The Hebrews Essays - Semitic Peoples, Land Of Israel,

The Hebrews The ancient Middle East and Mesopotamia was largely a multicultural society composed of small, often insignificant kingdoms that were regularly torn between the forces of powerful empires, from Babylon to Egypt to Greece to Rome. One of these small kingdoms through its religion, philosophy, and law became one of the most important cultures in Middle Eastern and Western history. The word Hebrew appears to have been derived from the world Hiberu, which was found in writing sent to Egypt by one of the small states that Egypt had left behind when it withdrew from Canaan in the 1300s BC. These states were distressed by the arrival of nomadic tribes that came in waves across generations. Hiberu meant outsider and probably referred to a great variety of migrants. Beginning as a closely-knit, war-like group of wandering tribes, this culture enjoyed for a short period, one of a histories greatest empires, but it soon fell into a small and feeble state. The Hebrews would surface as one of the most significant culture of the West and Middle East, giving us monotheism, law, and a new history for the west. For the first hundred years the Hebrews wandered and roamed the region of Mesopotamia, Palestine, and northern Egypt. From about 1950 BC to 1500 BC they rambled around the ancient Near East. Around 1500 BC they settled in the fertile land of northern Egypt called Goshen. It was here that these drifting tribes developed a national identity. Around 1200 BC the Hebrews, also called The children of Israel? left Egypt in an event called the Exodus. This historical event was lead by Moses. The Old Testament's Book of Exodus describes an unnamed pharaoh ordering the slaughter of all male Hebrew infants, and it describes a Hebrew woman trying to save her infant son, Moses, by putting him adrift on the Nile in a tiny boat of reeds caulked with tar pitch. Moses was credited with introducing a powerful single idol, Yahweh to the Hebrews. This new religion of Yahweh and the dramatic Exodus from Egypt are perhaps the main unifying events that solidified the Hebrews into a nation. The Hebrews enjoyed a brief time of magnificent power and prominent status. After a few hundred years of mostly unsuccessful attempts to drive out the established populations they were finally recognized as a monarchy. During this time Israel's three most famous Kings lived one after another. This small period of time is known as The golden age of Israel. The three kings, Saul, David and Solomon, unified the often squabbling tribes. The first king of the Israelites in 1029 BC was Saul. In spite of his victories he failed to push the Philistines toward the coast and tension grew between him and the prophet Samuel. Saul was overthrown and a new king was to be named. Saul would die in battle a short while after his dethroning against the Philistines on Mt. Gilboa. With the death of Saul, the Israelites would need a new king to rule the newly formed kingdom. Samuel chose David as his successor. Seven years of civil war was fought between the tribes controlled by David the new king and Ish-Bosheth son of Saul. The civil war ended when Ish-Bosheth was murdered and the people asked David to save them from the Philistines. David not only continued to rule the empire left to him by Saul, but organized it into a major political and religious power in that area. David also defeated the Arameans and annexed Aram-Damascus. In the east he routed the Moabites, conquered the state of Edom, and conquered the Ammonites. In order to keep a secure northern border, David made a pact with Hiram, King of Tyre. David would not stop there, he would go on to eliminate all Canaanite farms and took the city of Jerusalem from the Jebusites securing a capital for the strongest kingdom on the Fertile Crescent. David was getting old and his health was starting to decline. This lead to fighting between the sons and priests about who the next king would be. Before David's death, he appointed Solomon. During Solomon's reign, the Hebrews controlled almost all of Palestine. Solomon also made the new capital,

Analytical Essay Sample on Little Women by Louisa May Alcott

Analytical Essay Sample on Little Women by Louisa May Alcott In the novel Little Women, Louisa May Alcott tells the story of four sisters growing up with their father away at war, a mother (do they say much about the mother) and having to learn the responsibilities of domestic chores. Each sister is portrayed as having a different artistic talent and all but one have a talent acceptable for women at that time. The exception is the rebellious and spirited Jo March, who pursues the then-considered masculine role of writing. Through her creative imagination, her rebelliousness against becoming a â€Å"typical† girl and her determination to persevere in her writing, Jo shows that a woman’s role can be expanded and women generally can achieve much more personal satisfaction than was normal at that time. It is because Jo took the initiative to act on her creative and imaginative talents that she became an inspiration for woman. Jo is portrayed as the kind of girl who never lets herself get bored, â€Å"Can’t keep still all day, and not being a pussycat, I don’t like to doze by the fire. I like adventures, and I’m going to find some.† (p.254) With that Jo took off for the afternoon (do you know what she did?) able to keep busy with her imagination as her guide. No matter what is going on around the March house, through her creativity, Jo is always able to keep herself amused and entertained (can you give an example). It is this constant imaginative thinking that aids Jo in becoming a great writer. The four sisters had created their own secret society within the March house and on rainy days they would convene their meetings. There they would read over a newspaper, which they had created and Jo, of course, â€Å"who reveled in pens and ink, was the editorâ €  (p.287). In participating in this activity, Jo is able to indulge her creative talents by writing stories and poems for the March newspaper. This, she believed was good practice and would hold her in good stead for when she could be a real writer. During the time in which this novel is set, women were expected to stay at home to cook, clean the house and look after the children. For Josephine March that kind of labour simply would be torture. Her thoughts were, â€Å"Its bad enough to be a girl, anyway, when I like boys’ games and work and manners! I can’t ever get over my disappointment in not being a boy† (P. 228). Jo enjoyed playing boys’ games and doing boys’ labour and in fact, Jo’s lack of being the perfect lady shows when she and Meg are invited to a party. Meg has to remind Jo, â€Å"you should remember that you are a young lady â€Å" (p.228) when Jo arrives at the party with a stain on her dress and no gloves. Later, Jo and Meg go on an outing and Meg is horrified by the hat that Jo is going to wear to keep the sun off her face, â€Å"Oh, Jo, you are not going to wear that awful hat? It’s too absurd! You shall not make a guy(?) of yourself† (p.302). Meg is emb arrassed by her sister’s lack of interest in the feminine niceties. This is particularly so when they are on an outing where young men are present and Meg wishes to make a good impression. Jo hasn’t a thought in the world about her image. What she does care so passionately about is her writing and the wish that it be taken seriously. One night Jo has the task of cooking dinner for her sisters and two guests. She soon finds out that â€Å"something more then energy and good will is necessary to make a cook† (p.297). The â€Å"bread burned black† and the â€Å"cream turned sour† demonstrate that domestic chores are not Jo’s strong point. The other three sisters are anxious to grow up and get married. This is a typical attitude for young women at the time as it is thought to be very unladylike to be interested in or desirous of fending for oneself. Jo has no desire to marry and rely on a man for (financial?/emotional?) support. She feels that all the love she needs is right there in her family. When her sister Meg decides to get married, Jo feels like she’s losing part of herself. As the oldest daughter (I think she was?), she has always shouldered a fair amount of responsibility, particularly with not having her father at home. Jo wanted a career and the ability to be self-supporting. She would look at men and see the opportunities for interesting careers that were open to them and long for the day when she could share her writings with others. These certainly were not the dreams of the typical girl whose only goal is to get married and start a family. Jo would rather have her career and take care of herself. Women were not allowed to publish their own works but that didn’t stop Jo from privately writing her own stories and plays. Upstairs in the attic Jo and her sisters were constantly performing the plays she wrote. In fact, her sisters were her biggest supporters, â€Å"I don’t see how you can write and act such splendid things Jo. You’re a regular Shakespeare!† (P.230) Jo continued to write from childhood through to adulthood. Always the passion to be a writer stood clear in her mind. â€Å"I think I shall write books, and get rich and famous: that would suit me, so that is my favorite dream† (p.314). It was in the attic that Jo would work away at her writing. Finally finishing a piece of work Jo exclaimed, â€Å"There, I’ve done my best! If this won’t suit I shall have to wait till I can do better† (p.317). No matter how many drafts she had to write, Jo would continue until her work was perfect. Despite many rejections (?) Jo kept writing. Jo’s first submission to a newspaper which was accepted did not earn her any money; seeing as the newspaper did not pay beginners, but this slight disappointment did not sway her for Jo could only think of the future and how â€Å"in time I may be able to support myself†¦and this seemed to be the first step toward the happy end† (p.323). Did she ever use a pen name? Woman at the time of this novel lead a very structured life. Josephine March chose to defy these rules of society and do what made her happy. Even though her chosen field was male oriented, she persevered and achieved her goal: to become a writer. The character of Jo March is an inspiration for woman because she shows them that with hard work and determination the impossible can be done. Through her creativity, her rebellious nature not to be like every other girl and her perseverance she is a success.

Gendering Social Work Essay Example | Topics and Well Written Essays - 2000 words

Gendering Social Work - Essay Example Divide the students into two groups: (1) male students; and (2) female students. Before starting the group activity, call on the female students and instruct them to actively participate in the group discussion. Inform the female students to keep on talking while the male student(s) participate in the group discussion. Without mentioning the main purpose and objectives of this activity, the group of young men and women will be asked to read â€Å"Jazz ’03 Proudly Salutes Women in Jazzâ€Å". After allowing the students to read the article for 20 minutes, breaking the male privilege exercise will start by rarely calling on the male students to participate in the group discussion throughout the exercise. In case one or two male students is called to participate in the group discussion, make sure that each one of the male student will be given only a limited time to talk. During the last 15 minutes of the entire activity, start an open-discussion with the students regarding how they personally felt during the group discussion specifically on how the male students were given the chance to participate in the group discussion versus the female counterpart. For this particular question, take note which group complains more than the other group. As soon as the proctor receives a comment from each student, it is necessary to write down the comment of each student on the board. This will allow the students and the proctor to have a better analysis on how the group discussion went.

The freedom of the children and the sins of the fathers Essay

The freedom of the children and the sins of the fathers - Essay Example Given this dual nature, some good advice may generate bad results, and vice-versa. The point being that one truly never knows the outcome of what one does until one has done it, and given this uncertainty, one should hold individual freedom in a high regard, and furthermore, one should be cautious in the advice that one dispenses, because good intentions don't necessarily translate in good results. I think that Michael's father was thoroughly cautious in his advice. The essence of his message was of respect for free will, as well as of a warning at the entanglement of perspectives, ideas and half-truths that human interaction often consists of. A half truth is what happens not when one lies, but when one does not know the whole of the truth. And I believe that the nature of his advice implied that he knew more than his boisterous and passionate youth of a son. It's basically a matter of committed relativism. Maybe his father realized something that Michael could never have, being part of a younger generation, who never witnessed first-hand the horrors of Nazi Germany. Maybe his insight allowed him to fathom that maybe Hanna was seeking redemption trough punishment.

Business ethic Coursework Example | Topics and Well Written Essays - 2000 words

Business ethic - Coursework Example Less emphasis is placed on how Lower level managers and employees define ethical issues, think about ethics and resolve ethical issues. Thus, on this premises, this paper seeks to explain how the lower level managers and employees perceive ethics, in comparison with how the top managers perceive ethics. In establishing an ethics program, a bottom-up approach is recommended (Brown, 2005). This entails engaging all the employees in the discussion and thinking about ethics. This makes it easier to implement as everyone in the company may feel that they had an input in deciding about ethics program. As fact, top-down nostrums are less effective in most organizations. They tend to perpetuate even further, the varied perception toward corporate ethics as perceived by the employees and the top management. Nevertheless, senior managers are known to influence the character and the scope of the organization’s corporate ethics program. They are charged with the responsibility of ensuring the integration of the ethics into the day-to-day routine of the organization. In general, senior managers have much to play in the successful implementation and management of ethics in an organization. Thus, their take and perception on ethics matters a lot. Research has evidenced that senior manager in most companies exhibit a more positive perception towards organizational ethics as compared to the lower level managers and employees. On the other hand, lower level managers and employees tend to be more cynical when it comes to business ethics in organizations. Thus, there is a clear contrast in perception towards organizational ethics between the two groups. Even so, many senior managers have proved to be ignorant of the ethical problems and matters affecting their organization. This plays a pivotal role in discouraging ethics as well as perpetuating the differences in perception towards ethics in most organizations. On the other

Functions of Human Resource Management

Functions of Human Resource Management Contents (Jump to) Synopsis Challenges Faced by HRM Functions of Human Resource Management Important Recruitment Factors Methods of Recruitment Selection Processes Training and Development of New Employees Retaining New Employees Appraisals Methods of Appraisal Theories of Employee Motivation Maslows Hierarchy of Needs Herzbergs Motivation Hygeine Theory Critique of Employee Theories Today New Trends in International HRM Trends in Human Resource Management Conclusion Bibliography SYNOPSIS In this assignment the author has done a detailed study of human resource management and studied in detail the functions of human resource management staffing, maintenance, motivation and training and development. In this the author has gone into details of staffing which involve the function of recruiting and selection. In motivation the author had done a detailed study of employee motivation by doing a study of theories and the author has connected these theories to his employees and has tried to find out various ways in which employees can get motivated. Then the author has done a study of employee maintenance which means to find out various ways to maintain the employees in the organization and find out various ways in which the employees can stay in the organization. The last function is training and development in which the employee has tried to find out ways of training the employees and also how does the training of employees help in the overall development of the organizati on. This assignment has altogether helped the author to understand well the importance of human resource management. As it says, the author has tried and connected each function of human resource management with the authors assignment of restaurant development and it has helped the author to understand as to what employees want and what gives them employee satisfaction. HUMAN RESOURCES Human Resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, employee relations and resource planning. Human resources is an increasingly prominent field that is taking shape throughout industries and workplaces world wide. Recognizing the fact that people are a companys greatest asset, business leaders across the globe are coming to rely more and more upon an effective management policy that applies specifically to the area of human resources. HUMAN RESOURCE MANAGEMENT The Human Resources Management is the strategic and coherent approach to the management of an organizations most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms human resources management and human resources have largely replaced the term personnel management as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is fit, i.e. a HRM approach seeks to ensure a fit between the management of an organizations employees, and the overall strategic direction of the company (Miller, 1989). HUMAN RESOURCE MANAGEMENT The Human Resources Management function provides significant support and advice to line management. The attraction, preservation and development of high caliber people are a source of competitive advantage for businesses. An effective HRM system allows organizations to address human resource issues strategically. This helps the workforce deliver high quality health services, despite internal and external challenges to the organization. A strong human resource management system helps organizations prioritize their organizational and business strategies while effectively managing the changes inherent in health sector reform and decentralization. HRM helps attract and retain competent employees, assists employees and managers in adapting to organizational change, and facilitates the use of technology to determine how and where work is done. HRM is perhaps one of the most misunderstood, but most important management systems. Employees are an organizations most important asset, as well as its most expensive: personnel costs often consume 70-80% of an organizations budget. With a strong and equitable HRM system, employees: Receive compensation that reflects their level of responsibility. Feel more motivated and understand how their work relates to the organizations mission and values. Are more satisfied with their jobs. With a strong and equitable HRM system, organizations: Are better equipped to achieve their goals. Increase the level of employee performance. Save costs through the improved efficiency and productivity of workers. improve their ability to manage change. CHALLENGES FACED BY HRM Workforce diversity As organizations become more diverse, employers have been adapting their human resource practices to reflect those changes. Many organizations today, such as bank of America, have workforce diversity programs. They tend to hire, promote, and retain minorities, encourage vendor diversity; and provide diversity training for employees. Workforce diversity requires employers to be more sensitive to the differences that each group brings to the work setting. For instance, employers may have to shift their philosophy from treating everyone alike to recognizing individual differences and responding to those differences in ways that will ensure employee retention and greater productivity. They must recognize and deal with the different values, needs, interests and expectations of employees. They must avoid any practice or action that can be interpreted as being sexist, racist, or offensive to any particular group and of course must not illegibly discriminate against any employee. Employers a lso must find ways to assist employees in managing work life issues. Contingent workers, issues and HRM All contingent workers are needed to be treated differently in terms of practices and policies. Human resource managers must make sure that contingent workers do not perceive themselves as second class workers as they are not given various amenities such as health and paid leave benefits what full time employees get. So, in this way contingent workers may tend to view their work as not critically important. Accordingly, they may be less loyal, committed to the organization or motivated at the job. When an organization makes its strategic decision to employ a sizeable portion of its workforce from the contingency works, other HRM issues come to the forefront. These include having these virtual employees available when needed, providing scheduling options that meet their needs and making decisions about whether benefits will be offered to the contingent workforce without sufficient planning. When strategic divisions are made, HRM must be an active partner in the discussions. After all, it is HRMs responsibility to locate these temporary workers and bring them into organization. Finally, HRM must be prepared to deal with the potential conflicts between core and contingent workers. The core employees may become envious of the higher pay rates and flexibility in scheduling that the contingent workers receive. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT STAFFING Staffing is the function by which managers build an organization through the recruitment, selection and development of individuals as capable employees. (Definition by Mc Farland, Management Principles and Practices, New York : Macmillan, 1979) The managerial function of staffing is defined as filling positions in the organization structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, and training of needed people. (Definition by Koontz, in L.M. Prasad, Principles and Practice of Management) Staffing is the process of acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at right positions and at right time in the organization. Staffing function is related to employment of personnel of all types managerial as well as operative in the organization. It includes a variety of activities through which an organization tries to ensure that various positions remain filled by the most suitable personnel. This function is performed by every manager in the organization like other managerial functions viz. planning, organizing, directing and controlling though they receive considerable staff assistance in performing staffing function. RECRUITMENT Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. (Definition by Werther and Davis, in Human Resources and Personnel Management, New York, McGraw Hill,1996) Recruitment is a form of competition. Just as corporations compete to develop, manufacture and market the best product or service, so they must be compete to identify, attract and hire the most qualified people. Recruitment is a business, and it is a big business. (Definition by J.S. Lord, in External and Internal Recruitment, Wayne F. Casico, 1989) Recruitment is process of creating a common platform between the employers and the prospective employees, so that both of them evaluate each other and take a decision which is mutually beneficial. The three important recruitment factors are: Job Specification It is a written statement of qualifications, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively. The first step in the program of job specification is to prepare a list of all jobs in the company and where they are located. The second step is to secure and write up information about each of the jobs in a company. Usually, this information includes: Physical specifications Mental specifications, Emotional and social specifications Behavioral specifications Physical Specifications: Physical specifications include the physical qualifications or physical capacities which vary from job to job. Physical qualifications or capacities include physical features like height, weight, chest, vision, hearing, ability, to lift weight, ability to carry weight, health, age, capacity to use or operate machines, tools, equipment etc. Mental Specifications: Mental specifications include ability to perform, arithmetical calculation, to interpret data, information blue prints, to read electrical circuits, ability to plan, reading abilities, scientific abilities, judgment, ability to concentrate, ability to handle variable factors, general intelligence, memory etc. Emotional and Social Specifications: Emotional and social specifications are more important for the post of managers, supervisors, foremen etc. They include emotional stability, flexibility, and social adaptability in human relationship, personal appearance including dress, posture, poise, features and voice required by the job. Behavioral Specifications: Behavioral specifications play an important role in selecting the candidates for higher level jobs in the organizational hierarchy. This specification seeks to describe the acts of managers rather than the traits that cause the acts. These specifications include judgments, research, creativity, teaching, ability, maturity (capable of accepting responsibility) trial of conciliation, self-reliance (self-starter sticks to own decisions), dominance (giving orders in a personal way) etc. Employee Specifications Job specifications information must be converted into employee specification information in order to know what kind of a person is needed to fill a job. Employee specification is like a brand name which spells that the candidate with a particular employee specification generally possesses the qualities specified under job specification, for example, the employee with the educational qualification of MBA generally knows the concepts, managerial skills like decision-making, inter-personal relationships, leadership etc. Employee specification is useful to find out the suitability of particular class of candidates to a particular job. Thus, employee specification is useful to find out prospective employees (target group) whereas job specification is useful to select the right candidate for a job. Job Description A Job Description is a list of the general tasks, or functions, and responsibilities of a position. Typically, it also includes to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles. Job Analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person. Methods of Recruitment The following are the different recruitment methods: Internal Search Many large organizations develop their own employees for high level jobs. This is done by posting new job openings and allowing employees to bid for the position. There is nothing inherently better about either internal or external recruitment. However, there are some advantages to internal recruitment. First, internal recruitment may lead to increased morale for employees; the organization is perceived to reward good performance or loyalty. Often, one promotion leads to another vacant position and this chain effect contributes further to increased morale. Another advantage to the firm is that Human Resource data is immediately available for any employee recruited internally. Further, the employees work habits are known and previous performance appraisals are on record. Similarly, an internal recruit will be familiar with the firm. This employee will be familiar with the firms products, clients, organizational policies, and corporate culture. Therefore, the firm might be able to save money insofar as orientation sessions for such an employee may not be necessary. Advertisements Advertisements are one of the oldest and the most popular method of recruitment. This form of recruitment is mainly used for high level jobs like maybe for a vice presidency. Blue collar jobs are hardly advertised and even if they are the company just mentions a post box number where the applicant can communicate. Much details and job specification are not mentioned. Employee Referrals and Recommendations The idea behind employee recommendations as a source of potential applicants is that the present employees may have specific knowledge of the individuals who may be their friends, relatives or acquaintances. If the present employees are reasonably satisfied with their jobs, they communicate these feelings to many persons in their communities. Employment Agencies Many organizations get the information about the prospective candidates through employment agencies. In our country, there are three types of employment agencies : public employment agency, private employment agency and management consulting firms. Campus Placements Many organizations conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes, universities and colleges. The organization hold interviews on the campus on predetermined date and candidates found suitable are called for further interviews at specified places. Professional Organizations Many professional organizations like labor unions operate placement services for the benefit of their members. These include varied occupations such as industrial engineer, psychologist and seafarer. These organizations also publish job vacancy rosters and distribute it to their members. Unsolicited Applicants The concept of Unsolicited Applicants or Gate Hiring is to select people who approach on their own for employment in the organization. This happens mostly in the case of unskilled and semi-skilled workers. Cyberspace Recruiting It provides access to a worldwide databank of jobs, on line application and information resources through the Internet. One of the benefits of Cyberspace Recruiting is the provision for swift feedback and follow up. Recruitment Alternatives This includes getting the work done through other methods such as Hiring independent contractors, outsourcing a particular department etc. For example, the banking industry will very soon outsource the clearing and cash operations of the bank. SELECTION Selection, as the name implies, picking for hire a subset of workers from the total set of workers who have applied for the job. Selections are done by comparing the requirements of a job with applicants qualifications. An attempt is made to find a round peg for a round hole. In doing so naturally many applicants are rejected. This makes Selection a negative function. The Selection process consists of 8 steps: Initial Screening Completion of Application Form Employment Tests Comprehensive Interview Background Investigation Conditional Job Offer Physical Examination Permanent Job Offer Thus, Selection process is very important as it helps in eliminating poor performers. This programme also helps in identifying people with a hobo syndrome i.e., tendency to frequently change jobs. It is a proven fact that providing potential candidates with accurate and complete information about organizational opportunities and constraints, and the job itself prevents high employee turnover. TRAINING AND DEVELOPMENT The act of increasing the skills of an employee for doing a particular job. (Definition by Edwin B. Flippo, Personnel Management, McGraw Hill, 1984) Training is a process of learning a sequence of programmed behaviour. This behaviour, being programmed, is relevant to a specific phenomenon, that is a job. The process of training begins with Socialization and ends with Organization development. Three factors which necessitate continuous training in an organization are technological advances, organizational complexity and human relations. Socialising It is the means through which an employee understands the culture of an organization. This culture includes longstanding and often unwritten rules and regulations which govern the organization and its employees. There are three stages in the socializing process : Pre arrival stage During this stage a person arrives in the organization with a set of values and expectations. Encounter stage During this stage an employee considers the difference between his expectations and the reality. Metamorphosis stage During this stage the employee discovers the changes and adapt to them. Orientation Orientation includes the activities involved in introducing a new employee to the organization and his work unit. It is not unusual to confuse Orientation with Socializing. This programme familiarises an employee with the organizations objectives, history, philosophy, procedures and rules. This helps reduce the initial anxiety faced by new employees. Employee Training Training provides a particular skill set required to do a job. The focus of employee training is on the current job requirements. Employee Development Employee development focuses on unveiling the hidden potential in the employees for future manpower requirements which might need additional competencies. Career Development Career development programs are designed to assist employees in advancing their work lives. The main focus of career development is to provide the necessary information and assessment in helping employees realize their career goals. It is the responsibility of an individual not an organization. Organization development Organization development deals with facilitating changes in the organization. The focus of organization development is to change the attitudes and values of employees according to the organizational strategic directions. Methods of Training Job Rotation Job Rotation involves movement of a manager from one job to another job, from one plan to another plan on a planned basis. The movement is not meant for transfer but, is meant for learning interdependence and broadening the perspective. This helps to develop more co-operative approach to different functions in the organization. Assistant to positions Employees which have potential are made to work under a seasoned and successful manager, often in different areas of the organization. Under the watchful eye of a supportive coach, individuals perform many special duties and serve some special duties and serve some special duties too. All this gives a wide experience to employees and they come across a wide variety of management activities and they are groomed too for assuming the duties of the next level. Committee Assignment This provides an opportunity for the employee to have a say in managerial decision making and to investigate organizational problems. It also helps in increases the employees exposure to other members of the organization, broadens his understanding and make recommendations. Lecture Courses and Seminars This is one of the oldest method of training the employees. Lecture courses and seminars offer an opportunity for managers to acquire knowledge and develop their conceptual and analytical abilities. Simulations Simulations were first introduced at the Harvard Graduate School of Business. Simulation exercises include case study, decision games and role plays. Though it is not possible to simulate the real life exactly in the learning situations, simulated training provides participants an opportunity to learn which may be useful in their actual work situations. Outdoor Training The main motive behind Outdoor Training is to teach the employees the importance of team work. Activities might include trekking, games or surviving in the jungle. The purpose is to condition the employees in various stress related situations. Learning Logs Learning logs is a mechanism which encourages a disciplined approach to learning. It can be focused only on one activity and is usually designed to encourage the writer to explain what happened, how they have reflected on this, what conclusions have they made and what future learning actions they wish to make. Self Development Groups A group of individuals involved in a series of meetings where they discuss their personal development, organizational issues, or individual work problems. Groups may begin operating with a leader who is a process expert and who can act as a facilitator. MAINTENANCE Maintenance is the last phase which puts all the activities into place which further help retain productive employees. Human resource management must ensure a safety and healthy working conditions, caring for employees well being has a major effect on the commitment. It must also be realized that any problem an employee faces in his personal life will ultimately be brought to the workplace. This calls for employee assistance programs, which help individuals deal with stressful life situations. It calls for employee assistance programs such as programs that help individuals deal with stressful life situations. It is concerned with the maintenance of employees commitment and loyalty to the organization. This includes: Employee Health Organizations are obliged to provide employees with a safe and healthful environment. Health is a general statement of physical, mental and emotional wellbeing. Safety is protection of a persons physical health. The main purpose of health and safety policies is the safe interaction of people and the work environment. Poor working conditions may affect the employee performance badly. Employees may find it difficult to work. It would be too taxing for them to work for longer hours. Accidents and injuries may multiply causing enormous loss to the company. Absence and turnover ratios may grow. A company with a poor safety record may find it difficult to hire and retain skilled labor force. Each and every company need industrial health so that physical, social and mental wellbeing of workers can be promoted and maintained, the productivity and the quality of work can be improved, accidents, injuries, absenteeism, labor turnover can be reduced and workers can be protected against any healt h hazard arising out of work and conditions. Employee Safety The main purpose of employee safety programs in an organization is to prevent work related injuries and accidents. There should not be any physical hazards such as collision and obstruction, equipment, fire, hazards from falling objects. Employee welfare Employee or labor welfare is comprehensive term including various services, benefits and facilities offered to employees by the employer. The welfare amenities are extended in addition to normal wages and the other economic rewards available to employees as per the legal provisions. The working environment in a factory adversely affects the health of employees because of excessive heat or cold, noise, downs, fumes, dust, and lack of sanitation. Such oppressive conditions create health problems for workers. Communication The rules of communication are being rewritten as comprehensive, integrated information networks remove constraints on its uses. Employees should be able to communicate with anyone in the organization, no matter what the hierarchy says. The open communication system breaks down historical organizational pattern flows. They also refine how meetings, negotiations, supervision and water cooler talk are conducted. Human resource management must operate the effective communication programs in the organization and such programs help employees know what is occurring around them and vent frustrations. Employee relations programs should ensure that employees are kept well informed through the companys intranet, bulletin boards, town hall meetings, or teleconferencing and foster an environment where employee voices are heard. Employee relations Employee relations have several major responsibilities and it is divided into employee relations and labor relations. Labor relations involve dealing with the labor unions. In a unionized organization, a specific grievance procedure might be detailed in the labor management contract, and might involve the union, management and the allegedly wronged employee. In an nonunion organization, employee relations specialists perform many tasks. One of their key responsibilities is to ensure that open communication permeates the organization. This entails construction of such an environment where employees talk directly to the supervisors and settle any differences that arise. ER specialists are also intermediaries in helping employees understand rules, policies, procedures etc. Appraisals Performance Appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development. (Definition by dale S. Beach, Personnel: The Management of People at Work, New York: Macmillan, 1980) It (performance appraisal) is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for the purposes of administration including placement, selection for promotion, providing financial rewards and other actions which required differential treatment among the members of a group as distinguished from actions affecting all members equally. (Definition by C. Heyel, The Encyclopedia of Management, New York: Reinhold Publishing, 1973) Performance appraisal is the evaluation of quality, worth or merit. It is also described a s merit rating in which one individual is ranked as better or worse in comparison to others. Methods of Appraisal Absolute Standards In this method the employees are evaluated according to a standard. Here, each employee is graded independently without any

Elwira Bauers Nazi Propagandist Childrens Book Trust No Fox on Green

Elwira Bauer's Nazi Propagandist Children's Book Trust No Fox on Green Meadow and no Jew upon his Oath In response to the factional society of the Weimar Republic, Nazism endeavored to create a new, more-unified society; an ideal national community, populated by an ethnically and culturally homogenous citizenry dogmatically obedient to the theories, laws, and policies of the central governing apparatus (the Nazi Hierarchy and ultimately Hitler). To attain its aims, Nazism employed a variety of tactics: laws were enacted to ethnically purify the population (e.g., the 1935 Nuremberg Laws), sentiments were propagated with the intention of uniting the population behind its leadership (i.e., the Fà ¼hrer Principle), and policies were instituted to ensure total cultural, political, and economic unity (e.g., the 1933 implementation of â€Å"Gleichschaltung†). In addition, Nazism utilized enormous amounts of written and oral propaganda to reinforce its principles and accompany its measures, rendering them more palatable to the public and consequently increasing their success,  "Local cooperation and leadership were essential to the success of Coordination. So was a bombardment of propaganda from party newspapers and publicists†¦[e.g., Dr. Goebbels, der Angriff, etc.]† (Bergen 65). The excerpt entitled â€Å"The Fà ¼hrer’s Youth† from Elwira Bauer’s 1936 Nazi propagandist children’s book Trust no Fox on Green Meadow and no Jew upon his Oath, exemplified the new ideal society envisioned by Nazism and reinforced Nazi theories and processes. The title of the book itself, â€Å"Trust †¦ no Jew upon his Oath,† reinforced Nazism’s principle that â€Å"non-Aryans† were inferior to â€Å"Aryans† and, consequently, supported Nazism’s position that an ethnically homogen... ...bably appeared in children’s stories written prior to the twentieth century and still in circulation today is not surprising in light of the fact that Hitler’s, and consequently Nazism’s, beliefs were unoriginal, â€Å"Adolf Hitler was not a brilliant, original thinker. There was nothing new about his views nor even in the way he combined them†¦.What was different was the intensity with which he held his views†¦his ability to captivate large audiences [and] the tremendous power he achieved after he became chancellor of Germany†¦Ã¢â‚¬  (Bergen 40). Works Cited Bauer, Elwira. â€Å"The Fà ¼hrer’s Youth.† Nuremberg: Stà ¼rmer Verlag, 1936. Bergen, Doris. War & Genocide: A Concise History of the Holocaust. New York, NY: Rowman & Littlefield Publishers, Inc. 2003. Gay, Peter. Weimar Culture: The Outsider as Insider. New York, NY: W. W. Norton & Company, 2001.

DTLLS Applying theories and principles Essay

1. Over the years extensive research has been conducted by many by Psychologists and Scientists who sought to identify the ways in which we learn. As a result several theories have become documented each with different perspectives the main ones being behaviourism, neo-behaviourism, constructivism and humanism but there are some who have a different view on these theories. Minton (2002) identified that â€Å"the history of education is littered with failed theories even those that were the result of years and years of research† (pg213). What is common among all the theories presented is that learning takes place in stages, in different pace and time and in different ways. The aim of this paper is to analyse some of the factors which can affect learning and achievement and how these theories can be applied to inclusive learning. 1.1 Analyse the factors that can affect learning and achievement. There are many factors that affect the learning and achievements of students. These factors may be considered a barrier to some individuals but the same factors can also be a source of inspiration and motivation. Motivation and inspiration may come from anyone within the environment in which they hence factors affecting learning and achievement can either be personal or external. Parents influence children’s careers choices both intentionally and unintentionally. Similarly students may be just as inspired by role models and peers outside of the home. External factors affecting learning and achievement can be look at from many different angles. If students live in an area where there is a high rate of crime or are issues of gangs and anti social behaviour then this can cause emotional and psychological disturbance and unsettlement which can affect students’ ability to focus on learning and achievement. External factors can also be extended to include poverty and deprivation as this can limit individuals to learning opportunities. Depending on the postcodes in which student lives this again can also be a significant factor as to whether the level of learning and achievement can be achieved especially in some cases where the educational establishments may not have the level of resources or facilities, or having suitably trained teachers to teach students. The family environment and background are also key factors which can affect  learning and achievement which can be seen from different angles. First of all the family structure and support of one or both parents of a student at home can be hugely influential factor. According to the Office of National Statistics publication released on October 31, 2013 there are nearly 1.9 million lone parents with dependent. The single parent charity Gingerbread, report this figure to be as high as 3 million children living in a single parent household and 43 percent of single parents are social housing tenants (gingerbread.org.uk). There can be very little doubt that there is a relationship between the household and family structure and its influence on learning and achievements for students but as previously mentioned for some this may be a barrier to some but for others it can be a source of motivation and inspiration. Research suggests â€Å"children intact families tend to have a greater academic achievement and educational attainment and are less likely to exhibit behavioural problems at school. Their parents tend to be more involved in their school activities and have higher expectation for them. It was further stated that individuals from intact families completed on average more years of schooling and were more likely to graduate from High School, attend College and complete college compared to peers raised in blended or single parent families.† (Family Facts.Org). Other factors also include those children who are under the care of the local in foster care or foster homes or those who have been taken away from their birth parents. A high percentage of these children may have suffered from abuse and neglect which can affect their social and psychological well being as well as their perception and esteem. The relevance and importance of this cannot not be over emphasised. It has been well documented that how one perceives themselves, their confidence and esteem can have a direct influence on their education success as is their abilities to effectively communicate with others. Personal factors may include a disability or learning difficulties such as dyslexia or generic inheritance. Learning difficulties could be a specific difficulty in one or more areas of development particularly if needs are not assessed and being provisions made to cater for. Students with dyslexia may exhibit some tendencies like slow reading or writing speed, tendency to misread or possessing a short concentration span and more. Student’s reaction to dyslexia may be varied as they may become frustrated and irritated by the effects however may be  minimised if the problem is identified quickly in the initial assessment stage so that it is included in the planning of lessons. It is essential for Teachers to be able to identify the signs of dyslexia as sometimes the students themselves may not always be aware of this issue. Although it may be a barrier for some many students have benefitted from some good support from both Teachers and Institutions. The effect of dyslexia causes barriers to students learning and development not just from an educational standpoint but can also affect their social well being as they may have difficulties organising work and other aspects of their lives. This may be particularly true for mature students, some of whom will have had very negative experiences of education earlier in life and may experience more negative emotions such as stress, anxiety and low self esteem. They may have difficulties in multitasking, difficulties in carting out instruction or may get lost easily, or may mix up dates for important appointments or meetings. Other personal factors also include issues pertaining to physical and psychological health. For example students who are hyperactive tend to find concentration difficult which may also be a barrier not just to their own learning and developme nt but also that of other learners. 1.2 Explain how theories and principles of learning and communication can be applied to enable inclusive learning and teaching. As teaching professionals it is critical that a flexible and open minded approach to teaching be embraced and adopted for learning to be achieved. Not only do we need to be flexible with our teaching styles but also need to apply the same principle in delivering lessons and creating a suitable environment for achievements to be obtained. This is necessary because students learn in different ways and forms. The vark learning styles theory was based on research which was undertaken by Neil Flemming in 1987 and is one of the more popular tools used to identify how students learn and are characterised as being either audio, visual or kinaesthetic learner. Auditory learners learn best by hearing information and are normally good at remembering what was said which an extremely useful component in the communication process is. Visual learners learn best through the written word and absorb information by reading information by reading books or taking notes. Some lessons may require students to work in groups where they can interact with  their peers and express themselves and some activities may also require them to work on their own. This has been theorised by Vygotsky’s zone of proximal development. The principle of this theory is based on the belief that what students learn with the help of others exceeds what they can learn on their own and highlights the parallels between these important factors of group work and its benefits in students learning from each other where the strong supports the weak. One could argue that this would create a suitable learning environment where all students develop new skills as through this inclusion and interaction of peers it was possible to educate those who are so called uneducable. Conversely there may be some who could then argue that the theory may not be as beneficial to some students and may in fact be holding back their development. In contrast the Piaget theory suggest that development comes before learning and hence since we were all born with the ability to learn, learning could be more difficult later unless if there is little or no exposure to the suitable learning environment from a young age. Piaget further suggests that learning must wait until students are ready. Vygotsky argued, â€Å"Learning is a necessary and universal aspect of the process of developing culturally organised, specifically human psychological function, In other words, social learning tends to precede development† (SS). I interpret this statement mean that Vygotsky was of the view that education is an individual process and everyone learns at their own rate, when they are ready to learn, regardless of age. 3.1 Analyse ways in which minimum core elements can be demonstrated in applying theories and principles for planning and enabling inclusive learning and teaching The minimum core elements are considered as one of the basic skills and knowledge required in being able to deliver effective lessons as a Teacher irrespective of the area of specialism. Possessing the knowledge, understanding and personal skills in English, Numeracy and ICT provides us with the platform to be able show and demonstrate theories and principles to facilitate their learning. â€Å"Improving these skills will enable you to effectively fulfil your role as a professional teacher, it’s about being able to develop these skills in your students† (Ann Gravels). For some Teachers it may be necessary to attend classes to get their core elements up to the required standard through refresher courses or some may need to sit Exams. As an Employability and Business subject tutor to adult learners I  often use several different ways to integrate the minimum core elements into lessons. As an example in delivering lessons on team stage development I put learners in groups to under pin the concept of teamwork. I also use this to reinforce their understanding of the objectives and also to differentiate learners based on their abilities. For the particular task I provide each member of the group with a hand out of the instruction and ask random individuals to read portions of the instruction and the task that is required. I also ask random individuals to count the number of full stops at various sections which provides the opportunity to practice numeracy. I may chose to set the groups an objective to build a particular structure using the resources provided in 45minutes. The objective also gives them the opportunity to count the number of resources needed to construct the tower. This activity also includes the opportunity for them to practice speaking and communicating with others and to be able to use numeracy in working out how much time is needed in each section to complete the task. 4.1 Analyse how own application of theories and principles of learning and communication impact on inclusive learning and teaching Recognising how our students learn is a vital part of a teacher’s role. Assessment therefore is an essential part of the teaching and learning process. It helps us as teacher/ trainers to plan and provide support for learners used with the individual learning plan and the lesson plans. It is integral to managers for monitoring of performance, curriculum planning and evaluation our own teaching. Most importantly, assessments help to track progression, measure achievement and provide feedback to learners. In doing so, learners can make changes to their learning and improve the quality of their work. As Wilson (2009) .p 266 states â€Å"it is the process of checking that learning has occurred. It is the way teachers know whether or not they have been effective in their sessions†. Assessments can be categorised as part of the key stages of learning, the assessments I use in my teaching includes Initial assessments which is used before the start or at the beginning of the course, and is one of the most important assessment method. Ineffective initial assessment can affect the entire learner journey if not correctly assessed. Formative assessments are classed as ongoing or continuing assessment, and used throughout the course at set intervals. These  assessments are both formal and informal and utilised to check if learning has taken place as a result of my teaching and to evidence learner progression. Summative assessment takes place at the end of a course or learning programme. It checks that learning has taken place and is a formal method of assessment. Learners are tested for evidence of skills and knowledge the end result if successful is a certificate. Assessments I use include observations, worksheets, exams, tests and directed questioning. . Self assessment is the evaluation and reflection of own performance, differentiation is evident as each assessment is individual and specific to the learner. The learner takes ownership and is responsibility for own learning. Assessments are conducted during tutorials or at the end of a topic or class session. This is done through written records, questionnaires, action plans and ILPs. Advantages of self assessment; information from is used to record details of progression and helps reflection. Learners develop the habit of recording details of their own progress. During peer assessment learners gather ideas and information from each other. It is inclusive learning; individuals work together to formulate feedback which aids reflection. 4.2 Evaluate strengths and areas for improvement in own application of theories and principles of inclusive learning and teaching Possessing over 20 years experience in commercial business before I started Teaching Business related subject as well as my abilities to engage learners in stimulating discussions has been my stronger areas as a Teacher. I am able to apply and use real life examples and or experiences and relate them to lessons and use this means as an inclusive tool for learning. I am also able to adapt my lessons and teaching styles to different levels, am a good communicator and possess good classroom management skills. I was recently observed and strengths were highlighted as very experienced and knowledgeable it was suggested that my recap and lesson summary needed to be more effective and was introduced to a technique call the flipped classroom model. The Flipped Classroom model basically involves encouraging students to prepare for the next lesson by stating what will be taught. Thus the class becomes a dynamic environment in which students elaborate on what they  have already studied. Another area where development was suggested was that there has to be more ‘Teacher intervention’, set tasks and then go round to individually student ensuring that there are achieving their personal targets and complement the learners on their progress using ‘Directed questions the develop the learning process and using a feedback sheet at the end of lessons. 4.3 Engage in professional development opportunities to improve own application of theories and principles of learning and communication to inclusive learning and teaching Bibliograpmahealthcare.com/doi/abs/10.1080/13682820601053977 ,

Aleeyah Nichols Essays - Essay, Writing, Fun, Free Essays

Aleeyah Nichols Essays - Essay, Writing, Fun, Free Essays Aleeyah Nichols Professor Smith 10/18/16 What's so bad about being so-so? She began her essay with her son's comment and a list of things she does badly to show that she knows she is not great at it, she still loves doing it regardless of if she's good at it or not. Also she used her sons comment to correspond to the lack of fun and abundance of competition in today's youth as she further elaborated on later in her essay. What is her thesis and is it clearly stated? Her thesis is not clearly stated. she put her examples before her thesis. Its logical to say she has multiple thesis statements " don't think kids h ave as much fun as they used to, Unfortunately, doing things badly has gone out of style " Her point was The effect of too much competition of children decreases the amount of fun that they were having. She uses a series of examples to support her claim for example " and I only get to practice five or six hours a week, so my technique ma y not be up to their standards." By using dialogue in some of her example she strengthens her argument because it makes her example more detailed, relatable and understandable.

Biography of Christopher Columbus

Biography of Christopher Columbus Christopher Columbus (1451-1506) was a Genoese navigator and explorer. In the late 15th century, Columbus believed that it would be possible to reach the lucrative markets of eastern Asia by heading west, instead of the traditional route which went east around Africa. He convinced Queen Isabella and King Ferdinand of Spain to support him, and he set off in August of 1492. The rest is history: Columbus discovered the Americas, which had been unknown until then. All in all, Columbus made four different journeys to the New World. Early Life Columbus was born to a middle-class family of weavers in Genoa (now part of Italy) which was a city well-known for explorers. He rarely spoke of his parents. It is believed that he was ashamed to have come from such a mundane background. He left a sister and a brother behind in Italy. His other brothers, Bartholomew and Diego, would accompany him on most of his travels. As a young man he traveled extensively, visiting Africa and the Mediterranean and learning how to sail and navigate. Appearance and Personal Habits Columbus was tall and lean, and had red hair which turned prematurely white. He had a fair complexion and a somewhat reddish face, with blue eyes and a hawkish nose. He spoke Spanish fluently but with an accent which was difficult for people to place. In his personal habits he was extremely religious and somewhat prudish. He rarely swore, attended mass regularly, and often devoted his Sundays entirely to prayer. Later in life, his religiosity would increase. He took to wearing the simple robe of a barefoot friar around court. He was a fervent millenarist, believing that the end of the world was near. Personal Life Columbus married a Portuguese woman, Felipa Moniz Perestrelo, in 1477. She came from a semi-noble family with useful maritime connections. She died giving birth to a son, Diego, in 1479 or 1480. In 1485, while in Cà ³rdoba, he met young Beatriz Enrà ­quez de Trasierra, and they lived together for a time. She bore him an illegitimate son, Fernando. Columbus made many friends during his travels and he corresponded with them frequently. His friends included dukes and other noblemen as well as powerful Italian merchants. These friendships would prove useful during his frequent hardships and bouts of bad luck. A Journey West Columbus may have conceived of the idea of sailing west to reach Asia as early as 1481 due to his correspondence with an Italian scholar, Paolo del Pozzo Toscaneli, who convinced him it was possible. In 1484, Columbus made a pitch to King Joo of Portugal, who turned him down. Columbus proceeded to Spain, where he first proposed such a trip in January of 1486. Ferdinand and Isabella were intrigued, but they were occupied with the reconquest of Granada. They told Columbus to wait. In 1492, Columbus had just about given up (in fact, he was on his way to see the King of France) when they decided to sponsor his trip. First Voyage Columbus’ first voyage began on August 3, 1492. He had been given three ships: the Nià ±a, the Pinta and the flagship Santa Maria. They headed west and on October 12, sailor Rodrigo de Triana spotted land. They first landed on an island Columbus named San Salvador: there is some debate today as to which Caribbean island it was. Columbus and his ships visited several other islands including Cuba and Hispaniola. On December 25, the Santa Maria ran aground and they were forced to abandon her. Thirty-nine men were left behind at the settlement of La Navidad. Columbus returned to Spain in March of 1493. Second Voyage Although in many ways the first voyage was a failure–Columbus lost his biggest ship and did not find the promised route west–the Spanish monarchs were intrigued with his discoveries. They financed a second voyage, whose purpose was to establish a permanent colony. 17 ships and over 1,000 men set sail in October, 1493. When they returned to La Navidad, they discovered that everyone had been killed by irate natives. They founded the city of Santo Domingo with Columbus in charge, but he was forced to return to Spain in March of 1496 to obtain supplies to keep the starving colony alive. Third Voyage Columbus returned to the New World in May of 1498. He sent half of his fleet to resupply Santo Domingo and set off to explore, eventually reaching the north-eastern part of South America. He returned to Hispaniola and resumed his duties as governor, but the people despised him. He and his brothers were bad administrators and kept much of the little wealth generated by the colony for themselves. When the crisis reached a peak, Columbus sent to Spain for help. The crown sent Francisco de Bobadilla as governor: he soon identified Columbus as the problem and sent him and his brothers back to Spain in chains in 1500. Fourth Voyage Already in his fifties, Columbus felt he had one more trip in him. He convinced the Spanish crown to finance one more journey of discovery. Although Columbus had proven a poor governor, there was no doubting his sailing and discovery skills. He left in May of 1502 and arrived to Hispaniola just ahead of a major hurricane. He sent a warning to the 28-ship fleet about to depart for Spain to delay but they ignored him, and 24 of the ships were lost. Columbus explored more of the Caribbean and part of Central America before his ships rotted. He spent a year on Jamaica before being rescued. He returned to Spain in 1504. Legacy of Christopher Columbus Columbus’ legacy can be difficult to sort out. For many years, he was thought to have been the man who â€Å"discovered† America. Modern historians believe that the first Europeans to the New World were Nordic and arrived several hundred years before Columbus to the northern shores of North America. Also, many Native Americans from Alaska to Chile dispute the notion that the Americas needed to be â€Å"discovered† in the first place, as the two continents were home to millions of people and countless cultures in 1492. Columbus’ accomplishments should be considered in conjunction with his failures. The â€Å"discovery† of America would certainly have taken place within 50 years of 1492 had Columbus not ventured west when he did. Advances in navigation and ship construction made contact between the hemispheres inevitable. Columbus’ motives were mostly monetary, with religion a close second. When he failed to find gold or a lucrative trade route, he began collecting slaves: he believed that a trans-Atlantic slave trade would be quite lucrative. Fortunately, the Spanish monarchs outlawed this, but still, many Native American groups correctly remember Columbus as the New World’s first slaver. Columbus’ ventures were often failures. He lost the Santa Marà ­a on his first voyage, his first colony was massacred, he was a terrible governor, he was arrested by his own colonists, and on his fourth and last voyage he managed to strand some 200 men on Jamaica for a year. Perhaps his greatest failure was his inability to see what was right before him: the New World. Columbus never accepted that he had not found Asia, even when the rest of Europe was convinced that the Americas were something previously unknown. Columbus’ legacy was once very bright–he was considered for sainthood at one time–but now he is remembered as much for the bad as the good. Many places still bear his name and Columbus Day is still celebrated, but he is once again a man and not a legend. Sources: Herring, Hubert. A History of Latin America From the Beginnings to the Present.. New York: Alfred A. Knopf, 1962 Thomas, Hugh. Rivers of Gold: The Rise of the Spanish Empire, from Columbus to Magellan. New York: Random House, 2005.

Movement in education Essay Example | Topics and Well Written Essays - 250 words

Movement in education - Essay Example It is further stated that movement affects the brain which is activated during physical activity. The movement enhances the reading with utmost alertness, emotions are monitored and emotional intelligence is regulated through appropriate expressions. The movement also enhances the creativity by memorizing the past which can lead to self confidence. Children’s given physical education training so that their main movement center of brain remains activated enabling effective concentration during class hours. K-12 students are involved in creative topics enhancing their individual creativity. Physical activity is an important factor in building the students brain and physical fitness. Physical education is essential and should be made mandatory and part of the curriculum. All the schools in country should include various activities as part of the curriculum so that students don’t get sleepy sitting in the classroom. Physical activity like exercise, playing, creative development and all other activities apart from education which may build and develop brain’s activeness should be included in the curriculum. It was previously assumed that the physical and mental are separate and it is necessary to concentrate hard on books to be mentally strong. Further it was assumed that physical education may distract mental ability from the academic activity which was the main reason for reduction in recess and physical education in most of the school

EU Competition law and Cartels Essay Example | Topics and Well Written Essays - 2500 words

EU Competition law and Cartels - Essay Example In the final outcome, Procter and Gamble and Unilever paid a reduced fine of EUR 315 200 000 while Henkel benefitted from immunity as the whistleblower. The Treaty of Lisbon prohibits anti-competitive practices under Article 101 (1) including any agreements relating to price-fixing. However, Article 103 (3) provides for exemptions if the market collusion is intended for technological innovation and distribution or when the agreement results to consumers’ a â€Å"fair share† of benefits or when the agreement does not risk elimination of competition in anyway1. Article 102 prohibits the dominant players from abusing their market power and strengths from exclusive dealing and discrimination in trade. The main purpose of cartels is to regulate the production, distributing and pricing of goods and services thus hindering free competition in the industry. Control of collusion and anti-competitive practices are governed by Article 101of the Treaty on the Functioning of the Eur opean Union (TFEU) while monopolies are regulated by Article 102 of the same Treaty2. Mergers, joint ventures and acquisitions are involving companies with substantial turnover in the EU are regulated by Council Regulation 139/2004 EC also refereed as the Merger Regulation. Any financial aid to companies provided by any Member State whether direct or indirect is governed by Article 107 of the TFEU. The conduct of the cartel infringed Article 101 of the TFEU and Article 53 of the EEA agreement. The conduct involved single and continuous infringement of the Heavy duty laundry detergent powder market in the above six member states3. The infringement was aimed at market position stabilization and coordination of the selling prices. The decision to investigate and inspect the premises of the above three companies was prompted by whistle blowing and subsequent application for immunity by Henkel in June 2008. Reduction under the leniency Notice (%) Reduction under the settlement notice Fin e (EUR) Henkel 100% N/A 0 Procter & Gamble 50% 10% 211 200 000 Unilever 25% 10% 104 000 000 Henkel received total immunity since it informed the European Commission of the existence of the Cartel. The settlement procedure is guided by the Antitrust Regulation 1/2003 that grants the commission to use simplified procedure in the settlement in order to avoid lengthy investigations. The leniency policy is aimed at abstaining from prosecuting firms that inform the Commission of the existence of the cartel. Settlement is an efficiency process while Leniency is intended at gathering evidence of the infringement. Commission Regulation 773/2004 deals with the powers of the commissions, the complaints, rights and access to file. The regulation deals with the Leniency Notice 2006, guidelines for fines and the notice for co-operation with authorities4. The settlement policy requires an admission of guilt from the companies involved and requires the parties to immediately desist from the anti-co mpetitive behaviour. The settlement procedure is only applicable to cartel cases. The settlement Notice rewards the parties for cooperation in the process. All parties benefit from a 10 percent reduction in fines since they contribute adequately to the settlement procedure5. In the above case, Henkel submitted immunity application in May 2008 and was granted conditional immunity in June 2008. According to Article 11 (6) of Regulation (EC) 1/2003, all the parties were invited to the bilateral settlement discussions in 2009. The parties were granted the files with evidence and an estimation of the possible fines during the discussions in June 2010. According to Article 10 (a) of Regulation (E