Feminism and Pop Culture Research Paper Example | Topics and Well Written Essays - 2250 words

Feminism and Pop Culture - Research Paper Example The title of the song speaks well of women’s independence. Females do not always need to depend on men to accomplish their daily tasks. Unlike the old days, womenfolk can be trusted to handle financial issues at home. It is not only the men who can analyze where funds go and how to make worthwhile investments. They have become more open-minded about what they are capable of, as well as braver in trying out the possibilities of their chosen pursuits. By the 20th century, women in many countries had gained the right to vote and advanced their status in politics and education. In the 1980s, there were already women doctors, lawyers, and engineers, though few in number as compared to men. In fact, according to Discovery, â€Å"over half of college graduates are women in 1986†. Many of them also pursued higher education in law, business, and medicine. In fact, the first lines are already poignant regarding how times have changed in treating the so called â€Å"fairer sex†. For instance, in the line, â€Å" so we’re comin’ out of the kitchen†, it means that those days where wives are just locked up at home doing household chores are already history. Indeed, a number of women nowadays are breadwinners along with their husbands. For some, their husbands are the ones in charge of household chores. In a report on comparing women and men’s salaries from 1980 to 1986, it was found out that although men, in general, had higher salaries, women were able to enjoy more frequent promotions and higher percentages of pay increase. (Gerhart and Milkovich 2). It further explained that one of the main causes for their income progress was high performance ratings. However, the reason why many of them could receive promotion was because most were employed in lower levels, thus, making the chances for elevation bi gger. On the other hand, this is related to a recent article which was just published last November 13, 2011, in Mail Online. It says, â€Å"one woman in five now earns more than her husband or boyfriend† (Barrow). The study suggests that the percentage of females having higher salaries as compared to their partners will continue to increase. Though this statistics is based on United Kingdom population, this reflects the worldwide shift that

SITUATIONAL LEADERSHIP, ORGANIZATION AS SYSTEMS, LIFECYCLE OF Essay

SITUATIONAL LEADERSHIP, ORGANIZATION AS SYSTEMS, LIFECYCLE OF LEADERSHIP DEVELOPMENT - Essay Example Situational leadership is an innovative leadership style that would be analyzed in relation to Richard Lesser who is the present CEO of BCG. Paul Hersey had developed the situational leadership theory and was initially known as Life Cycle theory of leadership. The most important concept behind this theory is that there is no such leadership style which can be considered to be perfect or adopted by an individual. A leadership style can be stated as effective if it is task relevant. Those leaders are successful who are able to adapt leadership style to degree of maturity of their team. This quality is well observed in Richard Lesser who is the CEO of Boston Consulting Group. Figure1 represents various components of situational leadership. The different leadership styles are categorized into four segments such as telling, selling, participating and delegating. S1 represents telling and in this form there is one way communication as the leader guides the team on what is to be done. S2 is selling which encompasses socio-emotional support and this form of two way communication enables team members to be fully indulged into the process. S3 represents participating behavior that highlights shared decision making and the focus is shifted from task oriented approach to relationship oriented approach. S4 is delegating behavior in which the entire responsibility is on the team members and the leader gets involved only in decision making process and monitoring overall progress. The type of leadership style would be totally depending on the maturity level and competencies of the team members. Richard Lesser has greatly exercised all the different styles that has been outlined in Figure 1. The newly appointed consultants of the g roup are in direct guidance of Richard Lesser. He believes to educate all the new joiners properly so that they can work in collaboration with experienced candidates of the

Communication Processes and Maslows Hierarchy of Needs

Communication Processes and Maslows Hierarchy of Needs Introduction Communication is extremely important to organisations and individual alike. The effectiveness of the communication will directly relate to the success of the organisation and the achievements of the individuals within it. Communication in the retail industry is all important to survival and profitability. The successful retailer is constantly developing a network of communication channels to customers, distributors, financial institutions, the government and employees. Each of these groups is composed of people with differing interests and cannot be reached by the same communication channels. Similarly, employees need skills for a range of communication activities that are used a daily in the retail environment. These include written communication, verbal communication and an understanding of non-verbal communication. There is also an increasing need for retailers and staff to adopt and effectively use new communication technology such as integrated computer systems with functions su ch as e-mail, customer data bases and Internet information access. Because communication is a central factor in the emerging knowledge economy and a major consideration for anyone entering todays workforce, we need to look more closely at the total process of communication. Purposes of communication are the transmission of information and meaning from one individual or group to another. The crucial element in this definition is meaning. Communication has as its central objective the transmission of meaning. The process of communication is successful only when the receiver understands an idea as the sender intended it. Both parties must agree not only on the information transmittee but also on the meaning of that information. Communication Process Sender Has Idea The process of communication begins when the person with whom the message originates the sender has an idea. The form of the idea will be influenced by complex factors surrounding the senders mood, frame of reference, background, culture, and physical makeup, as well we the context of the situation and many other factors. The way you greet people on campus or on the job, for example, depends a lot on how you feel, whom you are addressing (a classmate, a professor, a colleague, or your boss), and what your culture has trained you to say (Good morning, Hey, Hi, Howdy, or How ya doing?). The form of idea, whether a simple greeting or a complex idea, is shaped by assumptions based on the senders experiences. A manager sending an e-mail announcement to employees assumes that will be receptive, whereas direct-mail advertisers assume that receivers will give only a quick glance to their message. The ability to accurately predict how a message will affect its receiver and skill in adapting that message to its receiver are key factors in successful communication. Sender Encodes Idea in Message The next step in the communication process involves encoding. This means converting the idea into words or gestures that will convey meaning. A major problem in communicating any message verbally is that words have different meanings for different people. When misunderstood, skilled communicators choose familiar words with concrete meanings on which both senders and receivers agree. In selecting proper symbols, senders must be alert to the receivers communication skills, attitudes, background, experiences, and culture. Message Travels Over Channel The medium over which the message is physically transmitted is the channel. Messages may be delivered by computer, telephone, cell phone, letter, memorandum, report, announcement, picture, spoken word, fax, Web page, or through some other channel. Because communication channels deliver both verbal and nonverbal messages, senders must choose the channel and shape the message carefully. A company may use its annual report, for example, as a channel to deliver many messages to stockholders. The verbal message lies in the reports financial and organization news. Nonverbal messages, though, are conveyed by the reports appearance (showy versus bland), layout (ample white space versus tightly packed columns of print), and tone (conversational versus formal). Anything that interrupts the transmission of a message in the communication process is called noise. Channel noise rangers from static that disrupts a telephone conversation to typographical and spelling errors in a letter or e-mail message. Such errors damage the credibility of the sender. Channel noise might even include the annoyance a receiver feels when the sender chooses an improper medium for sending a message, such as announcing a loan rejection via postcard or firing an employee by e-mail. Receiver Decodes Message The individual for whom the message is intended is the receiver. Translating the message from its symbol form into meaning involves decoding. Only when the receiver understands the meaning intended by the sender that is, successfully decodes the message does communication take place. Such success, however, is difficult to achieve because no two people share the same life experiences and because many barriers can disrupt the process. Decoding can be disrupted internally by the receivers lack of attention to or bias against the sender. It can be disrupted externally by loud sounds or illegible words. Decoding can also be sidetracked by semantic obstacles, such as misunderstood words or emotional reactions to certain terms. A memo that refers to all the women in an office as girls or chicks, for example, may disturb its receivers so much that they fail to comprehend the total message. Feedback Travels to Sender The verbal and nonverbal responses of the receiver create feedback, a vital part of the communication process. Feedback helps the sender know that the message was received and understood. If, as a receiver, you hear the message Hoe are you, your feedback might consist of words (Im fine) or body language (a smile or a wave of the hand). Although the receiver may respond with additional feedback to the sender (thus creating a new act of communication), we will concentrate here on the initial message flowing to the receiver and the resulting feedback. Senders can encourage feedback by asking questions such as, Am I making myself clear? And is there anything you dont understand? Senders can further improve feedback by timing the delivery appropriately and by providing only as much information as the receiver can handle. Receivers can improve the process by paraphrasing the senders message with comments, such as, Let me try to explain that in my own words. The best feedback is descriptive rather than evaluate. For example, heres a descriptive response. I understand you want to launch a used gold ball business. Heres an evaluative response. Your business ideas are always goofy. An evaluative response is judgemental and doesnt tell the sender whether the receiver actually understood the message. Common forms of communication use in hospitality and tourism industry there are: Auditory communication Visual communication Tactile communication Multichannel communication Auditory communication is where messages are perceived through the sense of hearing. Words, music, sounds and noises take part in this type of communication. In the hospitality sector we can establish auditory communication through different media according to activity and objectives such as: direct conversation or face to face communication, phone conversation and radio broadcasting. Visual communication is where messages are perceived through sight. Sign, gesture and images are very important when communicating. There are different media such as, letters, complaint forms, contracts, invoices, labels and leaflets. Tactile communication is where messages are perceived through the sense of touch. Affection is conveyed through tactile sensations. Shaking hands or tapping someones shoulder can have positive or negative effects, so it is necessary to be very respectful in this matter and know cultural conventions. There are different mediums such as greetings at meetings and negotiations. Multichannel communication is where messages are perceived through different senses at a time. There are different media through which this is possible such as television, video and computer. Conclusion Managers need complete and correct information in order to perform their functions efficiently and effectively. If such information is not properly communicated, the whole organisation suffers from mismanagement. For instance, business planning, requires information on available resources, strength of competitors, government policies, and other external factors. Such information provides very important inputs for management to be able to formulate the right objectives and strategies for achieving its goal. Proper communication is again needed. Decision-making is a crucial function of management. It greatly depends on accurate information. Wrong information means wrong decisions; hence, the need for proper communication. Likewise, good communication is needed in controlling. However, it is in leading or directing where effective communication is most needed. People have to be influenced or motivated to think and move towards the right directions; to achieve peak performance; and to act in consonance with the culture of the organization. These clearly require a lot of communication. Managers do not only deal with their peers and subordinates, but also with customers, suppliers, and bankers. Their success in dealing with the said outsiders greatly depends on their ability to communicate. Customers are No.1 in any business organization. Without customers, there is no business. To create customers and satisfy them are certainly big jobs for communication. These require proper planning, organizing, and implementation of marketing strategies. All the said activities depend on effective communication. Introduction Motivation is to supply a motive to and also be the motive of. The willingness to exert high levels of effort to organisational goals, conditioned by the efforts ability to satisfy some individual needs. It is also to cause a person to act in a particular way. Stimulate the interest of a person in an activity. This definition is a good example of the problems associated with the concept of motivation. In essence, there seem to be two conflicting views of motivation. In one way, the definition indicates that motivation is where someone (perhaps a team leader) causes someone else (a team member) to act in a certain way. In other way, it appears that motivation is something that someone uses as a motive for doing things. This apparent conflict reflects an ongoing debate research into motivation. Traditional views of leadership and motivation reflected a passive view of motivation. In effect, people required strong leaders to motivate them towards certain goals. If someone says they are demotivated and we offer them a bag of cash or threaten to sack them, and then they get on with the task in hand, what has happened? This approach to motivation implies that the leader had to motivate his or her team member through various rewards and/or punishments. Motivation is described, usually, as intentional. That is, motivation is assumed to be under the workers control, and behaviours that are influenced by motivation, such as effort expended, are seen as choices of action. One can look at motivation as a deficiency, a need that must be fulfilled. Hunger is a motivation- it is an internal force, food. Before you can motivate your staff, you must first understand what motivates each employee in his or her specific job position. As a manager with human resources responsibilities it is easy to realize that differences exist between what motivates hourly and management employees. What makes a job interesting to a group of hourly employees is different from what makes a job interesting to a group of managers. Furthermore, what one employee may find interesting may not be of any interest to another employee. No matter what, there will be some jobs in the hospitality industry that just cannot be made interesting. There are some motivation theories that the organization must understand in order to motivate their employees to excel at their jobs. Maslows Hierarchy of Needs, Abraham identified the whys of motivation theory. His theory (Hierarchy of Needs) states that man is motivated by satisfying a set of needs common to all individuals. In ascending order of importance these are: Physiological needs (food, clothing, and shelter). Safety/security needs (freedom from fear of losing job, clothing and shelter). Acceptance needs (to belong and be accepted by others). Esteem needs (status, prestige, and power). Self-actualization needs (maximize ones potential). Maslow believed that until the physiological needs are satisfied, the other would not serve as motivators. Furthermore, once a need is met, it no longer acts as a motivator, and another need takes its place. One of the problems with Maslows theory is that although it works in life situations, it is not applicable to work settings. Hertzbergs two-factor theory identified job satisfaction and job dissatisfaction as separate elements that are not polar opposites of each other. The two-factor concept states that job factors generally regarded as motivators should actually be divided into two groups: one consisting of motivation factors (or satisfiers) and one consisting of maintenance factors (dissatisfies or hygiene). Because job satisfaction and job dissatisfaction do not balance each other out, the elimination of a dissatisfier does not necessarily lead to job satisfaction. Motivation factors include such conditions as recognition, achievement, advancement, and responsibility. Hygiene factors include working conditions, company policies, and salary. One of Hertzbergs major conclusions was that money was not a motivator. Hertzberg believes that if motivation factors are present in the workplace, employees will be motivated; if such factors are not present, then motivation will not occur. If hygiene factors are present, then employees will be satisfied with their work; if such factors are not present, then employees will be dissatisfied. Hygiene factors in no way affect motivation, whether they are present or absent. Expectancy theory is one of the more implementable motivation theories. The theory states that a person will be motivated when the individual perceives a link between what he or she is doing and the expected reward. The higher the effort, the greater the reward and vice versa. It is important that the reward is attainable and that your human resources will feel rewarded for the effort they produce. Pay-for-performance compensation systems operate on this principle. Fixed hourly wages and salaries do not motivate because there is no link between effort and reward. For the reward to operate as a motivator, the employee must value attainment of the reward, the employee must see a link between his or her work efforts and receiving the reward, and the individual must possess the abilities and skills to do the job. Money as a motivator, the motivational value of money may change after a persons basic needs have been reasonably well satisfied. Because human beings have a way of continually redefining their needs, whether money will motivate is to some degree a matter of the amount the employee is already earning. Therefore, while some people will be more motivated to work for money, companies find that for most employees other things are equally, if not more important. Job enrichment, Hertzberg proposed the idea of job enrichment as a reaction to the KITA (kick-in-the-ass) motivational approach there are most managers practicing. Job enrichment is based on that the only way to motivate employees is to give them challenging work in which they can assume responsibility. This strategy includes modifying jobs so that they are more meaningful and give the employee an opportunity for recognition and greater responsibility. Motivational effectiveness, there is no consensus on how best to motivate your work force. As a human resources manager, consideration needs to be given to several factors that involve human resources functions other than development. Selection procedures need to be effective so that individuals are places in job positions that they are capable of performing. Training programs must be effective in ensuring that our employees have the necessary skills, and evaluation procedures must be in place to monitor employees performance. Compensation practices needs to be developed that link performance and pay. Furthermore, these practices must all be viewed as fair; that poor performance is not tolerated, high performance is recognized. If your work force is to be motivated, they must believe that extra effort and superior performance is of benefit to them. Rewards do not have to be monetary. Flexible work hours, recognized achievement, increased responsibility, and the opportunity to develop personal and career goals work directly toward a motivated work force has to create desire, commitment, and confidence in your employees. Communication channels have to be open and organizational goals clearly defined. Conclusion There is always an interesting group of drives in every human being that determines how we interact with the world around us. The basic survival drives, like the need for food and water, are not as evident in the workplace as some of our other instincts-our need for activity, curiosity, and manipulation. People need to be active. The level of activity we seek differs tremendously, but, generally, people dislike being confined in a small space with nothing to do. People also have a drive to explore new and unknown places and stimuli. We have a preference for complexity over simplicity, because complexity is more interesting. We also have a tendency to enjoy manipulation; we want to touch, play with, and handle specific objects. These very basic needs have far-reaching implications for the design of jobs and of workplaces. No wonder boring, repetitive, or make-work jobs, even if they are easy, lead to burn out frustration, and even sabotage (just to liven things up.)

Plato :: essays research papers

Plato was a Greek philosopher during the 4th century BCE. He was born in 427BCE, during the â€Å"Golden Age of Athens.† His birth was three years after the Peloponnesian War began and one year after Pericles died from the plague. Plato was the son of Ariston, a descendant from the last king of Athens and Perictone, a descendant of Solon. Solon was an aristocratic reformer who wrote the constitution that established Athenian democracy. Plato’s family supported Pericles as leader of Athens.   Ã‚  Ã‚  Ã‚  Ã‚  Elected annually as the first citizen of aristocracy , Pericles ruled from 450 BCE until his death in 429 BCE. At the start of the 5th century BCE Athens had become a corrupt democracy. The Aristocratic families who owned the land were fighting the larger majority who were poor. The latter demanded for equal rights and representation. Pericles dominated Greek politics and expanded the Athenian Empire. He assisted in developing building projects that gave jobs to the poor, these building projects included the chief temple to Athena, the Goddess of wisdom. He also supported the strengthening of a political doctrine that was for egalitarianism, equal rights of speech, political equality and material prosperity in trading and industry.   Ã‚  Ã‚  Ã‚  Ã‚  The Peloponnesian War pitted the Athenian democracy against the militaristic, authoritarian Spartans. In 404BCE after many years at war, the Athenian government surrendered. The rule of the thirty, a oligarchy of ancient Athens created by Lysander under Spartan auspices, took over the government. The aristocratic leaders conducted a vicious reign of terror. Among these leaders were Charmides (Plato’s uncle) and Critias (Plato’s cousin). The Rule of the thirty was overthrown at Piraeus (now Piraià ©vs) by Thrasybulus in 403BCE. After democracy was being restored and the rule of the thirty brought to an end, the Philosopher Socrates was charged with crimes against the government. His charges included impiety which is speaking against the gods, Athens felt that Socrates was starting a strange cult. He was also charged with corrupting the youth, Socrates was trying to teach morality and ethics to the youth of Athens for he felt that Athenians lost their ethics in the war, but the government interpreted his teaching differently. The Council of 500 served as Socrates' judge and as his jury. Two hundred and eighty-one members of the council voted to convict. They give Socrates a choice between exile and death. Socrates decides death by poison. Socrates read his â€Å"Apology† at his trial which was his defense.

Boston Red Sox Management Report Essay

The Boston Red Sox are a privately owned organization located in the Kenmore Square part of the city. The team plays at Fenway Park, located at 4 Yawkey Way in Boston. The Red Sox Front Offices are also located at Fenway Park. The park is currently celebrating its one-hundredth year, and is the oldest park in Major League Baseball The organization is tall in structure but is also departmentalized by function within this structure. At the top of this structure are the three owners, John Henry, Larry Lucchino, and Tom Werner. This ownership group purchased the Boston Red Sox for $380 million in 2002 (Ozanian, 2012). John Henry is the Red Sox’ principal owner, while Larry Lucchino serves as the President and CEO, and Tom Werner serves as Chairman. This departmentalization can be seen one level down in the hierarchy of the Boston Red Sox. Under the owners, there are sixteen different departments. These sixteen departments consist of the typical organizational departments such as Marketing, Legal, Human Resources and Information Technology departments, but there are also several environmentally specific departments. These environmentally specific departments include Ticketing, Baseball Operations, Fan services and Entertainment, and Ballpark Operations. The heads of these sixteen departments report directly to the President and CEO, Larry Lucchino. The Boston Red Sox are privately owned and operated, meaning that they are not sold and traded on the stock market and that all funding comes directly from the owners themselves. The Boston Red Sox gain most of their revenue through ticket sales, as they are known for constantly having a full ballpark while having expesive ticket prices. In terms of sport, market, stadium, and brand management, they are valued at $912 million, the second highest valuation of the thirty teams in Major League Baseball (Ozanian, 2012). I spoke with Stephanie Maneikis, the Senior Manager for Fan Services and Entertainment with the Boston Red Sox. She is in charge of a plethora of different activities and people throughout the organization. These include managing Fenway Ambassadors, Yawkey Way Hosts, and Family Room staff, being he main liaison for the players’ wives and families, executing the pre-game ceremonies that take place prior to each game at Fenway Park, and overseeing the Yawkey Way and concourse entertainment. Stephanie told me that she began working for the Red Sox in 2006 as a Fenway Ambassador. She graduated from college in 2007 and after that, spent the next year working in a part-time capacity. During that year, she proved herself worthy of more and more responsibility. During the off-season of 2008, her manager at the time left the team and she was promoted to a full-time position as Coordinator of Fan Services & Entertainment. After a year as coordinator, she was named Manager, and was recently promoted to Senior Manager. Stephanie graduated from college with a Bachelor’s of Arts and her major was history. She told me that everything just sort of happened and fell into place for her. She likes to say she was in the right place at the right time, but she told me that she knows that she has worked extremely hard to get to where she is today. I asked Stephanie about the working atmosphere within the Boston Red Sox organization. She told me that working for the Boston Red Sox is a lesson in what it means to multi-task. There is never a dull moment and at any given time Stephanie could be working on 5 different projects, all of the utmost importance. It can be stressful, but at the end of the day she feels that it’s all worth it. Her co-workers make all the difference in the world and everyone within the organization feels like they are part of one big family. I also spoke with Kellie Holden, an Elon graduate who currently lives in Duxbury, Massachusetts. Kellie told me that she is a 6th grade special education teacher and she is responsible for teaching students who have reading and language based disabilities. We discussed how she got started with this type of work, and Kellie told me that she has always enjoyed working with children and during her senior year of high school she had an experience volunteering in an inclusion classroom with regular and special education students. Ever since that opportunity she knew that she wanted to be a special education teacher. I asked Kellie how she got her job and what jobs and experiences have led her to her present position. She told me that all of the practicum and student teaching experiences that she had at Elon were great on her resume, but they didn’t help her too much with connections back in Massachusetts. She had a few family friends who knew a few people in the town she currently works in. They were able to pass along her resume and get her an interview. Clearly, having connections is important in all fields, not just business. Finally, we discussed whether she finds her job exciting or boring. She informed that everyday at her job is different. She is always teaching new things which keeps it exciting, but her students make her job the most exciting. Working with special education students, nothing is ever simple but they make her smile every day. Lastly, I spoke with Patty Vattes, the Senior Manager of Human Resources with the Boston Red Sox. I asked Patty what makes a successful hire for the Boston Red Sox. She told me that the Red Sox view a successful hire as someone who is hard working, dedicated, innovative and willing to go the extra mile. Next we discussed the Red Sox’ approach to hiring and whether promoting from within is an important approach for the organization. She informed me that the Red Sox strive on the success from promoting from within. With almost all positions, the Red Sox look at internal candidates first and Patty told me that they are working on methods to improve that process. Lastly, I asked Patty what mistakes she has observed of unsuccessful candidates seeking to work with the Boston Red Sox. Patty said that an unsuccessful candidate with the Boston Red Sox is one who wants to work for the Boston Red Sox in any capacity and does not have a specific skill set or knowledge of the type of job they’d like to have. She told me that there have been many occasions when someone says they’ll do anything just to work for the Red Sox, and that is never a good statement to make. Clearly, like any business, the Red Sox want people with various skill sets and a not someone who just wants the glamour of working for a Major League Baseball team.

Manor House Paper

Manor House is a TV show about 12 people in real life, who choose to live in a manor house and live as a servants like the people in the Edwardian time period. These people choose to go three months away from their jobs and without all the luxuries of modern life. In Manor House there many servants, but there is also the family that runs and lives on the estate. This family on the show is the Olliff-Cooper family. Sir John is the Master of the House; it is his job to keep the estates up and running. Lady Olliff-Cooper is the Lady of the House.Her duty is to make sure that when there is a banquet everybody is sitting in the right order. Mister Jonathan and Master Guy are the two sons of the family. The last of the family is Miss Anson she is Lady Olliff-Cooper's sister. Miss Anson is unmarried, so she is living with her sister. After the family, the order of servants goes from highest rank, which is the butler, to the lowest rank of servant, which is the scullery maid. Mister Edgar is the butler. It is the butler’s job to keep the servants separate from the family and to keep the servants in order.Mrs. Davies is the housekeeper; her job is to make sure the female servants and male servants stay separate and that everybody is working as they should. Monsieur Dubiard is the chef, and his job is pretty obvious: to order, prepare and cook to the food for the family. The last upper servant is the lady’s maid, Miss Morrison. Her job is to prepare, the lady’s hair and clothes, and it is also her unspoken duty to gossip with her Lady about the lower servants. The highest lower servant is Charlie, the first footman.His duty is to serve Sir John and to dress him as well, but mostly his job is to be the butler’s right-hand man. Rob’s job as the Second Footman is to keep an eye on Master Guy, and that often means playing with him. Also his job is to get up early in the morning and dump everybody’s chamber pots. Rebecca is the first housemaid and Jessica is the second housemaid, and there is not much of a difference between the two housemaids, but mostly just the pay and what time one wakes up is different. Antonia is the kitchen maid, and her job is simple: to do whatever the chef tells her to do.Kenny is the hallboy. He is the lowest of the male servants, and his job is to do all the dirty jobs that anybody and everybody tells him to do. The lowest female servant rank is the scullery maid. Her job is basically to stay in the kitchen washing dishes all day long and in the show they cannot seem to keep a scullery maid. Kelly was the first scullery maid, but left after only two days. After her was Lucy the second scullery maid. She lasted longer than Kelly with a whole of a couple of weeks, but she couldn’t last the full three months.A major difficulty in this setting and time period is the lack of freedom. The servants were completely at the mercy of the masters, and if the family was unhappy with anythi ng that a servant did, such as speaking to the family, they could be dismissed at any time. The servants had time off was when everything was done, but like on the show the work is never done. If the work is never done, then people get overworked, leading to everybody being worn out. Being worn out had more than one disadvantage.One of the disadvantages is the fact that the servants can’t do their work to the best of their abilities. Another disadvantage is that people’s tempers are very short meaning they are more likely to speak against or in front of the family leading to their possible dismissal. What is worse than not having any rights is that back then men and women were unequal. The women were taken advantage of more often than not and they could do nothing about it, especially if it was the master. If there was a choice between a guy and a girl, they would choose the guy.The men would always get paid more than the women. And the worst part of this would be not be being able to fight this rule, or in that time period it might as well have been a law. The servants did not get paid very much and they were expected to just accept it because they were being given food and housing, so in reality they were little better than slaves. The only servant that was really treated well by everybody was the chef; he could leave the family at any time because a high-class chef was in high demandThe rules in the Edwardian time period were very strict. The female servants and the male servants were never to be engaged in anything romantic. To help with keeping the servants separate, the manor house was set up with the females living on the complete opposite side of the house as the males. Another rule was that if the family were walking down the stairs, the servants were to make themselves as invisible as possible, such as going into a corner facing the walls to make sure that they never made eye contact.Another rule is that the servants, except the butler and the lady’s maid, were never to speak in front of the masters. That rule is very important to them, and if a servant breaks it the consequence was often dismissal from the manor. Overall I think it would have been an interesting experience, and I most likely would have jumped at the chance if they had offered it to me. But I know for certain that would not have wanted to live during that time period! I would hate having to deal with all of those rules.

buy custom Theories of Adult Development essay

buy custom Theories of Adult Development essay This gist of the following paper will discuss the life structure theory explained by a psychiatrist, Daniel Levinson. He did this piece of work together with his associates while working at Yale University Medical School. This theory tends to explain to the general public, enterprises, and social organizations that relationships are derived from an individuals life structure. Levinson had a vision of a society that focuses on fulfilling the needs of adults; with the aim of giving them an easy task to put into their roles. Their roles in turn would benefit the young population in working on the foundations of their dreams.This paper will also look at the 6 phases of adulthood according to Levinson's theory. My main reason for choosing this theory is because it comprehensively and evidently covers all stages of the human development. Levinson saw an essentiality of the growth and development of the humanity in such a manner that it would be more competent as well as more compassionate. His dream came as a result of the hard and tricky times that he had to go through in his mid-life transition to success. Levinson amalgamated a passionate, systematic interest in the entire human race with a loving inquisitiveness about nature. With his colleagues, they calculated the lives of fifty men from five diverse walks of life. The theory summarizes his findings that there exists a series of change-overs and stages of comparative constancy in the life of a male adult. Every transition assesses the preceding structure of life, and the man evaluates its relevance for the subsequent years. Transitions come into the picture during times of havoc and stress. Those times that stability strengthens someon e are those with refreshed obligation and focus. Levinson conducted series rigorous interviews with men and women in 1978 and 1987 respectively. He personally opted to do his theoretical assessment according to the stages men and women had gone through in their lifetime. The centrality of his theory is that life structures are a foundation of an individuals pattern of life at any specific time. A person's life structure is molded by his/her social as well as physical environment. An array of individuals life structures mainly revolves family and work; however, other variables like religion, race, and financial status are important as well. In his theory, there are two key concepts; the Stable Period which involves the period when someone makes critical choices in life, and the Transitional Period which is the conclusion of an individual's stage and the commencement of a new one (Levinson 1978). Life for the period of these transitions may be either unsteady or smooth, but the quality and worth of ones life obligations often transfo rm between the beginning and end of that period. Levinson's four main seasonal ccles consist of the early adult transition, early adulthood, middle adulthood, and late adulthood. In the beginning, Levinson (1978) studied 40 mature males between 35 and 45 years of age. Early adulthood comes when men bring into being their occupations and families. After an assessment of themselves at about the age of 38, men settle down and put their whole efforts toward career development. Then an additional transition happens at about the age of 40, as men recognize that certain ambitions will not be fulfilled. Throughout middle adulthood, men focus on their particular personality and put more effort for nurturing their abilities and assets. Lastly, the transition to late adulthood involves the reflection of the achievements, underperformances and failures that they celebrate the rest of life. Afterwards, in 1987 Levinson interviewed 45 women between 35 and 45 years of age. A third of them were hom emakers, another one third college instructors, businesswomen had the same proportion. Generally, he realized that women experience a similar form of cycles just as men do. Nevertheless, the life stages of women are usually closely connected with the life cycle of the family. Generally, in a deeper perspective, these periods of transition can be scrutinized to be six in number. When broken down, they include; early adult transition, between the ages of 17-22. This is when someone leaves adolescence and makes the first choices for adult life. The arrival into the adult world is between the ages of 22-28. During this time, individuals make decisions based on preliminary choices in affection, occupation, companionship, lifestyle and values. The age of 30 and beyond begins with a transition from 28-33 years of age. At this time, variations arise in the life structure; this can either be a moderate change or often a stressful predicament. The next stage is where an individual needs to relax, and Levinson branded it as Settling down. This occurs between the ages of 33-40. Here, there is an establishment of a niche in the society, advancement in a schedule, not only in family but also other career undertakings. Individuals are expected to reason and act as paren ts would do. This is the period where they face more challenging roles and anticipations. The fifth stage of life transition is the Mid-life transition between the ages of 40-45. Life structure poses as the main question, typically a period of crisis insignificance, direction, and worth of every single person's life. Ignored fragments of oneself-e.g. talents, desires, and aspirations always have the capacity to be sought and expressed. Men are perceived more as fathers and mothers than as brothers and sisters. This is in reference to other men who are to some extent younger and this message irritates them on their first encounter with it. Moreover at this period, men develop a progressively more awareness of death as they arre constantly reminded that life is short. They turn into an active participation to attempt to leave a legacy, and this commonly forms the core characteristic of the second half of their lives. The next stage is termed as entering middle adulthood which is betwe en the ages of 45-50. At this stage, choices are a necessity and a new life structure comes into the picture (Gergen 1985).An individual must pledge to new tasks. Between the ages of 50-55, termed as age of 50 transitions, Levinson noted that one could not escape a moderate transition disaster. Therefore, matters that were not fully addressed in the preceding transitions came out vehemently. The ages of 55-60 are the Second middle adult structure whereby just as the period of settling, the men have to organize themselves for the subsequent transition which is from middle adulthood and into late adulthood. Some individuals embrace this time for upgrading and realization the ages of 50. Ages of 60-65, the late adult transition, forestalls the modification in the structure from the preceding period to late adulthood. Here, changes in career are to be expected, and this would have an impact on ones self and associations. Deep reflection is associated with it and for some, this change is predominantly painful, so they attempt to avoid it. The Late adult era occurs from 65 years and above. The gentlemen must look into the sense of their earlier bein g, and begin to form the structure framed in the late adult transition. Considerably, further needs should be well-read about this period. Daniel Levinson collected this information for his studymany years ago, soon after the Great Depression. Due to this period, men came from stable families, had truthful objectives for their life and developed into adults in the growing economy. Men who have matured in the previous 4-5decades, nevertheless, have had to cope with unstable families because of extraordinary divorce rates, and their objectives are much more problematic to achieve. They have similarly to cope with a changing economy. Therefore, these modifications make it hard to relate Levinson's readings to the contemporary generation (Gergen 1991). Adult development changes with a similar change in the surroundings of an individual. Someones social class determines his/her future as well as his/his physical environment. When an individual grows, he or she develops into a new form of being. His or her attitudes, thoughts, roles, appearance, values, and capabilities change according to the age bracket he or she falls. Though the expectations are always dictated by the external forces, people still try to adjust to a niche that fit them best. Therefore, as Daniel Levinson puts it, "Adults hope that life begins at 40, but the anxiety is that it ends there." Buy custom Theories of Adult Development essay

Mesopotamian And Egyptian Rulers

Mesopotamian And Egyptian Rulers There are a few similarities between the attitudes that people, in both Mesopotamia and Egypt, had about their rulers. Despite theses similarities, there were also significant differences. There were very different definitions of who ruled, and how they ruled, each land.Mesopotamia was the first identifiable civilization in the Ancient world. Located between the Tigris and Euphrates rivers, it was given its name by the Greeks, literally meaning "the country between rivers." The name referred mainly to the land of Sumer, however it also included the countries of Akkad, Babylonia and Assyria. All were connected by the Tigris and the Euphrates, which flooded swiftly and irregularly (at different times during the year).Ancient Egypt was located closer to the Nile and Indus rivers. The Nile Valley of Egypt was notably different from the Tigris and Euphrates. The waters flowed slowly and flooded on a much more predictable basis .PharaohRock walls and barren desert closed off Egypt from the rest of the continent.In Mesopotamia, it was believed that gods ruled the world. They were said to have behaved like human beings only they lived much longer; they existed forever. Each individual god embodied the most important natural entities; they were earth, sky, sun, moon, storm, fresh water and salt water. Statues, set in individual temples, represented each god. They inhabited the statues in the same manner that souls inhabit human bodies .Mesopotamian cities developed around the temples of the gods. The people of these cities were servants to their gods. If they served them well, they would reap the benefits. However, if the gods were not pleased, there would be severe repercussions in the form of famine, invasion and so forth .The people of Mesopotamia believed that the gods were petty, just as people could...

Is Sports Cmpetition Relevant to Academic Learning

Is Sports Cmpetition Relevant to Academic Learning Read whether sports competition is relevant to academic learning. Learning Theories and Relevance of Competitive Sport Learning theories have significant implications in the way academic  institutions facilitate learning. For instance, learning through reward and punishment  is Behaviorist learning practices while learning through input and memorization of educational materials is a Cognitive-learning concept. Similarly, the term â€Å"student-centered† learning is a Constructivist idea that people learn better when they â€Å"construct† own knowledge and meaning. However, since the aim of applying these learning theories in a school setting is to enhance knowledge of curriculum, they do not support the kind of knowledge acquired through sports competition similar to the volleyball match where athletes with #PusoAteneo won. Social Learning Theory is for learning social skills and therefore not academically relevant. Some literature argues that it is relevant to physical education, as such academic subject contributes to socially and morally educated citizens. The problem, however, is the fact that physical education is never for students’ social or moral development, but for learning health-related activities. Moreover, social skills and moral values allegedly developed from physical education are results rather than a facilitator of academic learning. You may be interested in: Practice What You Preach Is High IQ a Guarantee of Academic Success? Contrary to common belief, sport is not synonymous with physical education. Sports are physical activities in which adults and young people compete while physical education is a learning process prescribed by the curriculum. Although the subject often includes sports, there is no inherent necessity for physical education to foster and promote competitive behavior. Sport, therefore, is never an academic subject while competitive behavior is exclusive to sport. Overall, competition is not an objective in physical education and irrelevant to academic learning. The question is why schools are so eager about competition and spending significant time and money on their respective sports teams. The True Benefit of Sport Competition The study shows that participation in sport is mostly an individual decision while school-sponsored sports competition is an after-school activity. The common objective is to facilitate the skills and knowledge necessary to support a healthy and productive lifestyle. Interscholastic sport or â€Å"varsity sport† is the system of competition between schools, but remains an extracurricular activity in terms of funding. Collegiate sports or sports competition between colleges and universities, on the other hand, are governed by private national organizations. The academic institutions, however, provide the funding and give a full scholarship to their athletes. Successful athletes in return generate a large amount of revenue for their school. The learning benefit of sports competition appears limited to elementary and school. Sport in higher education seems more of a business strategy than a learning experience. In fact, collegiate sports in North America according to author Maylon Hanold are â€Å"solidly a business† within academic institutions. Most successful teams and athletes received money from corporate sponsors and therefore always determined to win regardless of injury or being involved in cheating. The #PusoAteneo or â€Å"Heart of Ateneo† University is, therefore, referring to college athletes’ competitive spirit or the â€Å"heart of champion† that has nothing to do with physical education and academic learning.

Brownings Plan Case Study Example | Topics and Well Written Essays - 2250 words

Brownings Plan - Case Study Example The operational efficiency and profitability of an organization is greatly related to its organizational structure. For the better functioning of the organization, the duties and responsibilities of each of the individuals in the organizations have to be clearly defined and implemented. The restructuring of the organizational structure will be capable of introducing new organizational culture in the firm. Division of work helps to avoid the waste of time and effort resulting from the inefficient operations of less experienced personnel. Thus by consulting with Howard, the firm is going for a restructure by implementing Likert Linking Pin Model. It is used to bring effective change in an organization by introducing team work. As per the model there will be several interrelated working units in the organization and these units will be linked through some individuals. These individuals are known as linking pins. The interrelated work units are formed in upper levels and lower levels. The member of a higher level unit will be the leader of the lower level unit. These people act as linking pins between the upper and lower groups. Thus he holds a dual task of leading his team and at the same time he has to represent his team and protect the interest of that team in the organization. Thus Likert Pin model focuses on the group relationship and these groups will lead the firm to progress. (Linking Pin Model). Organizational Culture, Planning and decision making: These three are the important factors for the success of an organization. When the organization is going through tough conditions, there is a need for organizational changes. Here Browning and Howard are going to implement Likert Plan. Selecting a plan for the restructuring is not a difficult task. But the implementation needs cautious steps. Here the organizational environment and culture has to play an important role. Every strategy will be changed according to the specific organizational climate. Otherwise there will not be desired output. Likewise the planning and decision making are other important factors. Implementation and controlling etc. should be done in this stage. Effectiveness of Browning's Plan in respect of principles of organizational culture: Organizational culture plays a very important role in human system. The culture of a group means the sample of some assumptions that the group learned and solved the problem of external alteration and internal amalgamation. In organizational culture, values are already declared and some values are assumable ones. In the society, the history of the group consists of many stories and mythology. In organization people interact with each other, with outsiders and the surroundings. The organizational culture concentrates on the human side of the organizational life and it creates the significance of suggest a system to promote the people jointly work together and accomplish the desired objectives. This approach needs members. The members consist of leaders. Leaders have a specialized skill and behavior. They recognize the impact of their behavior in the organizationa

Marketing Planning Assignment Example | Topics and Well Written Essays - 2750 words

Marketing Planning - Assignment Example Some dangled the benefit, some the direct offer, some contained a pricing cut, some concentrated on branding and gave away free items such as T-shirts. The goal was to determine the best motivation for customers that would make them purchase the car or, at the very least, show some interest on the product. They determined that the price discount is the best motivation. The $0 down offer resulted to 71 percent more direct responses than all of the other marketing offers they’ve launched in the past. He also went further by getting looking at where the customers came from, what they do, and their gender (Clifford, 2009). Mr. Herman used the data to convince Vespa that the $0 down is the most effective marketing offer and it is what should carried by the advertising agency. From the glory days of the glamorous Madison avenue, marketing has always been about creative images and catchy taglines but the current utilities available to businesses are allowing the collection of data to predict behaviour, determine climate of marketing environment and discover the most effective business strategy that to increase branding and revenues (Brennan, 2008). Such innovation could readily allow Starbucks to change its marketing strategy as dictated by the market. It is a true market – led strategic change. ... The Social assessment is a critical aspect because it examines the mainstream culture and how society will react to a product. Technology also affects the business. As new equipment and processes are developed, creating new products and producing the existing line becomes easier and more efficient. All these factors play a part in the marketing and affect the profitability of the company. b) Apply organisational and environmental auditing techniques to Starbucks. Starbucks is one of the very few companies who have the opportunity to establish an intimate relationship with its consumers (See figure 2 to see how Starbucks uses its IT) because of the different government policies that allowed it foster. It was able to advance its products, exercise freedom on designing marketing problems, advertising materials, and design its retail stores to reflect the image of freedom it projects. It is necessary to determine exactly how the US government was able to support this growth through the p olicies it set up such as business laws, taxes, employee rights, and others. For example, Starbucks enjoy big tax breaks on its environmental efforts. It has long supported recycling and the use of sustainable materials. It also provides incentives to customers who use their own cup when they go to Starbucks. Such efforts earn Starbucks as much $5,000 tax incentives for every $100,000 investment. The rate changes from state to state but nearly every State in America provides incentives. It can also enjoy tax incentives provided to big corporations. It is possible for Starbucks to measure the effects of these policies further by setting up a data-centered

Religious and Philosophical Aspects in Melville's Moby Dick Essay

Religious and Philosophical Aspects in Melville's Moby Dick - Essay Example The two are secluded and remain in isolation with the sole purpose of investigating religious matters around the world. Ahab does not believe in the biblical story of creation in the Garden of Eden. Instead of having a desire for spiritual nourishment, he stays firm and confronts wickedness. The firmness is symbolized by a whale in the book (Melville; pp.178-179) Ishmael perceives Ahab as a weak man who is only after avenging for the sins he committed. Although Ahab professed Christianity, he was just a hypocrite who was only hiding in the masses. On the other hand, another character by the name Starbuck is unsure about how God should be shown respect. Human beings have weaknesses that sometimes disconnect them with their maker. In order to build a relationship, they must overcome their internal emotions and weaknesses and honor their maker. Due to the disrespect, the alluded Adam showed to the maker, he is eliminated from the universe. Unlike Ahab, Ishmael, who observed the teaching s of his maker is blessed immensely (Melville, pp.153-156). The traits demonstrated by the characters in Melville’s work are a clear revelation of his religious beliefs. He uses the Whale to symbolize the nature of God. God has supernatural powers and is both omnipresent and omnipotent. Ahab tries to go against the will of God and tries to collude with Satan. Melville is of the view that those who go against the will of God are likely to be punished severely (Melville, pp.483-484). In the book, a Priest by the name Mapple uses Jonah in as an example of a person who went contrary to the wishes of God. Consequently, the fish swallowed him. According to the priest, we cannot honor God before we honor ourselves (Melville, pp.344-345) Melville advises that we should forego our personal desires for the sake of worshipping the Lord. Ishmael comes out as a character whom God wants human beings to be while Ahab is demonstrated as a disgrace to religion. Ahab practices

HRM Essay Example | Topics and Well Written Essays - 2000 words - 10

HRM - Essay Example Steve Jobs once said about the importance of human resource that, â€Å"There is no strong link between innovation and spending on R&D. When IBM was spending at least a 100 times more on R&D, the same time when Apple came up with Big Mac and outclassed its competitors. It is not about the money and it is not about the how many R&D dollars you are spending but is about the people you have, how they are led and how much you are able to get out of them† (Cardy & Leonard, 2011, p. 22-23). Due to the increasing competitive pressures in the business world, businesses now understand the value and importance of their human assets or resources because when other resources that appear on the balance sheet of the company, make things â€Å"possible†, human resource of any organisation make things â€Å"happen† (Torrington, et al., 2007, pp. 96-98). Therefore, the fact is that today, when information technology and globalisation has made it possible for companies to imitate, product, pricing, promotion, distribution, manufacturing, supply chain, sales and other strategies employed by any organisation, a talented, skilled and motivated human resource appears to be providing a much need sustainable competitive advantage (Foot & Hook, 2008, p. 96). Recruitment and Selection First things first, the HR director of the medical institution needs to play close attention on the recruitment and selection process of the nurses because one cannot expect much from the employees if the organisation has failed to put the right people on the right jobs.

Benefit Corporations Essay Example | Topics and Well Written Essays - 500 words

Benefit Corporations - Essay Example fit Corporations differ from other normal corporations based on the aspects of transparency in their operations, accountability to the state and specific purposes (Overton, et. al, 76). However, when it comes to taxation, there is no difference as they are all taxed in a similar manner. Benefit Corporations pursue a wide goals aimed at promoting the welfare of the society around it beside the profit-making motive. This separates them from other corporations that only focus only on maximizing profits to benefit the shareholders. The benefit corporations as opposed to other corporations are in a position to increase their fiduciary duty of their directors so as to have them consider non-financial stakeholders while at the same time their financial interests. Benefit Corporations have a number of provisions based on their purpose, accountability, transparency and right of action. The purpose of a benefit corporation to create a general public benefit. The directors are fully accountable to all the stakeholders of the corporation. Transparency in benefit corporations is ensured through publishing of annual Benefit Report that is delivered to all the stakeholders through the public website and circulars to all shareholders. The shareholders as well as the directors of Benefit Corporations have the right of action against violation of any of their duties. The structure of a benefit corporation is composed by a minimum status vote which is mainly a 2/3 in most of the states. Some of the benefits of a Benefit Corporation besides the general public benefit include improvement of human health, increasing the flow of capital to public entities to ensure proper benefit, preservation of the environment, promotion of economic empowerment to communi ties and individuals and provision of low-income individuals or communities with beneficial products and initiatives. Patagonia is among the first corporations to be registered in the state of California as a Benefit Corporation.

Crimes against humanity and genocide Essay Example | Topics and Well Written Essays - 3000 words

Crimes against humanity and genocide - Essay Example The Holocaust does not begin with the first shots fired in 1939, or a charismatic leader whose speeches entranced the nation; it begins with a boy named Adolph Hitler. Hitler was born on April 20, 1889 in Vienna Austria to Alois Hitler and his third wife, Klara. Hitler had a very difficult childhood, as his father was demanding and critical f his every move. He expected Hitler to follow his example and work for the Austrian government as he had. The young Hitler had bigger things in mind. He first wanted to become an artist, then an architect. He failed at both. Hitler soon found himself drifting and alone in Vienna. He could barely keep a regular job and would occasionally stay at a homeless shelter. Hitler came to hate Vienna, for it was a place that represented poverty and failure. In one f his writing's he told f how foreign the city seemed and how repelled he became from the whole mixture f people: Czech's, Poles, Serb's, Jews and more Jews. In the spring f 1912 Hitler left Aust ria and moved to Munich, Germany. In 1914, war broke out through most of Europe and Hitler quickly enlisted in the German army. Though he never rose above the rank f corporal, he nevertheless found a place for himself. In civilian, life he was a failed artist with few friends and virtually no social life. The war gave Hitler a place to outlet his fanatical German nationalism, for he believed in "Deutschland euber alles," or "Germany over all." (Lerner 1992, 21-30) In 1918 the unthinkable happened--Germany conceded defeat at the hands f the allies. Hitler's world literally fell apart, and he could not understand how the great German army could lose to supposedly "inferior" nations. Searching for someone to blame, Hitler settled on the Jews, the Communists, and the New Democratic Government. He concluded that these groups had "stabbed Germany in the back"(the holocaust pg 42) by handing information over to the allies which had lead to Germany's defeat. (Staub 1989, 31-36) By the mid 1920's, Hitler had joined and quickly rose to the top f a small political party called the German Workers Party. Hitler used his charismatic and persuasive personality to mold and shape the party to reflect certain views, especially German Nationalism and anti-Semitism. Hitler worked very hard to improve his party's image and in 1927 he changed the name to the National Socialist Party, also known as Nationalsozialistische, or the Nazi Party. Many people were beginning to realize that the Nazi's were a force to be reckoned with. (Porter 1982, 1-3) In 1932, Hitler ran for presidency but lost to Paul von Hindenburg, an aristocratic military commander. 1933 marked the great rise f Nazi Germany when Hindenburg appointed Hitler to the position f supreme German chancellor. (Hintin 2002, 1-7) The fire f the Reichstag, the German parliament, marked the day when all hope was lost. The Nazi's convinced most f Hindenburg that the cause f the fire was a communist uprising and Hindenburg agreed to sign an emergency decree to control the situation. This decree took away all individual freedoms and privileges and would grant Hitler the power to make his own laws without having to pass them through parliament. (Burleigh 1997, 25-27) The Jews were the ones who were beginning to feel the wrath f Hitler's oppression. Hitler began to pass many laws that forbade non-Jews to shop at Jewish owned

Benefit Corporations Essay Example | Topics and Well Written Essays - 500 words

Benefit Corporations - Essay Example fit Corporations differ from other normal corporations based on the aspects of transparency in their operations, accountability to the state and specific purposes (Overton, et. al, 76). However, when it comes to taxation, there is no difference as they are all taxed in a similar manner. Benefit Corporations pursue a wide goals aimed at promoting the welfare of the society around it beside the profit-making motive. This separates them from other corporations that only focus only on maximizing profits to benefit the shareholders. The benefit corporations as opposed to other corporations are in a position to increase their fiduciary duty of their directors so as to have them consider non-financial stakeholders while at the same time their financial interests. Benefit Corporations have a number of provisions based on their purpose, accountability, transparency and right of action. The purpose of a benefit corporation to create a general public benefit. The directors are fully accountable to all the stakeholders of the corporation. Transparency in benefit corporations is ensured through publishing of annual Benefit Report that is delivered to all the stakeholders through the public website and circulars to all shareholders. The shareholders as well as the directors of Benefit Corporations have the right of action against violation of any of their duties. The structure of a benefit corporation is composed by a minimum status vote which is mainly a 2/3 in most of the states. Some of the benefits of a Benefit Corporation besides the general public benefit include improvement of human health, increasing the flow of capital to public entities to ensure proper benefit, preservation of the environment, promotion of economic empowerment to communi ties and individuals and provision of low-income individuals or communities with beneficial products and initiatives. Patagonia is among the first corporations to be registered in the state of California as a Benefit Corporation.

The Most Dangerous Game Literary Analysis Essay Example for Free

The Most Dangerous Game Literary Analysis Essay In the short story â€Å"The Most Dangerous Game†, Richard Connell uses conflict to create a suspenseful mood. When Rainsofrd is struggling to swim in the ocean it shows man v. nature conflict. â€Å"For a seemingly endless time he fought the sea† (42). Suspense really shows in this scene because its really nailbiting to see if he is going to give up and let himself drown, or if he is going to push and swimm to the island hes heard has a bad reputation. Man v. man conflict is shown when Zaroff challenges Rainsford to the hunt. Zaroff said, â€Å"Your brain against mine. Your woodcraft against mine. Your strength and stamina against mine. Outdoor chess! † (52). The reader feels a lot of suspense in this part because Rainsford is in an unfamiliar place, in the dark, at night, being chased by an expert hunter, his huge servant/guard Ivan, and a pack of wild dogs. The suspenseful mood reaches a turning point when Rainsford chooses to jump off the cliff instead of continuing the hunt. Rainsford also has a lot of man v. self conflict during the hunt. Rainsford has to repeat a motivational phrase to himself so he will keep calm and collected under the stressful hunt. Rainsford repeats, â€Å"I will not lose my nerve. I will not† (54). This adds suspense because it really makes the reader anxious to know whether or not he will keep his cool. In â€Å"The most Dangerous Game† man v. nature, man v. man, and man v. self conflicts are shown to create a suspenseful mood.

The Advantages and Disadvantages of Lean Six Sigma

The Advantages and Disadvantages of Lean Six Sigma 1. Introduction While businesses seek for ways to survive and also to remain competitive in a changing global environment, they either choose adopting business excellence models or continuous improvement philosophies to guide them in the journey of organisational excellence. Lean Six Sigma is a new breadth in the area of continuous improvement, which constitutes strengths and key focuses of Lean and Six Sigma approaches. The rest of the paper is organized as follows: section 2 provides an insight on the concepts Lean,Six Sigma and Lean Six Sigma. Then relevant examples of Lean Six Sigma in manufacturing and service sector will be presented in section 3.The advantages and disadvantages of Lean Six Sigma will be discussed in section 4. Lastly, an overall recap on the subject is done. 2. Literature review The objective of this section is to provide an insight of the Lean Six Sigma by briefly outlining the concepts behind Lean and Six Sigma, the two ingredients of this blend, along with their strengths and criticisms. 2.1 Lean Approach Lean manufacturing, developed by Toyota Motor Corporation in 1950s, has been adopted and adapted by many companies (Finch,2006). It then extended into a concept of Lean thinking that was introduced by Womack and Jones.The current state of Lean is called Lean enterprise that reaches beyond the shop floor and encompasses various departments within the organisation as a whole (Papadopoulou and Ozbayrak,2005). Dale (2007) defines Lean as a way of thinking, consisting of a set of methods and operating principles to identify and eliminate waste in business processes (Dale,2007,p.565). While for Ferguson (2007) Lean is a change that takes an organisation from where it currently stands and move to a desired state. Briefly, the objective of Lean is to eliminate all types of unnecessary waste by managing resources depending on customers needs and at the lowest possible costs (Andersson et al. 2006). In other words, doing more with less (Thomas,2009). Principles There are 5 principles of Lean; providing right product or service for the right price and time to customer,identification of value stream,smooth flow of processes,only customers demand trigger the action and lastly continuously improve to value stream in pursuit of perfection (Dale,2007). The first step when implementing Lean is to identify value-added and non-value added processes (Pepper and Spedding, 2009) by Value stream mapping(VMS) which is a qualitative analysis tool. Other tools and techniques from the Lean Toolkit such as Single Minute Exchange of Die, 5S, TPM etc. are used in order to achieve above-mentioned principles. Whereas, it should be noted that using these tools and techniques only, does not guarantee a Lean organisation (Bendell,2006). Criticism In the literature, there are many criticism topics on Lean where the most popular ones are about its universality and social aspects. It has long been argued that Lean is not flexible (Andersson et al.,2006) and not applicable to all environments but only to high volume-low variety (HVLV) operations. Authors like Arnheiter and Maleyeff (2005) define this view as one of the key misconceptions whereas Pepper and Spedding (2010) refer it as a limited success of Lean in their work. There is a common misconception caused by the misunderstanding of the concept that Lean means laying-off people (Arnheiter and Maleyeff,2005). However, Flinchbaugh (2001), Arnheiter and Maleyeff (2005) stress that Lean does not mean less people but using people in a smarter way. David Meier (2001) who is a Senior Lean Manufacturing Consultant, argues that Lean creates a stressful, uncomfortable environment due to sense of urgency while ensuring an immediate response to customers. On the other hand, Papadopoulou and Ozbayrak (2005), and Williams et al. (1992) take the opposite view. 2.2 Six Sigma Approach Six Sigma,which is developed by Motorola and popularised after the adoption of General Electric (Finch,2006) aims at value creation and improving the process through variation reduction (Dale et al,2007).Six Sigma inherits principles from TQM (Arnheiter and Maleyeff, 2005) while setting focus on customer satisfaction. In statistical terms, the goal is to achieve a defect rate of 3.4 per million (Pepper and Spedding,2010). This structured,top-down approach has a positive impact on business in monetary terms since it reduces risk and costs (Slack et al., 2006) especially related with scrap and rework. Due to realised benefits, many organisations have adopted Six Sigma today. Principles DMAIC(Design,Measure,Analysis,Improve and Control) is the most commonly used 5-stage methodology which is employed to achieve minimum defects and to reduce the variation throughout the processes in an organisation (Bhuiyan and Baghel,2005). The approach is on project basis and these projects are carried out by trained supervisors called Black belts and Green belts (Bendell,2006). Criticism Six Sigma has long been seen as a statistics-heavy, technical approach to process control (Pepper,Spedding, 2009, p.145). Bendell(2006) supports this view and criticises Six Sigma due to its tendency towards being a complex approach. The training of Black Belts and Green Belts is required in order to be able to use statistical tools and handle the projects effectively. Senapati (2004) mentions that these trainings and solutions to problems can be costly for many businesses. Bendell (2006) states that there is no formal link to policy deployment in Six Sigma. Since Six Sigma projects are chosen depending on their cost-effectiveness, it is possible for this cost-down approach dominates the primary customer driven focus. and may shift it to cost-down possible to be dominated by immediate cost down driver (Bendell,2006). 2.3 Similarities and Differences between Lean and Six Sigma: The point of intersection -overlapping areas(kà ¼me Ã…Å ¸ekli) The intersection point:Similarities-The area of convergence Both approaches have related operating philosophies,performance objectives,work focus,team approach and improvement focus (Watson,2003). Lean Six Sigma Since Lean Sigma or Lean Six Sigma (LSS) is a relatively new management trend, there is not much literature available comparing to the information and facts found about Lean and Six Sigma alone. Recently, many companies have started to combine continuous improvement programs together by utilising the best of each initiative to get an extensive and more effective program than individual programs (Bhuiyan and Baghel, 2005). Thus, Lean Six Sigma is evolved as a hybrid methodology that encompasses benefits from both Lean and Six Sigma (Bhuiyan and Baghel, 2005). Watson (2003) defines the merge between Lean and Six Sigma as a marriage of necessity. The objective of this integrated approach is boosting quality and reducing costs through elimination of waste and variation reduction (Kamensky,2008). The origins of Lean and Six Sigma come from different roots however they both have an aim of improving the processes of a business. It has been shown that the benefits achieved with LSS cannot be achieved when applying Lean or Six Sigma solely (Bhuiyan and Baghel, 2005). This data-driven approach enables sustainable competitive advantage if properly applied (Burgess,2009). In the report of John Maleyeff (2007) to IBM Business of Government, LSS is defined as: Lean Six Sigma encompasses many common features of Lean and Six Sigma such as an emphasis on customer satisfaction,a culture of continuous improvement,the search for root causes,and comprehensive employee involvement.In each case,a high degree of training and education takes place,from upper management to shop floor. It is now being realised by many businesses that Lean is more powerful and meaningful when combined with Six Sigma and vice versa (Watson,2003). Many businesses in both manufacturing and service sector including GlaxoSmithKline,Xerox and Dell turned to Lean Six Sigma and achieved significant benefits (Neuhaus and Guarraia,2007). There has to be a careful blend of Lean and Six Sigma that brings two extremes into equilibrium. One end is becoming too Lean thus being very responsive to the market whereas the other end is too much focus on reducing variation beyond the expectations of customers resulting in unnecessary resources being wasted to achieve zero variation (Pepper and Spedding 2010). The optimum point is where market share is maintained by creating sufficient value in the eyes of a customer and the process variation is kept inside acceptable levels to achieve lower costs without over-engineering (Pepper and Spedding 2010). Principles George (2002) states the principles of LSS as the activities that cause the customers critical-to-quality issues and create the longest time delays in any process offer the greatest opportunity for improvement in cost,quality,capital,and lead time. Focus is on customer needs as in Six Sigma and also on speed as in Lean, in order to be responsive to market by shortening lead times. It should be noted that there is no standard framework of LSS that businesses can take it and apply step by step for a specific problem. In other words, there is no one fit for all since it depends on the situation and also the environment within a company. Nevertheless, there have been some attempts regarding different ways of implementing LSS in the literature and industry. Some authors argue that it would be more effective when Lean is used as a first step smoothen the process by eliminating waste and then run the DMAIC cycle. Another view is to implement Lean tools within DMAIC cycle as it can be seen in the work of Kumar et al (2006). Thomas et al. (2009) also proposed a similar framework where basic Lean principles are integrated in each phase of DMAIC method. Criticism Since it is a new breadth in the area of management, LSS has become the target of criticism in the literature. Bendell (2006) suggests a single approach that effectively combines the two philosophies rather than an alleged combination (Pepper and Spedding,2010). Another criticism is about the compatibility of these two approaches. Mika (2006) argues that Six Sigma cannot be embraced by the workers in the shop floor since it requires an effective use of statistical tools and techniques unlike Lean. In contrast, George (2003) outlines several points that Lean compliments Six Sigma and vice versa. Furthermore, since LSS is an integration of two different approaches there is a possibility that one dominates other throughout implementation. Some authors and practitioners see this new continuous improvement initiative as the latest management fad. However, Westwood and Silvester (2007) argue that these approaches such as Six Sigma, Lean or Lean Six Sigma are not fads but they are vital for improving and sustaining competitive advantage. As opposed to views about the negative social aspects of LSS, Burgess (2009) strongly disagrees that it does not support creativity and turns people into robots mainly due to increased workload. It has been argued that the continuous improvement initiatives including LSS are not working well in small-to-medium-sized enterprises (SME) due to lack of critical success factors such as commitment from top management, lack of understanding of tools and techniques and lack of financial capability (Thomas et al. 2009). 3. Findings In this section, an attempt is made to present examples regarding the application of Lean Six Sigma in both manufacturing and service sectors. Manufacturing firms were the early adopters of LSS. Then, it was embraced by the service sector in the 1990s (Kamensky,2008). Halliburton, which is one of the worlds largest oilfield providers, began to implement Lean Six Sigma in 2004, in response to the growth in demand with the purpose of being able to respond customer needs by increasing efficiency and improving customer service (Atkinson,2009). The amount that they used to produce in the manufacturing plants is tripled as a result of reduced cycle times and high utilisation of their equipments. Halliburton also encouraged its supply base to adopt the same strategy so that a synchronisation can be achieved in terms of being more responsive to the market (Atkinson,2009). The main reason to implement LSS approach in Caterpillar Inc. was to gain competitive advantage by breakthrough improvements. As a result of innovative products, their revenues had grown by 80 percent (Byrne et al.2007). Another notable example would be Xerox Corp., which was having problems with its long filing time for patents so first of all the root causes of delays were identified. To eliminate these non-value added steps, Xerox Lean Six Sigma team carried out DMAIC, and came up with a solution which reduced the cycle time of 64 days and saved $400,000 in overall time (Xerox Corp. Brochure,2009). National Grid, who is a client of GE Fleet Services in the UK listened to the voice of its customers and applied Lean Six Sigma to reduce the time spent running (issuing and managing) order prompts (Fraser and Fraser,2008).This project is an example of a well-applied Lean Six Sigma method in a service sector in terms of achieving expected results in a timely fashion (Fraser and Fraser,2008). In the work of Kumar et al. (2006), the implementation of LSS in a die casting manufacturer is resulted in a significant decrease in the number of defects occurred in the final product and an overall savings of around $140 000 per year. Apart from the success stories, National Health Service Modernisation Agency (MA) in UK, is a well-known failure case of LSS. In 2004, Six Sigma together with Lean implemented in NHS to improve processes and quality (Proudlove and Moxham et al., 2008). Whereas, due to lack of well-designed processes, lack of support and unclear link between business strategy, it resulted in failure (Montero,2010). 4. Discussion In light of the findings and review of literature, the advantages and disadvantages of LSS will be discussed in this section. It is believed that this integrated approach will bring better results when the structured and systematic approach of Six Sigma came together with the agility of Lean with a focus of customer in the centre (Antony et al,2003). Despite some views arguing its effectiveness, in theory, by integrating the best of Lean and Six Sigma, the outcome would be satisfactory or even delightful both from the organisations and the customers point of view that creates a win-win situation. According to Arnheiter and Maleyeff (2005), if Lean firms adopt Six Sigma principles, costs incurred by defective products such as rework or scrap costs and the related overhead costs can be reduced. Likewise, when Six Sigma companies adopt Lean principles, faster lead times and deliveries can be achieved. Antony et al. (2003) outlines four major benefits of implementing LSS as; becoming faster and more responsive to customers, striving for Six Sigma capability level, operating at lowest costs of poor quality, achieving greater flexibility throughout the business (Antony et al.,2003,p.41). Companies that have successfully implemented Lean Six Sigma have gained considerable benefits in terms of increased shareholder value and market share. Based on the examples of several companies given in the Findings section, these benefits are provided in dollars. On the other hand, a recent BainCo.survey of 184 companies, shows that 80 percent is dissatisfied with the results they got from their LSS efforts because they have not achieved their goals in both monetary terms and level of improvement (Neuhaus and Guarraia,2007). Because it brought many advantages to leading firms, it does not imply that every attempt will be success or that every firm is ready for this initiative. Basu (2001) outlines the difficulty of sustaining a process improvement program even it may be successful in the beginning. Thus, this situation causes employee layoffs and a decrease in employee morale (Basu,2001). Despite being a powerful engine for businesses, the necessity of high skills to be able to use relevant tools and techniques is seen as one of the weaknesses of LSS (Montero,2010). This factor is seen as a critical prerequisite for the successful implementation of LSS. Though,the training and necessary investment can be costly to some companies. Therefore, this situation may limit its applicability. Unless a necessary change within the business is done including cultural aspects, mindset of employees together with the full commitment of top management, the result will be a failure. 5. Conclusion Many businesses in various sectors have recently started to adopt LSS either as a result of an external pressure or due to inadequate results achieved with their current methodology applied (internal need). Benchmarking plays a significant role in creating a trendy environment in the market where companies follow the giants and trying to adopt the best practice in order not to be obsolete. Although, this integration is seen as a fad by some authors and practitioners The concept was emerged as a response to market requirement. This merge between initiatives Regardless of the continuous improvement strategy that is chosen to follow, there is a common ground that no positive results can be gained without an adequate support, and attention across the business. There are still some uncovered areas of LSS for further research or no one knows what is next.

Essay --

From Norway which has the highest gender development rate in the world of an outstanding 0.941 and Iceland which ranks number one overall to Yemen and Pakistan who are ranked lowest at 136 and 135 respectively, no matter how far who go or where you travel gender inequality exist, even if just at a minute scale. Gender inequality is the un equal treatment of an individual solely due to their gender it is measured internationally using the gender development index. d Gender inequality has been going on for centuries and action to change the gender roles in society have just only recently begun just over 50 years ago. The large disparity can be clearly seen in social, economic, cultural and political status of women worldwide. Another key factor the had a huge impact on gender inequality is the interpretations of holy text in different religions. Education is key in achieving gender inequality around the world. With 2/3 of children in the world that receiving less that 4 years of education being girls and 70% of the 855 million illiterate adults in the world being female there is no doubt that gender inequality predominantly discriminates against females. Without basic education women will have no opportunity to advance economically, politically or socially. In todays society people with out education are seen as less worthy and of a lower standard to those who are educated. Without the chance to obtain proper education women who don’t have the opportunity to go to school are immediately subject to a life of being a housewife. This is a wide scale problem with issues ranging from social and economical issues to look at. The Yemen government has realized the importance of equal education and as a result of new policies and i... ...he world less than 16% of the worlds parliamentarians are women, and early in 2010 only 15 heads of state or government were women and this needs to change. Gender inequality ranges in intensity depending on where you live in he world but it always exists. Women in sub-Saharan Africa are 23% less likely to own a mobile phone, 24% less likely in the Middle East and 37% in South Asia. This is an example of how even in the smallest ways women are discriminated against. Although collectively a lot of progress has been made only 28 countries have achieved the 30% target for women in decision-making positions set in the early 1990’s. From Iceland to Yemen gender inequality still exist and will continue to exist for a long time but as mindsets change and people continue to pressure society to have new norms we can change the future of many generations of women to come.

Burrhus Frederic Skinner Essays -- B.F. Skinner Psychologists Psycholo

Burrhus Frederic Skinner People do on a day to day basis, many actions without realizing it, and most of the time, they don’t know why they do them. Certain reinforcements, some positive, and some negative have conditioned their actions and thoughts. All organisms, including humans, are greatly influenced by the consequences produced by their own behavior. The environment holds the key to most of the changes that occur in the way a person behaves and a human’s own behavior brings consequences that change his or her actions (B. F. Skinner). Dr. B.F. Skinner forged the theory of Behaviorism, â€Å"a school of psychology that rejects the unobservable and focuses on patterns of responses to external rewards and stimuli† (Skinner, B. F.). Burrhus Frederic Skinner was born March 20, 1904, and raised in Susquehana, Pennsylvania, where his father worked as a lawyer and his mother was a strong and intelligent housewife (Boeree). Skinner’s parents encouraged him in his schoolwork, and he was well read as a child (B. F. Skinner). B. F. was â€Å"an active, out-going boy who loved the outdoors and building things, and actually enjoyed school† (Boeree). He enjoyed literature and biology especially (B. F. Skinner). Skinner attended Hamilton College in New York State (R. W. Kentridge). â€Å"He didn’t fit in very well, not enjoying the fraternity parties or the football games. He wrote for school paper, including articles critical of the school, the faculty, and even Phi Beta Kappa! To top it off, he was an atheist – in a school that required daily chapel attendance† (Boeree). He continued to read widely and to pursue interests in literature and biology. He began to write a lot of fiction and poetry, and became known as an aspiring poet. After his junior year, he attended the Summer School of English at Breadloaf, where he met Robert Frost (B. F. Skinner). When he graduated, â€Å"he planned to spend a year writing a novel, but found that he had nothing to write about and suffered through what he would later refer to his ‘dark year’†. Skinner considered pursuing graduate study in English, but eventually settled on psychology instead. â€Å"The choice of psychology followed Skinner’s realization that what intrigued him about literature was actually human behavior, a topic he felt could be approached more suitably through science† (B. F. Skinner). The writi ngs of Frances Bacon had interested... ...ood and bad. He tested his theory by inventing the Skinner Box and operant behavior. With his theories and testing, people now know how the many actions they perform throughout the day, and why they perform them. Works Cited A Science Odyssey: People and Discoveries: B. F. Skinner. PBS. 15 May 2000. <http://www.pbs.org/wgbh.aso/databank/entries/bhskin.html>. B.F. Skinner. Boise State University. 9 May 2000. <http://education.boisestate.edu/FACHTML/cohort3/skinner.htm>. B.F. Skinner Foundation - Documents - A Brief Survey of Operant Behavior. The B.F Skinner Foundation. 14 May 2000. <http://www.bfskinner.org>. Boeree, Dr. C. George. B.F. Skinner. 9 May 2000. <http://www.ship.edu/~cgboeree/skinner.html>. Leahey, Thomas H. "Skinner, B.F." Academic American Encyclopedia. 1995 ed. R. W. Kentridge. Skinner Box. 17 May 2000. <http://www.biozentrum.uni- wuerzburg.de/genetics/behavior/learning/Skinnerbox.html>. Skinner, B. F. 17 May 2000. <http://www.encyclopedia.com/articles/11954.html>. Skinner, B. F. About Behaviorism. New York: Alfred A. Knopf, 1974. Skinner, B. F. Science and Human Behavior. New York: Macmillian, 1953.

The Characteristics of Voluntary Schools in Relation

The Characteristics of Voluntary Schools in Relation to Education Stages and Governance When choosing a voluntary school there are several things that you should consider. Firstly, there are two kinds of voluntary school; voluntary-aided and voluntary-controlled. Both have strong connections to some description of religious organisations and/or charities. A voluntary-aided school is managed by its own governing body.It is the governance of the school who decides upon the criteria set for admissions. They also have complete control over the employment of both internal and external staff. However, the school’s buildings and the land on which they sit are owned by religious organisations and/or charities. These organisations or charities help to fund the school alongside the Local Education Authority (LEA).The school’s governance contributes to any building work and the maintenance of the present building structures and outdoor areas. A voluntary-controlled school is both funded and managed by the LEA, but the land and buildings are owned by a charity or religious organisation. The LEA and governance of the school are responsible for the provision of any services the school requires, such as general maintenance and hiring staff.It is the job of the governors to choose those they wish to hire, however there are usually a few members of staff employed from the charities or organisations who are involved. Both voluntary-aided and voluntary-controlled schools teach children in primary as well as secondary schools, although there are a higher percentage of primary schools in the voluntary school category*. *(http://en. m. wikipedia. org/wiki/voluntary_aided_school#section_2) * (http://en. m. wikipedia. org/wiki/voluntary_controlled_school#section_2)

Code of Conduct and Ethical Standards for Public Officials

ETHICS â€Å"Is deciding what is RIGHT and doing it† ETHICS is equated with: * Good Governance: It requires us to decide what is good. * Public Service Ethics: Requires us to give quality service to the public. * Standards, Rules, Morals – ETHICS is the â€Å"science of human duty†. ETHICS OF GOVERNANCE Good Governance is characterized with: * Accountability * Transparency * Participation * Non-Discrimination * Responsiveness * Poverty Alleviation (According to UNDP as cited by Carino) * Participation * Rule of Law * Transparency * Responsiveness * Consensus Orientation * Equity * Effectiveness and Efficiency * AccountabilityEthical Bases * RULES * RESULTS * RELATIONSHIPS * TRADITION RULES as an Ethical Basis – We believe in them as coming by divine revelation. – With authority or of our community. The utilitarian principle focuses our attention on results or the consequences of our actions. It has been expressed traditionally as â€Å"Seeking the Greatest Good for the Greatest Number† RELATIONSHIPS as an Ethical Basis Confucius’ â€Å"Golden Rule† of caring: â€Å"Do not do to others what you would not have them do to you†. Jesus Christ’s expression of LOVE: â€Å"In everything, do to others as you would have them do to you†. TRADITION as an Ethical BasisTraditional Ethics – the ethics of earlier generations that is based on tradition. It is right to act in certain way because that is what it has always been done. RULES as an Ethical Basis * Section 1, Article XI, 1987 Constitution – Public Office is a Public Trust. Public Officials and employees must at all times serve the people with utmost responsibility, integrity, loyalty and efficiency, act with patriotism and justice, and lead modest lives. † * Section 28, Article II, 1987 Constitution – The State shall maintain honesty and integrity in the public service and take positive and effective measures again st graft and corruption.RA 3019 â€Å"Anti-Graft and Corrupt Practices Act† (Anti-Graft Law) Enacted in 1861 Graft is defined as â€Å"the acquisition of gain or advantage by dishonest, unfair or sordid means, especially through the use of one’s position or influence in politics, business, etc. † (People vs. Bernales, September 3, 1968) Graft and corruption is an act or omission involving breach of the rules of decency, honesty and efficiency, for the purpose of obtaining undue advantage at the expense of the government-owned resources. In our legal system, graft and corruption is basically a crime. BALDRIAS, Napoleon S. The Legal Implications of Graft and Corruption† Corruption is â€Å"an act done with an intent to give some advantage inconsistent with official duty and the rights of others. It includes bribery, but it is more comprehensive, because an act may be corruptly done through the advantage to be delivered from it be not offered by another. â⠂¬  (Magallanes vs. Provincial Board, 66 O. G. 7839) Corruption is the perversion or destruction of integrity of fidelity in discharging public duties and responsibilities by bribery or favor. It entails the use of public power for private advantage in ways which transgresses some formal rule of law. Tendero) RA 6713 â€Å"Code of Conduct and Ethical Standards for Public Officials and Employees† signed into law by then President Corazon C. Aquino on February 20, 1989 RA 6713 Rule X. Grounds For Administrative Disciplinary Action Directly or indirectly having financial and material interest in any transaction requiring the approval of his office. Owning, controlling, managing or accepting employment as officer, employee, consultant, counsel, broker, agent, trustee, or nominee in any private enterprise regulated, supervised or licensed by his office, unless expressly allowed by law.Engaging in the private practice of his profession unless authorized by the Constitution, law or regulation, provided that such practice will not conflict or tend to conflict with his officials functions. Recommending any person to any position in a private enterprise which has a regular or pending official transaction with his office. Soliciting or accepting, directly or indirectly, any gift, gratuity, favor, entertainment, loan or anything of monetary value which in the course of his official duties or in connection with any operation being regulated by, or any transaction which may be affected by the function of his office.Unfair discrimination in rendering public service due to party affiliation. Disloyalty to the Republic of the Philippines and to the Filipino people. Failure to act promptly on letters and requests within 15 working days from receipt, except as otherwise provided in these Rules. Failure to attend to anyone who wants to avail himself of the services of the office or to act promptly and expeditiously on public personal transactions. Failure to file sworn st atements of assets, liabilities and networth, and disclosure of business interests and financial connections.RA 9485 â€Å"Anti-Red Tape Act of 2007† signed into law by Pres. Gloria Macapagal-Arroyo on June 02, 2007 Violations Refusal to accept application and/or request within the prescribed period or any document being submitted by a client. Failure to act on an application and/or request or failure to refer back to the client a request which cannot be acted upon due to lack of requirement/s within the prescribed period. Failure to attend to clients who are within the premises of the office or agency concerned prior to the end of official working hours and during lunch break.Failure to render frontline services within the prescribed period on any application and/or request without due cause. Failure to give the client a written notice on the disapproval of an application or requests. Imposition of additional irrelevant requirements other listed in the first notice. Grave Of fense Fixing and/or collusion with fixers in consideration of economic and/or other gain or advantage. Rule X. Grounds For Administrative Disciplinary Action * Directly or indirectly having financial and material interest in any transaction requiring the approval of his office.RED TAPE Inaction/No Action Slow Action Inappropriate/Wrong Action Inadequate/Insufficient Action Services that are: Not delivered Mis delivered * Under delivered * Poorly delivered UNLAWFUL ACTS RA 3019 * Graft and Corruption * Malversation RA 6713 * Pecuniary interest * Conflict of interest * Nepotism * Not all things that are Legal are Moral ! * UNETHICAL BEHAVIOR is not necessarily illegal but nevertheless is contrary to what is RIGHT and doing WHAT IS NOT RIGHT. * Unethical Behavior * Yields Adverse Results * Violates the Norms of Relationships and Traditions Disservice to the Government and the People * Bad Image of the Government DI BAWAL, PERO DI DAPAT! PADRINO SYSTEM KAMAG-ANAK SYSTEM WASTAGE OF OFFIC E SUPPLIES AND EQUIPMENT Engaging in group discussion while clients are kept waiting Telebabad Too Much Texting During Office Hours Reading newspaper during office hours LOAFING Improper or Inappropriate Attire CLOCK-WATCHING EXTENDED BREAK GOING OUT OF THE OFFICE WITHOUT PERMISSION Dehumanizing Situations Rob a person of his/her dignity. Diminish his/her worth as a person. Destroy his/her total being. It’s the CHOICES that make us who we are. And we can always choose to do what’s right. † – Peter Parker â€Å"Spiderman 3† Every officials of the government, even the most modest, has a job to perform and is as much in duty bound to perform that job well as those occupying higher positions. In our effort to give the people the best government that there is, we have to have everybody do his job, including the Clerk, the policeman – everybody in the service. Everyone of them should do his best because a government cannot be a government of higher officials only. Pres. Manuel L. Quezon