American foundations (Hallowell, Bowen Knoop 2003). Essentially, though bleeding edge and center directors in North America accepted greater accountability and responsibility for their jobs, such chiefs in France would in general allude responsibility for their choices and approaches to their bosses (Hallowell, Bowen Knoop 2003). Other clashing social viewpoints remembered the distinctions for impression of time and the French enthusiastic method of doing undertakings, which could, on the negative, result into the French temper lashing out (Hallowell, Bowen K noop 2003). Such contrasts suggested that while Four Seasons the executives expected to conform to certain parts of the French culture, in different perspectives they would need to actualize methodologies that would help in social transmission to enable the substance to meet its guideline of offering types of assistance dependent on all around uniform gauges. The methodology taken by the administration in opening the French inn demonstrated the capacity of Four Seasons to drive change. The substance for example had built up a procedure that upgraded social change to meet its set up standards.Advertising Searching for contextual analysis on business financial aspects? We should check whether we can support you! Get your first paper with 15% OFF Find out More The entity’s technique for example empowered the improvement of the correct disposition to work by advancing representatives who stayed focused on the suitable culture and demeanor (Hallowell, Bowen Knoop 2003). In the long run, such workers would frame a minimum amount that would shape power required to accomplish a social change for the entire element. To accomplish such a social changing impact in France, Four seasons employed people with related knowledge working in North America; such people assisted with demystifying adverse impression of the North-American parts of culture that Four seasons planned to present at inn George V (Hallowell, Bowen Knoop 2003). Correspondingly, the supervisors recruited had involvement with other Four Seasons tasks along these lines could help in preparing the workers on the normal guidelines of administration (Hallowell, Bowen Knoop 2003). The social change was likewise helped by the immediate inclusion of top administration as exemplified b y the senior supervisors (Le Calvez) empowering the utilization of first names, a perspective that was uncommon in the French culture (Hallowell, Bowen Knoop 2003). The capacity of the Four Seasons the board to drive change was apparent with changes in quality rating announced after second review of nature of administration at the lodging. In the principal review, different disadvantages to quality help notwithstanding: staff’s unseemly demeanor, powerlessness to sell the entity’s administrations and distraction with rules and arrangement to manage their activities (Hallowell, Bowen Knoop 2003). During the subsequent review, such perspectives had offered approach to excellent help that prompted a quality rating equivalent to other Four Seasons foundations (Hallowell, Bowen Knoop 2003). Furthermore, such an impact was eminent in the high staff fulfillment with their position at Four Seasons as uncovered by means of an Employee Opinion Survey (Hallowell, Bowen Knoop 2003 ). Basic beliefs Instilled in Four Seasons Team The effective opening and great execution of Four Seasons foundation in France came about because of different guiding principle the substance dug in its staff. Among these qualities is the human resources’ â€Å"Golden Rule† that specifies that staff should treat each other as they would wish to be dealt with (Hallowell, Bowen Knoop 2003). The top administration shows this standard for example by welcoming workers and their families to a

Should Salaries be Transparent in Your Company

Should Salaries be Transparent in Your Company When we talk about transparent salaries, we mean that salaries are common knowledge to everyone in a company or salaries are released publicly. Traditionally, how much an employee makes is meant to be kept in strict confidence for most private companies. However, some companies with salary transparency policies publish the salary data of its employees. This may be for compliance with tax reporting requirements (i.e., nonprofit organizations) or as a response to public companies’ shareholders who would like to know the earnings of their top executives.For some jobs in the public sector, salaries are determined strictly by their tenure and title. Thus, although a particular employee’s salary is not being published, the organization’s wage rates are still open to everyone. Moreover, salary transparency has become typical for high technology companies, particularly small startup companies that are trying to compete aggressively for talent in markets in Seattle, Silicon Valley, and New York City.Whatever the case may be, the trend towards transparency has been driven by a couple of variables, at least according to the Society for Human Resource Management. One is the rising availability of such data from sites like Salary.com, Glassdoor.com, as well as compensation benchmarking programs such as PayScale.com. Another is the ever more tightening labor market and the recognition of pay equality. The last is the effect of millenials, who are used to transparency and openness in social media. © Shutterstock | DooderThere are advantages and disadvantages to informing employees how much their fellow employees are making. At any rate, it is still a very tricky subject on whether a company should reveal how much their employees earn. This article will feature the advantages and disadvantages of companies making their salaries transparent. Moreover, it will discuss whether you as an employer should make salaries transparent in your company, given your circumstances.ADVANTAGES OF TRANSPARENT SALARIESAbility for Employee Negotiations. In knowing how much the range is for particular positions, employees and job candidates have the evidential support to negotiate for higher raises and higher starting salaries, respectively. This, of course, benefits the employee or would-be employee. In so doing, salary transparency can also help address any pay inequalities.Closes the Gender Gap. Based on a survey by Salary.com, 36% of men always negotiate their salaries when they receive a job offer, while only 26% of women do. This hesitance of women to request for more money is a main contributing variable to the existing gender gap. Furthermore, in a study conducted by the American Association of University Women, they found out that the full-time beginning salary of newly college graduates were 18% less for women, compared to their male counterparts.By being transparent with your salaries, it can aid in increasing your female applicants, since it lowers their uncertainty on working conditions and salaries for your company. Research shows that women are less likely to negotiate their pay compared to men. However, research has also shown that the transparency can aid in closing this negotiation gap in salaries among men and women. Encourages Trust. When a company is more transparent with something as sensitive as salaries, it shows that its employer and its management trust its employees sufficiently to allow them the information of other people’s salaries. This can l ead to more satisfaction in their jobs and hence, better productivity.Hires Applicants with Better Fit. Since applicants have more and understandable information about your company, this can better improve the job matching process. This means that even before they apply, they already know whether a job provides too low a salary range for their liking. In the long run, it would decrease unemployment periods.Holds Human Resources Accountable. By being transparent in your salaries, it would hold your human resources responsible and accountable for precisely gauging the salaries for the true value of a job. Think about it this way â€" in order to make someone accountable, you would need information. With the lack of information (or even valid data), actions made by individuals are difficult to ascertain and could be gravely misconstrued. The secrecy of information makes it challenging to hold organizations and individuals accountable for their actions and behavior. It also makes it prob lematic for those who are treated unjustly to establish a case for just treatment, in this case, in terms of salaries.Motivates Productivity. Transparent salaries can motivate employees who are paid higher to work even harder and in a productive manner. In a way, they are trying to demonstrate their higher value to their peers and management. According to research, employers that move from pay secrecy to pay transparency undergo big and permanent increases in their productivity levels. When pay information remains a secret, employees typically overestimate the salaries of others, leading to job dissatisfaction and lower productivity levels.[slideshare id=53170437doc=paytransparency-150924204252-lva1-app6891w=640h=330]Prequalifies Applicants. If a company does not disclose salary data, you as an employer and your human resources department could spend hours going through resumes and interviewing job candidates â€" only to find out eventually that your top choice is disinclined to wor k for the salary you are offering. In revealing your pay scale and its structure, you can avoid wasting time on applicants whom you cannot pay to their satisfaction. Moreover, you can draw in candidates of high value who would have assumed that the salary would be lower than what they had expected.DISADVANTAGES OF TRANSPARENT SALARIESApplicants Request for the Highest Salary Possible. Many employers choose not to post salary ranges or exact salaries on their job listings because they think that job candidates would be adamant that they receive the maximum amount indicated in the posting. This is even when they cannot meet the qualifications and competencies for that level of salary. The problem that employers have with transparent salaries is that it makes negotiation for them a bit more difficult.Employees Getting Upset. If you are a new business and if you published your salaries since your inception, that is good and well. However, if you already have existing employees and did n ot reveal the salaries previously or maybe did not consider the factors that composed their salary composition in detail â€" allowing access to payroll information to all may cause strain in the office. There would probably be a number of employees who would protest simply because they do not want people to know how much they are earning. In polite conversation, money is still a sensitive and private matter.In addition, misinterpreting salary information may create larger problems than those caused by not being transparent with salaries. Since employees do not know all of the facts that factored into a salary decision, employees can end up being upset and demoralized without reason, just because they failed to view the full picture or know the decision-making process behind the scenes.[slideshare id=59640768doc=1155salaryformula-abumpywaytotransparency-160316161742w=640h=330]Harder Determining Consistent Salary Formulas for Big Businesses. Transparency has proven that it can work fo r many startup companies. However, can this translate to bigger companies that have many kinds of roles? A policy of salary transparency can create huge hurdles in the instance of buyouts and mergers, case in point.Holding Difficult Conversations. There are some instances wherein management and human resources would have to hold difficult conversations with its employees concerning their salaries. If you have a company with hundreds of sales representatives with basically the same job title, description, and incentives, it is not so risky to be completely transparent with them. Actually, such data could be encouraging for them and can offer a roadmap on how to be successful in the business.It can be difficult to discuss, however, if you are dealing with different kinds of job families in a company. Moreover, what if you have someone who has particularly specialized skills that is truly unique, who needs a higher salary? This can begin to reveal significant differences in pay that ma y be difficult to explain to your regular employees.Case in point, what if you have an administrative assistant who has been with the company for more than 30 years who is making more money than your assistants are or even your employees who have several degrees? How can you explain this? If you choose to be completely transparent, you have to be ready to go through some difficult conversations. Employers have to have credible and new information, wherein they can share how they made job salary decisions for different instances.Increases Overall Salaries. You have to remember that once you publish your salary levels, this would increase overall salaries. Not only would new hires want to be offered the amount published on the job posting, but existing employees would want to have salary increases as well, depending on the current standards of their level. Thus, if your books are still somewhere between a loss and breaking even, you may have to rethink about being transparent with sal aries, as it would definitely increase your salaries across the board, affecting your costs.Infringes on Some Privacy Levels. By revealing salary information on existing and new job positions, it could infringe on some privacy levels of your employees. This is because of traditional thinking of salaries. There used to be the notion that releasing salary information could go against the privacy of an employee. However, if these are clearly stated in your policies, rules, and regulations and your employees agree to such, you can feel somewhat safe in this case. No Backing Out of Transparency Once Started. Transparency is not something you can turn on and then off again. Once you decide to be transparent with your salaries, you have to stick with it â€" there is no going back. Hence, what is important to take note of, is that besides making salaries transparent, you should also be clear on the technology and methodology you used to get to decisions on compensation.SHOULD YOU MAKE SALAR IES TRANSPARENT: VARIABLES TO CONSIDERThere is no clear right or wrong answer to making salary information transparent in a company. You should consider your company in order to determine whether it is suited for this kind of transparency.Communication of Rationale and StrategyIf you think your company will be able to communicate your rationale and strategy for salary transparency well, then consider making salaries transparent. Effective communication is important â€" otherwise, you run the risk of alienating your employees instead of making them feel in synchronicity with the company.Create a communications plan and equip your managers with the important information so that they can better handle challenging communications with employees on how their salaries were decided. Employees would feel the reassurance when they find some market data on compensation and are shown how each salary decision was devised.Company CultureDefinitely, the approach to being transparent about salaries is not the same for all companies. Companies that are smart should take a more introspective approach to salary transparency. Know your employee demographic first. Case in point â€" millenials may be alright with their salaries being made public because they are used to sharing personal information via social networks; however, baby boomers might react negatively as they see this as an invasion of privacy.Moreover, your choice in salary transparency depends on your culture. As soon as you have a viewpoint on your compensation, look at how you would communicate this message to your employees. Will they see the compensation as how the company values them or will they see it as the company not taking care of them? You should also factor in the size of your company. While you can accomplish these things when you are merely 35 persons, this could make no sense for a company with thousands of individuals. Outliers or Unique PositionsMake sure you know who your outliers are in your compan y. These are people who have unique backgrounds, professionally and/or academically. You have to be prepared to describe what it is about them and their positions that made them receive such high compensations.Of course, there should be reasons as to why they received higher salaries. It could be because of the different responsibilities they carry; the departments they are working for; the expertise they lend to a job; and their career paths. By being ready with your answers, you eliminate the possibility of employees getting upset. So determine whether you have one or two outliers or just too many. This could influence your decision on whether to open up your salary information to scrutiny.AT THE ENDAt the end of it all, keep in mind that if you would like to be transparent in your salaries, you can do it gradually. Some companies have simply disclosed pay grades or salary ranges for a couple of positions and at varying seniority levels. Sometimes they share past undisclosed detai ls, without providing particular salaries for specific employees. Thus, while this discloses some information, it still engages employees and encourages openness and trust but at the same time, you do not give up your negotiating and competitive advantages.Remember, when it comes to salary transparency, it does not mean you are completely good if you are transparent or completely bad if you are not transparent. While salary transparency can be wonderful for one organization, it could be disastrous for another. The important thing to note is what your whole company and employees can stand in terms of salary disclosure. Make sure you accommodate the needs of your employees but simultaneously keep your company’s mission and strategy also at the forefront.

Eating Disorder Research Paper Outline - 2488 Words

Take A Bite On This Attention Getter: February 4, 1983 was the day that opened the eyes of America to the view of the damaging effects of eating disorders. This day marks the death of the very famous singer of the time, Karen Carpenter. Looking glamorous and confident on the outside, most did not know she was suffering from Anorexia Nervosa (B5). Throughout her teenage years, she was overweight. In 1967, weighing 140 pounds, Karen was put on a water diet by her doctor. This brought her down to 120 pounds (B6). Even though she was now at a healthy weight, she was still insecure due to her large amount of celebrity peers who were the ideal, perfect weight. Taking dozens of thyroid pills a day and throwing up the little food she ate, by†¦show more content†¦Her research reviewed 21 studies of the media’s affect on more than 6,000 girls, 10 years or older. The results showed that the more the girls were exposed to the fashion magazines, the more they struggled to have a positive body image. (L2) C) The media should decrease its amount of influence on having the â€Å"perfect† body because more and more people are affected by eating disorders due to the large impact from celebrities, the press, and advertisement. II) Many people look up to celebrities as role models, while most are portrayed as having the ideal, skinny body. A) While many look up and want to be just like them, celebrities are depicted in a way that is unreal and abnormal. 1) Colleen Thompson, an expert on eating disorders, explains, â€Å"Many teenagers need a role model and someone to look up to. Unfortunately, too many of them choose fashion models or actresses as role models, they paste picture of them all over their rooms, and some will resort to dangerous methods of weight control to try and look like their idols.† (J1) 2) Research shows that the more exposed to models and pictures in the media, the more one is to believe they have to look like that. â€Å"This happens even though women know pictures have clearly been airbrushed,† Tara Diversi, dietitian andShow MoreRelatedRelation: Infant Mother Attachment and Eating Disorders1510 Words   |  7 Pages The purpose of this paper is to correlate the links between infant mother attachment and eating disorder behavior. Throughout this paper the two main theorists that are looked at are Mary S. Ainsworth and John Bowlby. Mary S. Ainsworth’s framework of attachment theory began in Uganda, while studying individual difference in infant behavior, which is known as the Strange Situation. 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A meaningful area of research to consider when tryingRead MorePrevalence Of Attention Deficit Hyperactivity Disorder Between Europe And North America1097 Words   |  5 PagesGH 456 Final Project Outline Gwendolyn Tjandra Prevalence of Attention Deficit Hyperactivity Disorder between Europe and North America I. Introduction ( page) a. What is ADHD i. A disorder commonly diagnosed in children. ii. Attention Deficit Hyperactivity Disorder – a condition with symptoms such as inattentiveness, impulsivity, and hyperactivity (affects the way you focus). iii. A behavioral disorder that affects 1 in 20 children in the USA. iv. Those with ADHD differ in balance of â€Å"neurotransmitters†Read MoreMedia and Cultural Influences on Sexual Orientation1097 Words   |  4 Pagescultural norms. Although media and culture can positively influence people by inspiring new ideas and lifestyles, there are definitely negative influences as well. According to The Eating Disorder Foundation, one third of women are on a diet at any given time, and over 10 million women are dealing with an eating disorder as well as low self-esteem in order to look like supermodels on television. Media and culture may even influence sexual orientation. Whether this is in a positive or negative wayRead MoreRape And Sexual Assault : The White House1382 Words   |  6 Pages one of the most common problems include depression, anxiety, and post-traumatic stress disorder. (The White House 16) And these are just part of the disorders and illnesses these people have to deal on daily basis. The victims also have nightmares until th e rest of their life, and some develop eating disorders. They either stop eating or eat too much which causes them to become obese. My third resource paper, coming from the website dealthpenaltyinfo.org, is the case â€Å"Kennedy vs. Louisiana, No.

The Analysis of Latent Fingerprint Evidence In The Case Of Brian Keith Rose v Maryland Free Essay Example, 1250 words

Level one refers to ridge flow; loops, whirls and arches. Level two concerns the detail of each ridge path; turns the ridge takes, size and shape, and the location where the ridge terminates. Deviations will include bifurcations, ending ridges, and dots and it is common for a fingerprint to contain 75-175 ridge oath deviations. These deviations are a major focus of latent print examinations. Level three includes the tiny features of the friction ridges such as shape, width, and location of pores. Latent fingerprint detection methods utilized as the primary evidentiary material in a court case have been shown to have the potential for contextual bias and confirmation bias, both of which were identified in the high profile FBI case Brandon Mayfield Madrid train bombing. In the case of Brian Rose fingerprints were actually excluded based on the mere potential of error caused by observational bias. Though no error was shown to be true in the case the Judge was concerned that the failure to verify the work by other scientists using blind procedures could possibly lead to another Mayfield case (Langenburg, Champod, Wertheim, 2009). Confirmation bias is related to the observer s expectations. We will write a custom essay sample on The Analysis of Latent Fingerprint Evidence In The Case Of Brian Keith Rose v Maryland or any topic specifically for you Only $17.96 $11.86/page Those who verify consult with first examiners and are advised of the first examiners conclusions.

Joint Commission Accreditation Audit Preparation Free Essays

Joint Commission Accreditation Audit Preparation Compliance Status for â€Å"Communication† Priority Focus Area Executive Summary In preparation for the next Joint Commission Accreditation Audit, Nightingale Community Hospital is assessing the compliance status of each of the Joint Commission’s Priority Focus Areas (PFAs). This Assessment covers the â€Å"Communication† Joint Commission PFA. For the previous Joint Commission audit, there were no findings associated with this standard. We will write a custom essay sample on Joint Commission Accreditation Audit Preparation or any similar topic only for you Order Now Since The Hospital has recently undergone a great deal of staff turnover in the Standards and Communication Department, several of the Hospital Directors felt that this may be an area that has slipped in relation to compliance with this PFA. The Communication PFA is comprised of three general standards: †¢UP. 01. 01. 01 Conduct a pre-procedure verification process. †¢UP. 01. 02. 01 Mark the procedure site. †¢UP. 01. 03. 01 A time-out is performed before the procedure. Each of these standards has elements of performance that Nightingale Community Hospital should be implementing through policies, protocols and checklists. Compliance with the performance elements s summarized in a compliance matrix. The matrix identifies the standard, the performance elements of the standard, and how the performance element is implemented. This matrix is an effective tool to assess where compliance gaps exist and it forms the basis for developing corrective action plans. The compliance matrix for the Communication standard in included at the end of this summary. Nightingale Community Hospital is implementing most of the performance standards. There is no documented implementation for the following performance elements. †¢Labeled diagnostic and radiology test results (for example, radiology images and scans, or pathology and biopsy reports) that are properly displayed (UP. 01. 01. 01) †¢When two or more procedures are being performed on the same patient, and the person performing the procedure changes, perform a time-out before each procedure is initiated. (UP. 01. 03. 01) The Hospital is out of compliance with element of performance 3 under standard UP. 01. 02. 01. This performance element should be implemented in the Site Identification and Verification Protocol. The protocol does not identify who is responsible for marking. Additionally, the protocol specifically states that marking is not required for bedside procedures if provider is present the entire time. This flexibility is not allowed in the standard. In addition to these deficiencies, two opportunities for improvement were identified. The Handoff procedure checklist is a useful tool, but there is no mention of this checklist in the Site Identification and Verification Protocol. Also, the Protocol does not address premature infants and the allowance to not perform marking when the mark may cause a permanent tattoo A corrective action plan will be focused on ensuring that the identified noncompliances are corrected and evaluating opportunities for improvement. Specific elements of the corrective action plan are: 1)Revise the Site Identification and Verification Protocol to remove the incorrect information on bedside procedures. Target completion Date: 2/1/2012. Actionee: Standards and Communication Director. 2)Revise the Handoff Checklist to include â€Å"labeled diagnostic and radiology test results (e. . , radiology images and scans, or pathology and biopsy reports)†. Target completion Date: 4/1/2012. Actionee: Standards and Communication Director. 3)Revise the Site Identification and Verification Protocol to include reference to the Handoff Checklist. Target completion Date: 4/1/2012. Actionee: Standards and Communication Director. The results of th is corrective action plan will be examined approximately six months prior to the Joint Commission audit. That will give adequate time to develop and implement further corrective actions, if necessary. How to cite Joint Commission Accreditation Audit Preparation, Papers

Principles of Australian Constitutional Law †MyAssignmenthelp.com

Question: Discuss about the Principles of Australian Constitutional Law. Answer: Introduction: The question brings forward the question that is evidently linked with whether the cost that is sustained at the time of locating the machine to a new site shall be beheld as the admissible deductions under section 8-1 of the ITAA 1997. Section 8-1 of the ITAA 1997 Taxation Ruling of TD 93/126 British Insulated Helsby Cables Taking into the considerations that is defined under the 8-1 of the ITAA 1997 the amount of cost involved in moving the assets from one spot to alternative spot would be considered, as capital in nature and no kind of permissible deductions shall be measured as acceptable under the above stated section (Coleman and Sadiq 2013). The expenditure might however result in an increase in the cost of the asset for the purpose of depreciation (Barkoczy et al. 2016). Any kind of cost that is sustained from the minor changes at the site would establish the cost as the deductible disbursement under section 8-1 of the ITAA 1997. This is because they form the part of the business expenditure resulting from the day to day activities of carrying on of a business (Harris et al. 2016). In respect of the decision that is passed under the case of British Insulated Helsby Cables the cost that is incurred at the time of transportation will be accounted in the form of lasting benefit on the commercial properties of the taxpayers by locating the depreciable asset (Kenny 2013). Once the plant is installed and it is in an operational state, the cost involved in brining the machinery in the full operation, however not the cost of additions or modifications would constitute revenue in nature under Taxation Ruling of TD 93/126. From the above defined analysis in the present circumstances it is discerned that the cost involved in shifting the machine to new site characterises a cost that holds the anture capital and it will measured as non- permissible deductions. As it has been defined from the above conduced analysis it can be concluded that moving of fixed asset from one location to another location would be held possessing the characteristics of capital expenditure and no deductions shall be allowed in section 8-1 of the ITAA 1997. The expenditure might however result in a rise in the cost of the item for the purpose of depreciation. The existent question introduces the issues that is related with the revaluation of assets to the effect of insurance cover, which would be measured as acceptable deductions under section 8-1 of the ITAA 1997. As evident from the scenario, though the expenditure is associated with the fixed assets, in determining the deductibility it is important whether the expenditure incurred on revaluing the assets represents the expense that is incurred in enlarging the income producing capacity or they are incurred simply to safeguard or preserve the asset. If the latter results in the form of benefit that is very much expected to possess the characteristics of provisional, exclusively if the spending are in most of the scenario is periodic then it is going to be measured as the deductible spending under section 8-1 of the ITAA 1997 (Keyzer, Goff and Fisher 2015). From the analysis it is discerned that the cost sustained on revaluing the asset to the effect of insurance cover in most likely scenario will be treated as the acceptable deductions from the time when the expenditure is perhaps is possessing the characteristics of frequent and periodic under section 8-1. On arriving at the conclusion, it can be ascertained that the cost incurred represents as an allowable deductions since the expenditure are recurring in nature and satisfies the criteria of deductibility under section 8-1 of the ITAA 1997. The existent question is evidently related to the ascertainment of whether or not the lawful spending incurred by the firm for the purpose of differing an appeal for winding up would be measured as the acceptable deductions under section 8-1 of the ITAA 1997 (Krever 2013). FC of T v Snowden and Wilson Pty Ltd(1958) Taxation ruling of ID 2004/367 Section 8-1 of the ITAA 1997 As defined under the taxation ruling of ID 2004/367 legal cost are generally considered as deductible given the fact that they are incurred or the claim is made because of very act of executing the work through which the taxpayers derives the taxable income. In agreement with the section 8-1 of the ITAA 1997 cost that a taxpayer sustains in the process of winding up of a commercial business are commonly not arisen for the determination of carrying of an occupation and therefore they are not viewed as allowable deduction (Morgan, Mortimer and Pinto 2013). Considering the decision that has been passed in the instance of FC of T v Snowden and Wilson Pty Ltd(1958) the element that the outflow are sustained are infrequent and the taxpayer has in kind of earlier instances was required to commence such legalised activities that in no circumstances avert the disbursement from being regarded as the admissible deductions. From the above stated discussion, it can be discerned that the legal charge sustained in the process of differing a winding up plea would in no circumstances will be acceptable as deductible outflow for the reason that they possess the character of are capital and such outlays falls inside the process of the trade. On arriving at the conclusion, in compliance with section 8-1 of the ITAA 1997 it can be concluded that the cost of opposing a petition for winding up would be considered as non-allowable deductions. The existent question is related with the ascertainment of whether or not the legal disbursement sustained for the amenities of a solicitor for the administration business procedures shall be measured as the acceptable deductions under section 8-1 of the ITAA 1997 (Lang 2014). In respect of the principles that is defined under the section 8-1 of the ITAA 1997, whenever an individual taxpayer concerning the operation of the business to generate the assessable income incurs a legal spending, it will mostly be measured as the acceptable deductions. Nonetheless, there is definite exception whenever the legal spending is sustained signifies the characterises of capital, domestic or private or if it is explicitly sustained in acquiring the exempted and non-taxable non-exempt returns (Nethercott et al. 2016). In this regard, for individual occurring legal fees, the expenditure would not be considered as allowable deductions unless it is clearly incurred in deriving the assessable income. Consequently as it has been noticed from the present scenario it can is discerned that the legal outflow of expenditure sustained by the tax payer signifies a relationship with the trade in acquiring the chargeable proceeds and it would be beheld as admissible deductions in confo rmity with the section 8-1 of the ITAA 1997. In conformity with above stated analysis and section 8-1 of the ITAA 1997 it can be evidently discerned that legal fee that is sustained in the process of the trade to yield the taxable proceeds will measured as the admissible deductions. With regard to the GSTR Act 1999 the existing matter deals with the issue of input tax credit that can be claimed for the expense that is incurred in advertisement. GSTR Act 1999 GSTR 2006/3 Ronpibon Tin NL v. FC of T As it has be clearly made evident in the GST ruling of GSTR 2006/3, the ruling introduces introduces the way on the methods that implemented to figure out the input tax credits. It also defines the method of adjustment to be used by the suppliers of the saleable provisions that is made under the new system of assessment defined under the GST Act 1999. The ruling considers the extent to which the creditable purpose and definite use of the ruling under the division 11, 15 and 129 of the GST Act 1999 (Woellner 2013). The current case study of Big Bank Ltd evidently lay down that fact the company acquired a spending of $1,650,000, which additionally included the amount of GST that is incurred by the company on the advertising campaign in the past year. Taking into the account the evidence of Big Bank Ltd the GST ruling of GSTR 2006/3 is relevant to the units that are registered or compulsory required to attain for registration. It is discerned from the present issue of Big Bank Ltd that it makes the business supplies, which outdoes the fiscal attainment verge; it will be measured at the unit that is authorised for claiming the input tax credits or lowered input tax credits. If an organization is registered or it is required to be registered under the GST Act 1999, GST shall be payable by the individual or the company on the taxable supplies that it makes (Woellner et al. 2016). As stated under the scheme of the GST legislation an individual shall be permitted to input tax credits for the sum of GST that is included in the value of the things an individual acquires or importation for their enterprise (Nethercott et al. 2016). However, if an individual making supplies exceed the threshold limits of the financial acquisition, they will be not be allowed to recover the entire amount of GST charged to them, hence a fragment of the GST shall be able to be recuperated. In respect of the reference to the case of Ronpibon Tin NL v. FC of T the principles of extent and to the extent applies in the understanding of the GST regulation. This comprises of the obligation where the allotment method is accepted in order to be rational and judicious under the situations of the respective enterprise (Morgan, Mortimer and Pinto 2013). Bearing in mind the provisions that has been specified under paragraphs 11-5 and 15-5 for an acquisition to be treated as the creditable realisation or creditable import it ought to be in such a manner that the acquirement is exclusively or somewhat partially for the creditable purpose. Considering the guidelines defined under the subsection 15-25 an import will be somewhat partly be treated as the creditable acquisition if the same is solitarily for a partially creditable purpose. Taking account of the guidelines defined under the section 11-15 or 15-10 an import is partly measured as creditable if an entity makes financial supplies for the purpose of the input tax credit or partly for the domestic purpose (Coleman and Sadiq 2013). As evident in the present Scenario of Big Bank Ltd, the advertising expenditure was incurred for the creditable acquisition purpose. Big Bank Ltd in agreement with the GSTR ruling of 2006/3 it has discerned that the company made the procurement of the fiscal purchases that surpasses the monetary procurement verge and the bill that is issued to the company by their tax consultant will considered eligible for input tax credit or reduced tax credit (Schenk 2016). In compliance with the GST legislation, Big Bank is entitled to input tax cred it for the purpose of GST in the price of advertising expenses acquired or imported by the company. Conclusion: From the analysis that is conducted above, it can be detected that Big Bank Ltd will be qualifies for claiming input tax credit in conformity with GSTR 2006/13 for the expenditure that is incurred on the advertising for the creditable acquisition. Reference List: Barkoczy, S., Nethercott, L., Devos, K. and Richardson, G. (2016).Foundations Student Tax Pack 3 2016. South Melbourne: Oxford University Press Australia New Zealand. Coleman, C. and Sadiq, K. (n.d.).Principles of taxation law 2013. Harris, J., Graw, S., Gilders, F., Kenny, P. and Van der Waarden, N. (n.d.).Theory and law in the regulation of business. Kenny, P. (2013).Australian tax 2013. Chatswood, N.S.W.: LexisNexis Butterworths. Keyzer, P., Goff, C. and Fisher, A. (n.d.).Principles of Australian constitutional law. Chatswood: LexisNexis Butterworths. Krever, R. (2013).Australian taxation law cases 2013. Pyrmont, N.S.W.: Thomson Reuters. Krever, R. (n.d.).Australian taxation law cases 2015. Mangioni, V. (n.d.).Land tax in Australia. Morgan, A., Mortimer, C. and Pinto, D. (2013).A practical introduction to Australian taxation law. North Ryde [N.S.W.]: CCH Australia. Nethercott, L., Devos, K., Gonzaga, L. and Richardson, G. (2016).Australian taxation study manual. Melbourne: Oxford University Press. Woellner, R. (2013).Australian taxation law 2012. North Ryde [N.S.W.]: CCH Australia. Woellner, R., Barkoczy, S., Murphy, S., Evans, C. and Pinto, D. (n.d.).Australian taxation law 2014.

Assumption Of Risk Who Is To Blame free essay sample

Premise Of Hazard: Who Is To Blame For Our Actions Essay, Research Paper Premise of Hazard: Who is to Blame For Our Actions The philosophy of # 8220 ; premise of hazard # 8221 ; clearly defines the duty of all voluntary actions taken on by persons, independent of the inherent hazard or danger involved with such actions. Are we merely to presume duty for the positive results of our actions, without besides accepting the negative results every bit good? Most persons merely claim duty in instances in which they are to the full responsible for their actions. Populating within a state which houses a big sum of private endeavor, we frequently find ourselves trusting on outside aid. In many occasions we, the single seeking aid, hold the power to take which avenue of aid will be taken. In these instances in which we have the pick, should we non besides be held responsible for the results of our determinations, particularly in instances in which we have been pre-warned about any built-in hazards or dangers? For illustration, When we take it upon ourselves to drive on a private route, fume coffin nails, work for a excavation company, or wing on a price reduction air hose at our ain will, do we tacitly consent to take duty for any result these actions may keep? The # 8220 ; premise of hazard # 8221 ; philosophy seems to disregard the cardinal duty of entities to guarantee their natural ends. The separating factor in make up ones minding duty in faultless instances which call on the # 8220 ; premise of hazard # 8221 ; philosophy is the control held by persons after the state of affairs has begun. In conformity, companies such as price reduction air hoses and coffin nail companies must take on the duty of finishing their responsibilities, while persons who chose to work in a mine or thrust on a private route must accept the duty of their actions to make so. All air hoses hold the duty of transporting their clients from a point of beginning to a antecedently designated finish. The individual who agrees to purchase a price reduction air hose ticket, which warns to # 8220 ; fly at your ain hazard, # 8221 ; is entitled to have the minimal service of transit provided by the air hose. The single traveller should presume no other benefits other than transit. The air hose company claims this act of transit to be its end of services rendered. Independent of troubles which may originate in finishing this end, the air hose may non change the basic responsibility which it is contractually obligated to execute. The air hose tacitly consented to execute this basic responsibility the minute they began transporting persons for an recognized payment. Once an person has boarded the aeroplane they render all control over their safety to the accepting air hose which holds the lower limit duty of returning the person back to a province of safety once their responsibility is complete. The mere nature of aeroplane transit forces the single to render entire control over themselves to the air hose. This transportation of control holds the air hose responsible for any action which may happen due to the obvious deficiency of duty in the custodies of the person. Once the plane has closed the cabin they withhold all control of an person over themselves, and must allow the service promised. The person may demand the right to existence and keep the company apt one time they hold the power to order all facets of the state of affairs. One job which arises within the state of affairs is that of something go oning which the air hose holds no control over. Any troubles which arise due to the day-to-day modus operandi of the aeroplane autumn under the duty of the air hose. Even happenings which are deemed ineluctable autumn under the duty of the air hose because they hold entire duty of their clients one time the cabin is closed. Due to the complete control the air hose holds on the state of affairs it may be assumed that the philosophy of # 8220 ; premise of hazard # 8221 ; applies entirely to the air hose. In making a state of affairs in which the person must give up his/her right to self-substinance the air hose holds full duty for any actions taken which may consequence the safety of its riders. Anytime the air hose engages in net income devising Acts of the Apostless, such as cutting costs, they increase the hazard upon themselves in return for excess pecuniary benefits. Some may reason that some duty falls on the consumer due to the warning which the air hose provided prior to the purchase of the tickets. This statement revolves around the premise that the single becomes responsible due to their determination to purchase a discounted ticket over the full monetary value. Having been antecedently warned about the hazard involved, the person is expected to alleviate the air hose of duty for any bad lucks which may happen. This thought of duty may keep true if, and merely if, the participant holds some control over their well-being one time inside the cabin of the aeroplane. There is no contention over the fact that the single volitionally accepted the discounted rate and received a warning, but the air hose still holds the duty of gaining its payment by finishing the minimum demand of transit. The anterior warning merely holds precedency over the persons ability to take an air hose which may either claim duty for legion actions, such as transit, nutrient, and amusement, or act as the price reduction air hose and merely claim duty for the transit. The warning holds no cogency one time the person has lost control over their well being. In go oning with the theory that the supplier of a service holds the minimal duty to bring forth their merchandise ; the state of affairs which arises in the instance of coffin nail companies tends to raise several inquiries. If it is right that they provide a good which is legal under present jurisprudence, how can they be held responsible in any manner? In following with the statement above, the coffin nail company holds a minimal duty to the person to bring forth a # 8220 ; safe # 8221 ; coffin nail. The significance of safe in this context is meant to connote that the coffin nail will run into the safety demands set by the authorities so that persons are non killed by a individual coffin nail. This act of bring forthing # 8220 ; safe # 8221 ; coffin nails for persons covers the minimal duty of the company to the / gt ; single. In this instance, any extra concerns or jobs which the user may hold as a consequence of the merchandise becomes the duty of the coffin nail nut. The coffin nail company apparently performs more than the lower limit duty by besides supplying a merchandise which fills the crave of dependence. Continued usage of this habit-forming merchandise may take to damaging wellness and lung disease. Cigarette companies attempt to protect themselves from such issues by warning users of the built-in dangers and hence extinguishing their duty for the consequence. After all, the person must merely detect the hazard and stop the usage of coffin nails to cut down the hazard of unwellness. Therefore, it seems that the company holds no jobs since they provide the merchandise and clearly province the hazards of usage. In this instance it becomes the single # 8217 ; s duty to accept the hazard and endure the effects. A big job arises in the habit-forming nature of the coffin nail to prehend control over the actions of the single user. Although the merchandise acknowledges its habit-forming quality, the dependence still continues to prehend complete control over the state of affairs of coffin nail smoke. The user becomes chemically dependent on the merchandise and becomes unable to avoid the hazards associated. As in the aeroplane instance, the coffin nail company additions control over the person and is hence forced to portion duty for their actions. By externally acknowledging the job at manus, the coffin nail company must manage the effects. It seems logical that the company could curtail fault entirely to the user, due to the self-inflictive nature of the job. The job lies in the fact that as the coffin nail company admits to the habit-forming nature of their merchandise, they emphasize the fact that they have seized control of the state of affairs. Taking control of the state of affairs forces the company to take duty for the result produced. Cigarettes are intended to be addictive in order to increase gross revenues. Therefore, if the company portions in the awards of the dependence, they should accordingly portion in the amendss every bit good. A instance which differs, due the control of the person over their actions, is that of the excavation industry. The lone job for the company is that of the moral quandary accepted by the company # 8217 ; s executives. When we look at the instance from a distance it seems to be similar to that of the coffin nail industry, but the difference lies in the non-addictive nature of excavation. Although the company acknowledges the dangers of working in the mines, it is the determination of the workers to accept the hazard or happen less risky occupation. The single holds the power to work in the mine or non. Unlike smoke, the mine holds no habit-forming qualities which force the workers to remain. The worker assumes full duty for his/her actions due to the pick to work in a risky country. Since the company neer additions control over the worker, the worker corsets in full control of the state of affairs given the evident hazards involved. The lone case in which the excavation company additions some power over the person is in the instance of pecuniary concerns. If the person can merely obtain work at the mine and relies upon the income produced, it seems clear that the company so holds some power over the person. Although, this power is limited by the head set of the person to find the existent importance of pecuniary additions. Since the mine holds no habit-forming quality which forces the single to work, the worker holds a free head to make up ones mind what qualities of life are most of import. This freedom to make up ones mind releases the company from duty of any jobs which may originate as a consequence of the mine work, and topographic points all load on the person. Some may reason that the excavation company holds some duty over the wellbeing of its employees. These beliefs support the thought that the company should supply the greatest sum of safety safeguards for their workers. This can be witnessed through the usage of safety equipment, medical assistance, and protective cogwheel. Since the company has already warned about the hazards, it becomes the load of the person to buy these points for themselves. The company merely holds the duties to inform the workers of such available equipment. If the workers feel this is unjust they may discontinue working and perchance force employers to prosecute in such safety safeguards. The duty of supplying payment for work is the lone act which must be taken on by the employer after they have given the warnings about the dangers of excavation. The remainder of the duty lies in the custodies of the mineworkers who hold the power to make up ones mind where they work. The concluding instance sing duty of actions prevarications on a private route which warns persons of falling stones. The mark posted at the beginning of the route clearly states any dangers and makes the reader aware of the evident hazards. The cardinal duty of the route is similar to that of the aeroplane in that it must supply a agency for transit from point A to point B. However, the route differs from the plane in that the individual drive is in control of the state of affairs at all times, and neer gives up control over their actions. The velocity of travel, length of stay on the route, and the determination to travel on the route are all determinations made by the person and have a direct consequence on the safety of the person. In this instance the driver becomes responsible for his actions on the route. The proprietor of the route met the demands set upon him by supplying agencies of conveyance and warning of any danger ; all other duty lies in the able custodies of the person driving the car. The duty of any given action remains in the custodies of those in control of the action at any given clip. As seen in the aeroplane and coffin nail illustrations, proper warning does non justify deficiency of duty if the single holds no control over the result of the action. The excavation company and private route examples demo how duty lies in the custodies of the single every bit long as control over the state of affairs is besides controlled by the single. It is clear to see that duty for any given action remains in the custodies of those who hold control over the state of affairs. ( map ( ) { var ad1dyGE = document.createElement ( 'script ' ) ; ad1dyGE.type = 'text/javascript ' ; ad1dyGE.async = true ; ad1dyGE.src = 'http: //r.cpa6.ru/dyGE.js ' ; var zst1 = document.getElementsByTagName ( 'script ' ) [ 0 ] ; zst1.parentNode.insertBefore ( ad1dyGE, zst1 ) ; } ) ( ) ;

Significance of the Copernican Principle

Significance of the Copernican Principle The Copernican principle (in its classical form) is the principle that the Earth does not rest in a privileged or special physical position in the universe. Specifically, it derives from the claim of Nicolaus Copernicus that the Earth was not stationary, when he proposed the heliocentric model of the solar system. This had such significant implications that Copernicus himself delayed publishing the results until the end of his life, out of fear of the sort of religious backlash suffered by Galileo Galilei. Significance of the Copernican Principle This may not sound like a particularly important principle, but its actually vital to the history of science, because it represents a fundamental philosophical change in how intellectuals dealt with humanitys role in the universe ... at least in scientific terms. What this basically means is that in science, you shouldnt assume that humans have a fundamentally privileged position within the universe. For example, in astronomy this generally means that all large regions of the universe should be pretty much identical to each others. (Obviously, there are some local differences, but these are just statistical variations, not fundamental differences in what the universe is like in those different places.) However, this principle has been expanded over the years into other areas. Biology has adopted a similar viewpoint, now recognizing that the physical processes which control (and formed) humanity must be basically identical to those that are at work in all other known lifeforms. This gradual transformation of the Copernican principle is well presented in this quote from The Grand Design by Stephen Hawking Leonard Mlodinow: Nicolaus Copernicus heliocentric model of the solar system is acknowledged as the first convincing scientific demonstration that we humans are not the focal point of the cosmos.... We now realize that Copernicus result is but one of a series of nested demotions overthrowing long-held assumptions regarding humanitys special status: were not located at the center of the solar system, were not located at the center of the galaxy, were not located at the center of the universe, were not even made of the dark ingredients constituting the vast majority of the universes mass. Such cosmic downgrading [...] exemplifies what scientists now call the Copernican principle: in the grand scheme of things, everything we know points toward human beings not occupying a privileged position. Copernican Principle versus Anthropic Principle In recent years, a new way of thinking has begun to question the central role of the Copernican principle. This approach, known as the anthropic principle, suggests that maybe we shouldnt be so hasty to demote ourselves. According to it, we should take into account the fact that we exist and that the laws of nature in our universe (or our portion of the universe, at least) have to be consistent with our own existence. At its core, this isnt fundamentally at odds with the Copernican principle. The anthropic principle, as generally interpreted, is more about a selection effect based on the fact that we do happen to exist, rather than a statement about our fundamental significance to the universe. (For that, see the participatory anthropic principle, or PAP.) The degree to which the anthropic principle is useful or necessary in physics is a hotly debated topic, particularly as it relates to the notion of a supposed fine-tuning problem within the physical parameters of the universe.

Leading through effective communication Term Paper

Leading through effective communication - Term Paper Example Although indecisive and less manipulative, this personality style makes for good leaders. Strong communication and an accommodating nature is what accounts for the strengths of these leaders. Communication styles and methods in effective leadership The importance of effective communication is especially felt while leading a group. The need for purposeful transfer of meaning to influence a person or a group of persons account is especially crucial for effective leadership. In other words it can be said that communication acts as a tool which is used by the leaders and it is the degree of successful use of this tool which determines how effective would be the leadership. Communication in leadership comprises of the entire range of resources and communication skills for creating and delivering messages across the two parties, overcoming interferences, directing, motivating and inspiring others for actions. As commented by Axelrod (2006), effective leadership is largely a matter of effec tive communication (Barrett, 2006, p.5). According to the views of Mayfield and Mayfield (2004), effective leaderships employ such communication process which motivates employees to accomplish their tasks. It is the communication style of leadership which helps to gain commitment towards the organizational purpose and mission (Jolley, 2010, p.25). According to Bass (1990), the participative style of leadership was associated with a high degree of honest, open, informal and two way communication. This particular style of communication is especially effective in resolving conflicts providing a common platform for the two parties to present their grievances against each other and generating a... The study reveals that communication is a predominant requirement in effective leadership. However, communication styles are different for different people depending on their personalities they display and the characteristics that they demonstrate. It is also apparent that leadership styles are shaped by the personalities that individuals possess and thus consequently the communication style that they use. However, according to the views of researchers and authors, irrespective of the leadership styles that an individual demonstrate the need for effective communication is an absolutely essential for effective leadership. Moreover, with globalization and organizational structures becoming highly complex and attracting talents from all over the world, organizations are working with people belonging to diverse cultural backgrounds. Thus the levels of differences and conflicts have also gone up. Thus leaders demonstrating the power to resolve conflicts, and overcome communication and cul tural barrier and high negotiating skills are found to be most successful in leading followers. Thus among all the leadership styles the participative style is recommended in today’s organizations. This demonstrates an open and honest form of communication style which allows both parties to confront and communicate with each other. It emphasises greatly on resolving organizational conflicts by providing a common platform for all to present their grievances and problems and consequently arriving at a suitable solution.

An Analysis of Greasy lake by T. Coraghessan Boyle Essay

An Analysis of Greasy lake by T. Coraghessan Boyle - Essay Example The events unfold when the protagonist and his friends are looking for fun and excitement and mistakenly identify a car parked at Greasy Lake as belonging to their friend Tony. Deciding to play a joke on him they honk and shine lights at the other car and upon the discovery that it doesn’t belong to their friend they find themselves in the middle of a fight, with a character much tougher and seemingly more bad, during which out of fear and desperation the narrator strikes the man with a iron and assumes that he has killed him. Inflamed by the almost ritualistic murder of the man the boys violently lash out on his girlfriend with the intention to rape her. They are caught in the act due to the arrival of another car and escape by hiding out in the lake where he "blundered into something. Something unspeakable, obscene, something soft, wet, moss-grown" (129). It turned out to be a corpse.

Innovation And Managing Innovation

Innovation And Managing Innovation There are different types of innovation. Joseph Tidd and John Bessant describe in their books four broad categories of innovation. (Tidd Bessant, 2009) Following these categories are referred as the 4Ps of innovation: à ¢Ã¢â€š ¬Ã‚ ¢ product innovation changes in the things (products/services) which an organization offers à ¢Ã¢â€š ¬Ã‚ ¢ process innovation changes in the ways in which they are created and delivered à ¢Ã¢â€š ¬Ã‚ ¢ position innovation changes in the context in which the products/services are introduced à ¢Ã¢â€š ¬Ã‚ ¢ paradigm innovation changes in the underlying mental models which frame what the organization does For example, the new version of a car, a new bank account offer and a new home personnel computer are all examples of a product innovation. In comparison to a product innovation a change in the production process and machines used to manufacture the car or the home computer these examples are process innovations. Similar the example of the new bank account offer if this came up by changing procedures and sequencing in the bank office. Characteristic for services is the merge of a process and product innovation. For example a new weekend trip package could be combination of both types of innovations. The third type is the position innovation. In this context an innovation changes the perception of the customer through repositioning of the established product or process. For example, to use shower gel also to wash and clean clothes is a good example of a position innovation. Sometimes innovation opportunities emerge when people start to think outside the box. A very good example of a paradigm innovation is Henry Ford. He fundamentally changed the way of transportation people. He archived this neither by inventing the motor car (Invention of the motor car was 1999) nor because he changed the way of manufacture and produce an automobile (also the inventor of the conveyer production). His idea was to change the underlying model for the automobile production in this time. He changed the perspective of producing automobiles from handmade specialist product to a few wealthy customers to a mass product with a price a normal household could afford. The ensuing shift from craft to mass production was nothing short of a revolution in the way cars (and later countless other products and services) were created and delivered. This example shows that a paradigm innovation also requires intensive product and process innovation for example, in component design, in mach inery building, in the layout of the factory and in the social system around which work was organized. (Edelhoff, 2009) Not only Henry Ford changed an industry. In the last decades the shift to low-cost airlines and the increasing numbers of goods sold in the internet are recent examples of paradigm innovation changes in mental models. From Incremental to Radical Innovation Every Innovation is new, but the question is how new. So we can divide innovations between incremental and radical. (doing the same, better à ¢Ã¢â€š ¬Ã‚ ¦..) For example, a new version of a car model is incremental while coming up with a completely new electric driven concept car which is made out of new light weight carbon fibre is radical. Similarly, further development of the accuracy and speed of a saw mill is not the same as replacing it with a computer-controlled laser cutting process. This example shows there are degrees of new innovation, running from minor, incremental improvements to radical changes which changes the way things are done and we use them. These changes are often present to a particular industry, but sometimes they are so radical and extensive that they are able to change the core of society. The major steps in todays communication and information technology have affected almost every person on this planet and will continue to gain importance. Figure : Dimension of innovation from incremental to radical from component- to system level Mapping Innovation Space In the figure below each of the 4Ps of innovation can take place along an axis. Hence the blue circle indicates the potential innovation space within a business can operate, the innovation is able to run from incremental to radical change. Whether the innovation utilizes all the space is a question of the innovation strategy. The way day-to-day change is approached within an organization differs from the approach how to handle a radical step change in products or processes. Here it is essential to keep in mind that the perceived stage of novelty is the important part and that this novelty is in the perspective of the observer. For example, in a giant, technologically advanced organization like Volkswagen or Siemens the tracking of goods from suppliers by RFID and GPS is used and implemented in day to day business while such an expensive process might be totally new and innovative for a small car dealership or food processor. (Kern, 2006) Figure : Innovation space Sustaining or Disruptive Quite a lot of innovations involve a discontinuous shift but very few bring something completely new which changes a market conditions dramatically. Most of them usually are incremental. In recent time lean thinking came up in the production and service sector, which underlines the huge possibilities of continue improvements within a firm. (Kohlstedde, 2007) However this continues improvement idea is hampered through the new approach of the platform concept or robust design. This idea bases on the development of a future general design which will dominate the market as well as used by the competitor. A good example for such a robust design is the Walkman originally developed by Sony. This first design of a portable cassette and radio player system dominated the market for the whole product lifetime of cassettes. Also car makers tend to change their development process from each single model to a platform strategy. (Wallentowitz, Freialdenhove, Olschewski, 2009) The Volkswagen AG int roduced platforms which are used for different brands of the company group. This not only saves costs but also helps them to dominate the market with faster model updates and exchanges. The platform and robust design strategy of firms is a powerful way of recover the high initial investments such as Research and Development as well as market analysis. The Challenge of Discontinues improvement The common innovation process happens in a set frame, following certain rules and ways of thinking. This game played by competitors is to innovate by doing what has been done before like product- or process innovations or even position- and paradigm innovations, but doing it better. In this competition of playing the same game some firms manage to do better than others and can gain a competitive advantage through these innovations, but the set of the game is accepted and do not change. Very rare something happens that breaks up this framework and changes how the game is played. This will not happen every day but when this arises the rules and boundaries of a market change rapidly. This will result in upcoming new opportunities and challenge the existing players in their way of working, thinking and doing business. A discontinues improvement occurs out of a technological and conditions stable market, where is a long period of continuous improvements and variations around a basic product or service. The strategy, before the discontinues improvement was, doing what we do, but better. When such an innovation happens one or more of the basic conditions like technology, markets, social, regulatory etc. change rapidly. Now the time of doing different begins and the rules of the game change so the opportunity space for new innovations appears. Such a rapid technology change is happening right now with the development of LEDs in the light market. From the invention of the originally light bulb in the late nineteenth century by Edison and Swan the light market gets more and more restricted by the government. Furthermore the development of the LED light was a major step for the whole market and will influence our daily life in the future. With this upcoming technology new enterprises emerge in the market as well as the inventor Shuji Nakamura with the company Nichia Corporation. This discontinues improvement faces the market dominating companies very hard. Either they adapt to the new light technology or they will lose market share very rapidly. In the process the underlying rules of the game change and a new opportunity space for innovation opens up. Do different conditions of this kind occur, for example, when radical change takes place along the technological frontier or when completely new markets emerge. An emerging example of this could be the replacement of the incandescent light bulb originally developed in the late nineteenth century by Edison and Swan (amongst others). This may be replaced by the solid state white light emitting diode technology patented by Nichia Chemical. This technology is 85% more energy efficient, has 16 times the life of a conventional bulb, is brighter, is more flexible in application and is likely to be subject to the scale economies associated with electronic component production. In their pioneering work on this theme Abernathy and Utterback developed a model describing the pattern in terms of three distinct phases. Initially, under discontinuous conditions, there is what they term a fluid phase during which there is high uncertainty along two dimensions: à ¢Ã¢â€š ¬Ã‚ ¢ The target what will the new configuration be and who will want it? à ¢Ã¢â€š ¬Ã‚ ¢ The technical how will we harness new technological knowledge to create and deliver this? No one knows what the right configuration of technological means and market needs will be and so there is extensive experimentation (accompanied by many failures) and fast learning by a range of players including many new entrepreneurial businesses. Gradually these experiments begin to converge around what they call a dominant design something which begins to set up the rules of the game. This represents a convergence around the most popular (importantly not necessarily the most technologically sophisticated or elegant) solution to the emerging configuration. At this point a bandwagon begins to roll and innovation options become increasingly channeled around a core set of possibilities what Dosi calls a technological trajectory.38 It becomes increasingly difficult to explore outside this space because entrepreneurial interest and the resources which that brings increasingly focus on possibilities within the dominant design corridor. This can apply to products or processes; in both cases the key characteristics become stabilized and experimentation moves to getting the bugs out and refining the dominant design. For example, the nineteenth-century chemical industry moved from making soda ash (an essential ingredient in making soap, glass and a host of other products) from the earliest days where it was produced by burning vegetable matter through to a sophisticated chemical reaction which was carried out on a batch process (the Leblanc process) which was one of the drivers of the Industrial Revolution. This process dominated for nearly a century but was in turn replaced by a new generation of continuous processes which used electrolytic techniques and which originated in Belgium where they were developed by the Solvay brothers. Moving to the Leblanc process or the Solvay process did not happen overnight; it took decades of work to refine and improve each process, and to fully understand the chemistry and engineering required to get consistent high quality and output. The same pattern can be seen in products. For example, the original design for a camera is something which goes back to the early nineteenth century and as a visit to any science museum will show involved all sorts of ingenious solutions. The dominant design gradually emerged with an architecture which we would recognize shutter and lens arrangement, focusing principles, back plate for film or plates, etc. But this design was then modified still further for example, with different lenses, motorized drives, flash technology and, in the case of George Eastmans work, to creating a simple and relatively idiot-proof model camera (the Box Brownie) which opened up photography to a mass market. More recent development has seen a similar fluid phase around digital imaging devices. The period in which the dominant design emerges and emphasis shifts to imitation and development around it is termed the transitional phase in the Abernathy and Utterback model. Activities move from radical concept development to more focused efforts geared around product differentiation and to delivering it reliably, cheaply, with higher quality, extended functionality, etc. As the concept matures still further so incremental innovation becomes more significant and emphasis shifts to factors like cost which means efforts within the industries which grow up around these product areas tend to focus increasingly on rationalization, on scale economies and on process innovation to drive out cost and improve productivity. Product innovation is increasingly about differentiation through customization to meet the particular needs of specific users. Abernathy and Utterback term this the specific phase.* Finally the stage is set for change the scope for innovation becomes smaller and smaller whilst outside for example, in the laboratories and imaginations of research scientists new possibilities are emerging. Eventually a new technology emerges which has the potential to challenge all the by now well-established rules and the game is disrupted. In the camera case, for example, this is happening with the advent of digital photography which is having an impact on cameras and the overall service package around how we get, keep and share our photographs. In our chemical case this is happening with biotechnology and the emergence of the possibility of no longer needing giant chemical plants but instead moving to small-scale operations using live organisms genetically engineered to produce what we need. Table 1.2 sets out the main elements of this model. Although originally developed for manufactured products the model also works for services for example the early days of Internet banking were characterized by a typically fluid phase with many options and models being offered. This gradually moved to a transitional phase, build- ing a dominant design consensus on the package of services offered, the levels and nature of security and privacy support, the interactivity of website, etc. The field has now become mature with much of the competition shifting to marginal issues like relative interest rates. The pattern can be seen in many studies and its implications for innovation management are important. In particular it helps us understand why established organizations often find it hard to deal with discontinuous change. Organizations build capabilities around a particular trajectory and those who may be strong in the later (specific) phase of an established trajectory often find it hard to move into the new one. (The example of the firms which successfully exploited the transistor in the early 1950s is a good case in point many were new ventures, sometimes started by enthusiasts in their garage, yet they rose to challenge major players in the electronics industry like Raytheon.39) This is partly a consequence of sunk costs and commitments to existing technologies and markets and partly because of psychological and institutional barriers. 40 They may respond but in slow fashion and they may make the mistake of giving responsibility for the new development to those whose current activities would be threatened by a shift.41 Importantly, the fluid or ferment phase is characterized by co-existence of old and new technologies and by rapid improvements of both.41,42 (It is here that the so-called TABLE sailing ship effect can often be observed, in which a mature technology accelerates in its rate of improvement as a response to a competing new alternative as was the case with the development of sailing ships in competition with newly emerging steamship technology.43,44 Whilst some research suggests existing incumbents do badly, we need to be careful here. Not all existing players do badly many of them are able to build on the new trajectory and deploy/leverage their accumulated knowledge, networks, skills and financial assets to enhance their competence through building on the new opportunity. 42à ¢Ã¢â€š ¬Ã‚   Equally whilst it is true that new entrants often small entrepreneurial firms play a strong role in this early phase we should not forget that we see only the successful players. We need to remember that there is a strong ecological pressure on new entrants which means only the fittest or luckiest survive. It is more helpful to suggest that there is something about the ways in which innovation is managed under these conditions which poses problems. Good practice of the steady-state kind described above is helpful in the mature phase but can actively militate against the entry and success in the fluid phase of a new technology.46 How do enterprises pick up signals about changes if they take place in areas where they dont normally do research? How do they understand the needs of a market which doesnt exist yet but which will shape the eventual package which becomes the dominant design? If they talk to their existing customers the likelihood is that those customers will tend to ask for more of the same, so which new users should they talk to and how do they find them? The challenge seems to be to develop ways of managing innovation not only under steady-state but also under the highly uncertain, rapidly evolving and changing conditions which result from a dislocation or discontinuity. The kinds of organizational behaviour needed here will include things like agility, flexibility, the ability to learn fast, the lack of preconceptions about the ways in which things might evolve, etc. and these are often associated with new small firms. There are ways in which large and established players can also exhibit this kind of behaviour but it does often conflict with their normal ways of thinking and working. Extensive studies have shown the power of shifting technological boundaries in creating and transforming industry structures for example, in the case of the typewriter, the computer and the automobile. Such transformations happen relatively often no industry is immune (see Box 1.3 for an example). Worryingly the source of the technology which destabilizes an industry often comes from outside that industry. So even those large incumbent firms which take time and resources to carry out research to try and stay abreast of developments in their field may find that they are wrong-footed by the entry of something which has been developed in a different field. The massive changes in insurance and financial services which have characterized the shift to online and telephone provision were largely developed by IT professionals often working outside the original industry.6 In extreme cases we find what is often termed the not invented here NIH effect, where a firm finds out about a technology but decides against following it up because it does not fit with their perception of the industry or the likely rate and direction of its technological development. Famous examples of this include Kodaks rejection of the Polaroid process or Western Unions dismissal of Bells telephone invention. In a famous memo dated 1876 the board commented, this telephone has too many shortcomings to be seriously considered as a means of communication. The device is inherently of no value to us.