Kindergarten Readiness Skills Promotes Academic Achievement Essay

Potential Questions * Does attending Pre-Kindergarten lead to a greater success rate in Kindergarten? * Is academics more important than developing the whole child? * What advantages are achieved by students who attend Pre-Kindergarten compared to those that do not? * Why do some parents prefer not to allow their child to attend Pre-Kindergarten? * How does pre-kindergarten lottery selections affect readiness skills? Keywords Success rate Academic success Public Pre-Kindergarten Public Kindergarten. Readiness skills Parent educational level Educational Significance The researcher will use the qualitative methods approach, which would be most beneficial to support the topic. In qualitative research, the numbers and types of approaches have also become more clearly visible during the 1990s and into the 21st century. Books have summarized the various types (such as the 19 strategies identified by Wolcott, 2001), and complete procedures are now available on specific qualitative inquiry approaches. Case studies are a strategy of inquiry in which the researcher explores in depth a program, event, activity, process, or one or more individuals. Cases are bounded by time and activity, and researchers collect detailed information using a variety of data collection procedures over a sustained period of time (Stake, 1995). Background/Need for the Study Most of the long-term research on the effects of preschool focuses on low-income children. There is very little data on any long-term benefits for middle-class children. A growing number of states have started to fund preschool programs offered at public schools, called pre-kindergarten (or pre-K) programs. Reason for interest in topic As a Kindergarten teacher in the public school system for over ten years, it has amazed me that some students enter Kindergarten ill prepared. Readiness skills are a key factor in a child experiencing academic success during the early years of school. The achievement gap is gradually closing within our school district. However, outreach to parents is still vital in order to help them understand the importance of early childhood learning. References Creswell, J. W. (2008). Qualitative, quantitative, and mixed method approaches. (3rd ed. , p. 13). Sage. Stake, R. E. (1995). The art of case study research. Thousand Oaks, CA: Sage. Wolcott, H. T. (2001). Writing up qualitative research. (2nd ed. ). Thousand Oaks, CA: Sage. (n. d. ). Retrieved from http://www. healthofchildren. com/P/Preschool. html.

Case Study †AES Corporation Essay

Dennis Bakke, the CEO of AES, a company that develops, builds and operates electric power plants, sat in his office late in 1996 and thought about the question that was perennially posed to him: could AES, soon to have some 25,000 people located literally all over the world following a recent purchase of power plants in Kazakhstan, continue to operate with virtually no staff functions and, specifically, without any human resource staff anywhere in the corporation? The absence of centralized staff — or, for that matter, much staff at all — had been one of the themes guiding the design and operation of the corporation since its founding. The company, in addition to having no personnel department, had no public relations, legal, environmental, or strategic planning departments. Its chief financial officer, Barry Sharp, saw his job not so much as running a centralized finance function but rather as helping all the AES employees as they made important decisions about financi ng and investments in a very capital intensive business. But the company was becoming much larger and increasingly geographically dispersed. Perhaps those early decisions needed to be rethought. Could what worked for so long continue to work as the corporation grew and operated increasingly on a global basis? Could the advantages of flexibility and having virtually every employee feel responsible for almost all aspects of the corporation’s operations continue to outweigh the costs of an absence of specialization and the need to have people always learning new tasks and new things? Was this continuous learning of new things really a disadvantage at all, or as Bakke thought, how one created a real â€Å"learning organization?† What Bakke recognized was that AES was different from most other corporations. How different should and could it remain? And if it remained different, how should it deal with the strains that growth and geographic differentiation would inevitably place on an organization that had always been managed by a strong set of values and a shared culture? This case was  prepared by Professor Jeffrey Pfeffer as a basis for class discussion rather than to illustrate either effective or ineffective handling of an administrative situation. Support for this case was provided by the Human Resources Initiative of the Graduate School of Business. The author would also like to acknowledge Robert Waterman for his introduction to the company. BACKGROUND AND HISTORY AES (originally called Applied Energy Services) was founded in 1981 by Roger Sant and Dennis Bakke. Originally supplying consulting services to the energy industry, the company began operating its first power plant in Houston in 1986 and went public as AES in 1991. By the end of its 1995 fiscal year, AES was selling electricity to customers in the United States, England, Northern Ireland, Argentina, and China, and had plants under construction in Pakistan. A list of AES operating facilities, their size, and fuel source, is provided in Exhibit 1. The company saw itself as â€Å"the global power company† and had as its mission â€Å"supplying electricity to customers world-wide in a socially responsible way.†Ã¢â‚¬Ëœ The electric power generation business has always been very competitive and the competition was increasing. Many subsidiaries of large oil and gas companies, organizations with substantial financial resources, were entering the business. The business was also complex. Building or purchasing existing power plants was a process that was heavily influenced by governmental decisions and actions, and often took two to four years at least to complete. AES owned and operated its plants under a number of different financial arrangements. Some plants were whollyowned by AES. Others were owned under various joint venture arrangements. For instance, the Medway plant in England was joint venture between AES and two privatized British utilities, Southern Electric and SEE-BOARD. The plant in San Nicolas, Argentina was owned by a partnership in which AES held 70% interest and Community Energy Alternatives, Inc. and the people at the plant held the rest. AES’s operations in China were conducted by a separate subsidiary, AES  China Generating Company Ltd., that was capitalized in February, 1994 with funds from AES and an initial public offering. The company was traded on the over-the-counter market, but recently AES had announced plans to purchase the interest in the subsidiary it did not own. Thus, financing and ownership arrangements were varied and often required protracted negotiations and the ability to work with a number of different partners. Most of the growth in demand for electricity, as well as most of the privatization opportunities, were occurring in developing or emerging economies and three-quarters of AES’s development people and financial resources were focused on those markets in 1996. AES saw as its competitive advantage against larger and better financed competitors its agility or speed and its ability to commit corporate equity and to arrange complex financial transactions. It also had some â€Å"disadvantages,† particularly its emphasis on integrity that precluded the company from doing some things to obtain business that not all of its competitors were as reluctant to do. The company’s two founders both had extensive experience in government prior to founding AES, and to some extent this helped steel their determination to avoid creating a bureaucratic organization resembling the government. Bakke, a 1970 MBA graduate from Harvard Business School, had worked following graduation at the Department of Health, Education, and Welfare and then in the Office of Management and Budget before moving to the Mellon Institute’s Energy Productivity Center in Washington, D.C. There, he and Sant, another Harvard MBA who had headed the Ford administration’s energy conservation efforts, worked together and AES 1995 Annual Report, p. 1. wrote a book, Creating Abundance: America’s Least-Cost Energy Strategy. Out of the research for that book and their work on energy policy for the Ford and Carter administrations came the idea to start AES as a participant in the new independent power producer industry. Both Bakke and Sant are individuals with strong moral convictions and indeed both have a touch of the missionary in them. Bakke is very active in both charitable and  Christian church (Baptist) activities. This social conscience and sense of a higher purpose or calling has pervaded the operation and management of AES since its inception. For example, Bakke’s description of the purpose or mission of AES is â€Å"to steward resources to meet the needs of society.† 2 From the beginning, AES has had a strong set of core values and beliefs about people that it works hard to operationalize on a continuing basis. The four core values are: Integrity †¦ Integrity comes from the Latin word, `integra,’ which means `wholeness.’ By carefully weighing all factors–ethical concerns, stakeholder interests, and societal needs–AES strives to act with integrity in all of its activities. Fairness . . . the term `fairness’ means `justice.’ Often `fairness’ is confused with `sameness’ †¦ We don’t mean that. AES aspires to give everyone special treatment. Everyone is unique †¦ And the effects of treating people justly in corporate systems and organizations can be profound. Social responsibility. The most socially responsible thing a corporation can do is to do a superb job of meeting a need in society. Therefore, companies must carefully manage capital, employees and intellect to meet a societal need. For AES, the first step in this process is to ensure that every generating plant is operated in a clean, reliable, safe, and cost-effective manner. But we have chosen to go beyond these essentials †¦ That is why we plant millions of trees to offset carbon dioxide and build new schools and take numerous other steps to improve our environment and build communities. Fun †¦ For us, `fun’ means establishing an environment in which people can use their gifts and skills to make a difference in society without fear of being squelched. Creating a fun workplace environment requires a positive view of humanity that begins with the people who work in the corporation.3 AES also has a set. of core assumptions about people that it tries to use in design ing and managing its organization. These assumptions are that AES people: 1) Are creative, thinking individuals–capable of learning and making decisions, like to control their environment and can be trusted; 2) Are responsible–can be held accountable; An important element of AES is its commitment to four major â€Å"shared† values .. . AES believes that earning a fair profit is an important result of providing a quality product to its customers. However, if the Company perceives a conflict between these values and profits, the Company will try to adhere to its values–even though doing so might result in diminished profits or foregone opportunities. Moreover, the Company seeks to adhere to these values not as a means to achieve economic success, but because adherence is a worthwhile goal in and of itself The Company intends to continue these policies after this offering.s To AES, simply maximizing profits is not the primary objective of the corporation. Dennis Bakke has written: Where do profits fit? Profits . . . are not any corporation’s main goal. Profits are to a corporation much like breathing is to life. Breathing is not the goal of life, but without breath, life ends. Similarly, without turning a profit, a corporation, too, will cease to exist. . . . At AES we strive not to make profits the ultimate driver of the corporation (although I admit we slip from time to time in this regard). My desire is that the principles to which we strive would take preeminence.6 AES operationalizes its values and its commitment to them in myriad operating policies and practices. An example, drawn from a common stock offering prospectus in 1993, helps to illustrate how the company turns its values into actions: Most of the Company’s plants operate without shift supervisors. The project subsidiaries are responsible for all major facility-specific business functions, including financing and capital expenditures†¦. Every AES person has been encouraged to participate  in strategic planning and new plant design for the Company. The Company has generally organized itself into multi-skilled teams to develop projects, rather than forming `staff’ groups †¦ to carry out specialized functions. Two examples illustrate these principles of decentralization and empowerment in action. Most financial decisions at this financially-leveraged company are not made by the chief financial officer, Barry Sharp, but rather by AES project teams comprised largely of people with no formal training in finance. For instance, â€Å"hard as it is to imagine, CFO Sharp has raised less than $300 million of the approximately $3.5 billion of funding for AES’s 10 power plants. The multidisciplinary project team working on each new plant is charged with that task, even if the team has little finance experience. Bankers phone Sharp expecting him to call the shots, but he demurs and instead gives the bankers a list of the team members so the bankers can call them directly. At the AES plant in Thames, Connecticut, a task force including front-line people invest the plant’s debt reserves, negotiating directly with investment bankers and, in the process, learning a lot about finance and fi nancial markets. Pam Strunk, the financial superintendent at the plant, said that it was important that â€Å"they have the fun and novelty of doing something that’s different from what they do all day. If we lose 100 basis points for a few days, then that’s the price we pay.† 8 Another example comes from a description of how the corporation built a $404 million project in Cumberland, Maryland. The project took ten years to put together and was handled by a team of 10 people who â€Å"secured 36 separate permit approvals involving two dozen regulatory agencies and arranged financing that involved tax-exempt bonds and 10 lenders. Normally, such projects require hundreds of workers, each with small specific tasks to perform within large corporations.†9 What is particularly noteworthy is the composition of the team. With two exceptions, they were all under 40 years old and many had little or no previous experience doing what they did on the project. Paul Burdick, a mechanical engineer with no MBA or any formal training in finance, handled the complex financing of the project. Ann Murtlow, the team leader, was a thirty-five year old chemical engineer who also did not have an MBA degree. The composition and operation of the team illustrates a core AES concept of allowing people to try new things. Although eschewing the pursuit of profits or maximizing shareholder value as the primary objective of the company and, in fact, doing numerous things to operate according to the four core values, the company has nonetheless been very financially successful. As seen in Exhibit 2 using data drawn from its 1995 Annual Report, the firm enjoyed a 105% growth in revenues between 1991 and 1995 and during that period grew its earnings per share more than 113% while its total assets grew almost 70% and its shareholders’ equity grew 289%. The annual report also illustrates some other unique things about the company and how it views itself. The document lists by name each of the 1,258 people who work for the company on pages 49-53. The discussion of operations in the letter to the shareholders has, as its first section, one on Shared Values/Principles. That section reported on the results of the annual employee survey and discussed both improvements (â€Å"there is less concern this year about an imbalance between shareholder and other stakeholder interests. There is also less fear that our principles will erode as we create businesses in many nations†) as well as problems (â€Å"Some of our people at Thames . In eight years, the value of a share of AES stock went from $2 to $250, and $10,000 invested in AES in 1982 would now be worth $10 million. In late 1996, the company’s shares were near an alltime high and were selling at a multiple of about 30 times earnings, indicating that Wall Street appreciated — even if it did not always fully understand — at least the financial aspects of the AES story. THE THAMES, CONNECTICUT PLANT Although no plant at AES is exactly like any other, in part because of the value placed on decentralization, the operation in Connecticut is typical of AES. The Thames plant is located in Uncasville, Connecticut, near New London, and about 45 minutes from Providence, Rhode Island. The plant is located on only seven acres and is in close proximity to neighboring houses. The plant cost $260 million to construct and uses coal for fuel. It began commercial operations in March, 1990, supplying 181 megawatts of electricity to Connecticut Light and Power and up to 100,000 pounds of steam per hour to Stone Container’s paper recycling plant that is adjacent to AESThames. The plant has operated on average at over 95 percent of capacity since it opened, compared to 83 percent for the industry as a whole. Consistent with the AES value of social responsibility, the plant strives to be a â€Å"good neighbor† to those living nearby. A visitor to the plant is immediately struck by its cleanliness, and the people who work in the plant are proud of its appearance. The walls of the plant exterior are very light colored (off-white), so that any dirt would be immediately visible. The color of the walls was intentionally chosen to encourage respect for the physical environment and cleanliness. The place where the coal is unloaded from the barges that bring it up the Connecticut River is also immaculate. The coal handling system is covered to  avoid excess dust or debris getting into the surroundings and the unloading dock and surrounding area is swept by a mechanical sweeper after the once a week delivery. There is no smell of sulfur in the air, and in fact, no odor at all. The attitude of cleanliness extends inside the plant as well. For instance, there are two â€Å"lunch rooms,† although both have stoves, and one has a microwave oven, cooktops, refrigerator, and   dishwasher as well, which makes them more than a typical plant eating area. Quite elaborate meals are cooked there. Both lunch rooms are clean with no dirty dishes sitting around. The cabinetry is of excellent quality and appearance as are the appliances. The turbine rooms are also imma culate. In keeping with AES’s social responsibility and concern for the environment, the AES Thames plant has funded a project to plant 52 million trees in Guatemala, designed to reduce the greenhouse effect produced by the burning of coal to produce power. The number of trees was selected based on estimates of the number required to absorb the entire amount of carbon dioxide produced in the plant during its anticipated 40-year life span. In the fall of 1996, Thames employed a total of 59 people, including five in adininistration, seven area superintendents, nine in maintenance, five in material handling and processing, eight instrument and electrical repair technicians, and 20 operations technicians. The full staffing level for the plant is 63 positions, and hiring was occurring at the time. A number of the plant’s employees had previously worked either for the Navy or General Dynamics at the nearby Groton, Connecticut shipyard. About 20% of the people in the plant have college degrees, including Associate’s degrees. Recall, these are the people that are handling the investment of the plant’s debt reserves of several millions of dollars and essentially making all of the decisions in a collaborative environment. There is very little emphasis on  formal credentials in the hiring process. And this is true throughout AES. The company has about twenty to thirty MBAs, many of whom have been in the company a while. Most have come from their home (non-U.S.) countries. At AES, no one gets hired into the company at a senior level, and the company tends not to use headhunters for jobs at any level. The company also has tried not to hire directly into project director (new development) positions. AES-Thames has an extremely low turnover rate, as does AES generally. One of the reasons for the low turnover is that AES is a different and special place and people know it and value that fact. To be written about in the Wall Street Journal and other publications, to receive many visits, reinforces the pride and feeling of uniqueness that AES people share. People do often move within the company. Out of perhaps 70 people who were in the Thames plant when it began, only 4-5 people have left the company in seven or eight years. The low turnover is also because, as one person put it, â€Å"we all have the ability to expand what we do.† The plant organization has three levels — the plant manager, the seven area superintendents, and the front-line people. Because the facility operates continuously, there is some shift work. After some experimentation, people now work three twelve-hour shifts and then have three days off. They then rotate between the night and day shifts. The first shift is from 6:30 in the morning until 6:30 at night, and the second shift is from 6:30 P.M. to 6:30 A.M. Maintenance has a standard 40 hour week but the individuals have pagers, and they rotate responsibility for off-hours coverage.

Act of Kindness

Realistic is a story on an act of kindness I did for this girl I didnt know to well. One day as I was walking home from my old school I saw this girl, she looked like a complete nerd someone I wouldnt normally talk to. She was walking home looking really sad, kind of like she had no one to talk to. I walked over to her and introduced myself and she also told me who she was; she said her name is Baby. She was carrying books in her hands and It looked heavy I asked her If I could help. She nodded and told me I was more then welcome. I walked her home that day. I asked ere If she would like to hang out sometime to call me and gave her my number, a few weeks later we were best friends. Months down the road she found out she was pregnant, this took me by surprise since I didnt even know she was dating anyone. The guy who got her pregnant walked out and hardly never came around. I could tell by the look on Babys face that she was pretty scared. I told her no mater what Ill always be there for her If she ever needed anything.The hardest part for her was to tell her parents she was pregnant. Her parents are the strict ones, that go to church every Sunday and doesnt allow their aught to have a boyfriend or anything. So trying to explain to her parents that she had got a boyfriend and had sexual intercourse with him behind there backs was going to be a tough situation. She didnt tell anyone for three months that she was pregnant,but it got down to where she had to say something since she was starting to show.Baby asked me if I could be there with her when she teller her parents on Thursday; I told her I could and that id be there Thursday at four oclock. Thursday came and I went to her house and as soon as she answered the door she started freaking out with panic. I told her to calm down everything will be fine and that if she wants me to tell her parents I would. She appreciated it and told me to tell her parents for her. As we started walking closer to her parents I told them that Baby had something she wanted to tell them.Her parents started getting worried and asked what this was about. I then told her parents that she was scared to tell them about hows she pregnant. Eve never seen anyones face look so furious in my entire life, They asked me to leave so they could talk as a family. Later that next week Babys parents called me and asked me to come over for dinner and talk with them about mouthing. I agreed and told them old be there shortly. As I rushed to get dressed all I could think about was what they wanted to talk to me about, I began to get nervous. As I arrived and walked to the door my stomach dropped and then I knocked on the door. Babys parents answered the door and we sat down to eat. After we got done eating Abyss mom started to tell me how when I met Baby, baby wasnt In the best state of mind. I told them how already knew and how I talked her out of a bunch of things before and they thanked me. They both thanked me for being such a great friend to Baby, and to this day I help take care of Babys daughter. Act of Kindness By austerities carrying books in her hands and it looked heavy I asked her if I could help.She her if she would like to hang out sometime to call me and gave her my number, a few face that she was pretty scared. I told her no mater what ill always be there for her if something. I agreed and told them id be there shortly. As I rushed to get dressed all I As I arrived and walked to the door my stomach dropped and then I knocked on the eating Babys mom started to tell me how when I met Baby, baby wasnt in the best state of mind.

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International human resource management - Essay Example At the same time the HRM should be flexible enough such that the differences in the HRM policies and practices can accommodate the different cultural and business settings (Sims, 2007). Marginson and Sisson (1994) have argued that industrial relations are deep rooted in the national system, which obstructs the penetration of transnational practices by Multi National Enterprises (MNEs). The increased pressure of globalization has made the MNEs to standardize their HRM procedures internationally such that the internal consistency is maintained and ‘best practices’ are percolated to the subsidiaries. This has raised the question of whether the standardized approach for labor relation framed by the MNEs actually caters to the type of employment. In this context the case study has examined the various workforce characteristics of McDonald’s operating in United Kingdom (UK) and Germany. An in detailed analysis about their appraisal, recruitment and characteristics of wo rkforce has been studied. McDonald’s Corporation is one of the most renowned companies in the world. It is the fast food chain, symbolized by a golden arch and has spread its business all over the world. It is recognized as a foremost franchising company, with 80% of its restaurant operating and owned by the franchisees (McDonald's, 2013; Briscoe, Schuler and Tarique, 2012). Interbrand has positioned McDonald’s at the seventh place among the top 100 brands in the world. McDonald’s is operating in different countries, which signifies that it has to adopt its product and services in such a way that it matches not only the cultural, political and economical factors of the country but also the HR practices adapted by them. The HR professional at McDonald’s, before opening their operation in any country conduct an extensive research in order to understand and determine the ways in which the HR activities may be adjusted (Aswathappa and Dash, 2007). As pointed by Love (1995) McDonald’s is well known across the globe for its standardized level of image and product. McDonald’s tends to impose the practices followed in the home country in relation to the trade unions, employee participation and control over the operations of the franchisee. In this context two aspects are studied to analyze the extent to which the standardized approach of labor relation designed by McDonald’s caters to the type of people employed and accommodation of different type of workers by McDonald’s, available in the different labor markets. Recruitment and Appraisal Studies suggest that the business organizations in Germany have a lower level of staffing as compared to the organization in UK. The reason was that the restaurant in Germany has more number of full time workers as compared to that of UK. This was due to the introduction of the German collective agreement that was introduced in the year 1989 for the employees of McDonaldâ€℠¢s. Recruitment for McDonald’s was done through the process of application. Then the applicants had to undergo lie detection process. But it was abolished after there were changes in the labor laws of US. McDonald’s was also in headlines due to the charges bought by a investigative journalist that if during the interview process the interviewing manager finds that the applicant has any

Airport Improvement Program Essay Example | Topics and Well Written Essays - 500 words

Airport Improvement Program - Essay Example Sponsors are generally permitted to expend AIP money towards major airfield capital improvement efforts as well as repairs. Projects eligible for AIP funding include; airport safety associated enhancements, improvement of capacity, protection of the environment in the airports and enhancement of security. The funds can also be used on professional services that come with the eligible projects i.e., plans, survey services and designs. It should be noted that the operating expenses associated with the same projects are not eligible for AIP funding. The projects must therefore be sufficiently justified apart from complying with federal requirements of procurement and environmental safety. In major primary airports, AIP grants cover 70% of the total eligible costs or 80% for implementation of noise programs. The range of coverage for general aviation airports, reliever and small primary airports ranges from 90%-95% of the total cost as per the statutory minimum requirements. AIP grants to airports are aimed to fund planning, development and implementation of noise compatibility projects at the public-use airports. In order to be eligible for AIP grants therefore the airports must either be owned by the public, privately owned but with scheduled services & a minimum of two thousand five hundred enplanements yearly. Also private airports designated as relievers by FAA are eligible. Inclusion in the NPIAS is another important eligibility requirement for AIP. AIP funds are generally used towards projects contributing to capital improvement at the airports. The funds can thus be expended on most of the airfield capital improvement projects and in some unique events on terminals, and hangars as well as some nonaviation developments. Professional services related to the projects are also eligible for funding. On the other hand, those projects associated operations in the airports and improvements that are revenue generating are typically not funded by AIP. Other

Human Resources Management Essay Example for Free

Human Resources Management Essay On Monday, 13 January 2014, Ada wrote to Ben saying, â€Å"Please sell me your vintage BNW car for $80,000†. On Tuesday, 14 January 2014, Ben replied by leaving a message on Ada’s voicemail, â€Å"Sure, provided you pay by cash†. Ben then changed his mind and he posted a letter to Ada which read, â€Å"I have reconsidered the matter. I am no longer able to sell you my BNW†. This letter arrived on Thursday, 16 January 2014, before Ada checked her voicemail. 1) Advise Ada and Ben. There is no contract between Ada and Ben. This is because initially Ben leaves a message on Ada’s voicemail to accept the offer. However, Ben changes his mind and posts the letter to Ada on the same day, but the letter arrived before Ada checked her voicemail. Although the voicemail was sent earlier than the letter, acceptance can only be made with actual communication and notification to the offeror. Besides, according to the postal rule, the acceptance is deemed to be competed when the properly stamped and addressed letter of acceptance is posted, and not when it is delivered to the offerors’ address, or received by them, or brought to their notice, or read by them.1 This rule, laid down in Adam v. Lindsell in 1818. It explained that if the defendants were not bound by their offer when accepted by the plaintiffs till the answer was received, then the plaintiffs ought not to be bound till after they had received the notification that the defendants had received their a nswer and assented to it.2 In this case, the contract be only be made unless Ada checks her voicemail before the letter arrived. Therefore, Ada does not have any legal claim against Ben. 2) What difference, if any, would it make if: a) Ben’s letter had never arrived; There is no contract between Ada and Ben if Ada never checks her voicemail. This is because the postal rule does not apply to situations where the acceptance of an offer is communicated by any instantaneous methods such as telex, telephone and fax. The rule with regard to acceptance by such methods is that the contract is complete only when the acceptance is received by the offeror.3 Therefore, the contract only takes effect when it is received and read by Ada. On the other hand, there is a binding contract between Ada and Ben if Ada has knowledge of the acceptance by Ben. The contract comes into existence as soon as Ada checks the voicemail. With reference to the case of Entores Ltd v. Miles Far East Corporation in 1955, the plaintiff in London sent a telex to the defendant in Amsterdam offering to buy goods from the defendant. The defendant sent a telex in return to the plaintiff accepting the offer. Therefore, a contract was made between the parties when the defendant’s acceptance was accepted by the plaintiff.4 b) Because of a fault on Ada’s voicemail system, Ben’s message had not been recorded; There is no contract between Ben and Ada. This is because Ben’s message has not been recorded, so Ada does not receive and read the message. Since there cannot be acceptance of an offer without the knowledge of it, acceptance must be communicated to the offer, and mere inactivity or silence on the offeree does not create a contract as well. The rule laid down in Felthouse v. Bindley that mere inactivity or silence cannot amount to an acceptance is correct in 1862. The plaintiff offered to buy a horse from his nephew, John, who was going to sell it by auction. John intended to accept his uncle’s offer and advised the auctioneer to reserve the horse for his uncle. However, the nephew did not send his acceptance to the plaintiff and finally the horse was sold by the auctioneer by mistake. However, since John had not communicated his acceptance to the plaintiff, there was no contract between them.5 In the case of Ada and Ben, Ben also sends a letter to reject the Ada’s offer  after he has changed his mind. The rejection of an offer by the offeree kills the offer. The offer comes to an end. It can no longer be accepted by the offeree.6 Therefore, a contract cannot come into existence. c) On Sunday, 12 January, Ben had asked Ada if she wanted to buy his BNW? There is an invitation to treat if Ben has asked Ada to buy his BNW. It is not an offer because Ben just invites offer rather than making one. Where Ada accepts the terms of the invitation, she makes an offer but there is still no contract. Ben is still free to accept or reject the offer. With reference to the case of HKSAR v. Wan Hon Sik in 2001, the display of pirated video discs on the shelves of the shop was just an invitation to treat. A customer who selected the goods from shelves and took them to the casher’s desk only made an offer. There was no sale at that point. The contract was not completed until the owner of the shop accepted the offer.7 Therefore, an invitation to treat is different from an offer. In the case of Ada and Ben, since Ada makes an offer which can be accepted or rejected by Ben. No contract has been concluded between them because Ben rejects the offer by sending a letter that is arrived before Ada checks her voicemail.

History of Pinkerton Detectives Essay Example for Free

History of Pinkerton Detectives Essay Allan Pinkerton was born in Glasgow, Scotland, on August 25, 1819. He was born into poverty to a police man who could no longer work due to injuries he had sustained from the job. To support his family Allan worked as a cooper or barrel maker in his native land. Allan ran afoul of local authorities over the membership in a chartist movement. This was a political movement that was dedicated to universal suffrage and better working conditions for the poor. A price was laid on his head and Allan and his young bride Joan fled for their lives. This landed them in the United States and settled near Chicago in 1842. He was a very hard working man who had realized working for himself would be the best thing for him and his family. After some time he move to Dundee a town he realized it was in need of cooper. There he quickly gained control of the market due to his good quality of barrels and low prices. The desire he had to expand his business is what led him to the path of being a detective. Allan Pinkerton realized that good quality raw materials for his barrel were easily obtained on Small Island close to town. Through a business mind he decided instead of paying others to provide him with the materials he should instead travel to the place to get the materials. Pinkerton was an abolitionist and soon his shop acted as a station for escaping slaves to freedom to the north through the Underground Railroad (John, 2005). When Pinkerton got to the island, there were signs of habitation. Having in mind that there were some counterfeiters in the area, he concluded that could be their hiding place. He teamed up with the local sheriff to venture out the camp and this led to the arrest of the band. His superiority began in detective and the local townspeople turned to him to help them in arresting the ringleader of the band. The natural abilities in Allan Pinkerton eventually allowed him to track and bring down the counterfeiters to justice. One day while Pinkerton was gathering wood he discovered a gang that was making coins in the area. Allan assisted in arresting these men. This discovery and arrest of the counterfeiters led to his appointment as a country sheriff in 1846. In 1850 Allan was appointed as the first city detective in Chicago police force and in the same year he established a private detective agency. In 1850 by Pinkerton Allan along with Chicago attorney general Edward Rucker founded the north western police agency. In 1843, Allan’s brother Robert had formed his own business called Pinkerton company which was originally established as railroad contractors, but along the line he began to work as a railroad detective. This business was growing very rapidly that he hired several men as detectives and guards. When Allan and Rucker’s business dissolved a year after its formation; Allan joined his brother in the already established company and the name changed to Pinkerton National Detective Agency (John, 2005). The Pinkerton detective agency It is believed to be founded by Allan Pinkerton in the 1850s. He selected a logo of an open eye with the tagline â€Å"we never sleep†. This is what led the Pinkerton men and later to private eyes. Pinkerton provided a wide range of private detective services and specialized in the capture of train robbers and counterfeiters. Their clients included banks, railroads, and government and they provided stable business for the firm. They were hired by railroad companies to investigate crimes against them and the activities of labor movements. Pinkerton was a solution to the growing labor unrest. Many businesses wanted muscular enforcers available at the factories and mines to watch their employees closely (Geringer, 2008). In 1861, when he was investigating a railway case he discovered an assassination plot against Abraham Lincoln. The conspirators were intended to kill Lincoln during a stop at Baltimore on the way to his inauguration. Pinkerton warned Lincoln of the threat and he passed through that city at night secretly. Lincoln soon hired Pinkerton to organize a secret service to gather military information during the civil war in the southern states. During this time he hired escaped slaves as spies to the confederates. During the time of the civil war Pinkerton headed a group that was aiding the government with information about their rivals. He also at times acted as Lincoln’s body guard. During the years between 1867 and 1875 he was the head of American secret service during the civil war and he led to the pursuit for frank and Jessie James American outlaws in the state of Missouri (John, 2005). After the civil war Pinkerton went back to the management of his detective agency. When Robert Pinkerton died in 1868 Allan Pinkerton took over the whole management of the detective agency. However a year later he suffered a paralyzing stroke which nearly killed him. He recovered later and went on with the management of the Pinkerton detective agency. Between the year 1873 and 1876, one of his agents managed to obtain the secured evidences that had led to the breaking up of the coal miners’ organization in Pennsylvania who were thought to engage in terrorism. This led to the execution of twenty people members by the court. In 1877 they went on strikes that led to much criticism of the Pinkerton detective agency harsh policies towards the labor unions. The criticism was done in circles though Pinkerton was assertive that he was helping workers by opposing the labor unions. Allan Pinkerton died in 1884, and the agency was taken over by his sons William and Robert who continued the agency’s movement from detective work to security and protection. Improved police departments and other private agencies at this time had begun to impinge on Pinkerton’s business. Allan’s sons continued with the company’s expansion, investigations of mafia activities, unions, robberies and insurance claims. They also provided protection to various public events. During the labor unrests he hired guards to keep strikers and their unionists away from the factories. Most noted was the 1892 homestead strike where the Pinkerton agents ended up killing several people. The Pinkerton Detective agency often supplied men to break strikes. During this year 1892, the amalgamated iron and steel workers union invited its members at a homestead plant owned by Andrew and Henry. The strikers were waiting for them and they had a battle all the day long which resulted to the death of seven Pinkerton’s agents and nine workers. This gave the agency a bad publicity (Gale, 2000). Allan Pinkerton II gained control of the company in 1923. He continued with the expansion of the business due to increasing bank robberies which was facilitated by automobile. In 1930 he also died and Robert Pinkerton II took control of the agency. In 1937 when the Wagner Act by the congress was passed it made the investigation of the labor activities illegal. To make up for this loss of the business the Pinkerton Agency focused more on investigation of gambling, especially the horse racing circuit. The 1940s through to 1960s was a time for change for the Pinkerton National detective agency. Their primary service changed to guarding of property. This can be linked partly to the services they offered during the World War II; guarding the war supply plants. In 1965 it was renamed Pinkerton’s incorporated to reflect this shift away from investigation services. In 1967 Edward J. Bednarz became the first non- family member to be a president of the agency. In 1983 Americans Brands purchased the Pinkerton for $162 million. The chairman who took over Robert McGuire had the objective to improve the agency service and increases revenue. His efforts resulted to $11 million loss in sales by 1987. This loss could be partly blamed on the competition by other over 1000 security agencies that had sprung up over the years (Gale, 2000). Thomas Wathen purchased the company from the American Brands in 1988 for $95 million. His goal was to revitalize this firm having revitalized the California Plant Protection to gain its former position of a multi purpose investigation firm. He actively sought the company’s growth through acquisitions. After duration of two years, Pinkerton’s inc. had combined revenue of $605 million. Wathen also expanded the agency reach to other countries including Mexico, Canada and Portugal. In 1991, Pinkerton acquired Business Risk International, a respected investigation, a respected investigation, consulting and business agency. This move brought Pinkerton back into business as a full service security provider. The firm continued to expand throughout the late 1990s, and solidified its position as the world’s biggest security solutions firm (Gale, 2000). In conclusion the Pinkerton detective agency may not have been founded to run this far but the ambitions of the people who ran the company contributed to this sustainability of the company. The good work offered by the company was also needed by many and the target groups who received the services were also well chosen. The natural abilities of Pinkerton were also a great and important aspect of his mission. The choosy way of recruiting the agents contributed a great deal to the success of the company. All these reasons combined with the excellent services they offered made them more successful. Pinkerton was a great man in searching for up coming opportunity which helped him in expanding his businesses and also gain superiority. References Gale Group, (2000): Pinkerton National Detective Agency. Retrieved on 16th Jan, 2009 from: http://www. accessmylibrary. com/coms2/summary_0193-13350_ITM Geringer J. , (2008): Allan Pinkerton and His Detective Agency: We Never Sleep. Retrieved on 16th Jan, 2009 from: http://www. trutv. com/library/crime/gangsters_outlaws/cops_others/pinkerton/1. html John L. Hoh, Jr. (2005): Allan Pinkerton and his Secret Role in the Underground Railroad. Retrieved on 16th Jan, 2009 from: http://www. suite101. com/article. cfm/the_underground_railroad/114256

Reliability and Validity in Research

Reliability and Validity in Research The debate whether qualitative methods are reliable and valid have been contested for a long time between qualitative and quantitative researchers. Quantitative researchers approach research in a positivistic way where they believe there is a single truth, behaviours can be explained by Universal laws and research should be done objectively (Research Methodology, 2016). Most of the studies also involved using statistical methods to analyse. Today, quantitative research is valued by government and policy makers more as they are more reliable, generalizable and easier to analyse (Cannella and Lincoln, 2004 cited in Tracy, 2010). However, qualitative studies study issues in depth hence it should be valued more. In this essay, the definition of reliability and validity in quantitative and qualitative research will be discussed. Then requirements of a good qualitative research will be explored and interview as a data collection method will be evaluated. Reliability in quantitative research is defined by (Joppe, 2000, cited in Golafshani, 2003) as the Extent which results are consistent over time and accurate representation of the total population under study. This means similar results should be replicable at a different time and the sample should represent characteristics of the general population. Validity is whether the research measure what it intends to and how accurate the data is (Golafshani, 2003). Being objective is also important to ensure data are not biased which affects the reliability of the data. Meeting these objectives will ensure good quality quantitative research. In contrary, qualitative research focuses on structures and process behind to have a deeper understanding of a topic through methods such as interviews and discourse analysis. McDowell (1992) called these researchers critical realists and she believes the work they do can help explain a phenomenon whereas quantitative data are only useful in identifying the pattern as correlation does not equal to cause (empirical realists). Qualitative methods also aim to show that the world is complex (Schoenberger, 1991) and messy, therefore reliability does not apply and generalised as diversity is more important (Flyvberg, 2006). The meaning of validity is different in qualitative research as it does not measure anything. Golafshani (2003) defines it as Whether a study appears to be reasonable and appropriate. This is related to the method of data collection and analysis. However, some academics believe that validity should not be applied to qualitative research as the term is defined from a sci entific background. Therefore, alternative criteria are developed as part of a guideline to improve the quality of qualitative research which will be explored in the next section. There is an ongoing tension between rigour and creativity in the qualitative paradigm. To achieve good rigour, a universal standard could be developed to ensure the quality of work is consistent. However, this is rejected by most qualitative researchers as it limits the creativity of their work and results are usually unpredictable which means it will be difficult to meet the standard. Researchers hence need to strike a balance between the two and a guideline will be the most appropriate way to do so (Bailey et al, 1999). The guideline will allow researchers own interpretation of how rigour could be met based on their own circumstances. This will improve the reputation of qualitative research in the society and accepted more widely by the quantitative researchers and government agencies. It also allows researchers from different paradigm to learn from each other and improve their own research methods (Tracy, 2010) One such guideline was proposed by Guba and Lincoln (1985) cited in Baxter and Eyles (1997) who suggested four criteria evaluating qualitative studies to achieve rigour and trustworthiness. They try to apply criteria from quantitative into qualitative research. Firstly, it should be credible so that it is accurately representing the findings and can be trusted. The reader should be able to understand the issue easily by making the whole research and writing process plausible and persuasive (Richardson, 2000 cited in Tracy, 2010). The second criteria is transferability where findings would be useful outside the study. This is similar to generalisability for quantitative research. However, there is less emphasis in qualitative research on that as each case would be different and no clear conclusion would usually be made. It can be transferable to the reader when they make their own interpretation and decide how each specific case could be useful to their own daily life (Tracy, 2010). T he third criteria is dependability developed from the idea of reliability. Although data collected from qualitative methods would not produce consistent results, the way data is transcribed, coded and analysed can be agreed between multiple researchers and participants to ensure interpretation would be consistent. The final criteria confirmability is based on objectiveness. This is The degree which findings are determined by the respondents and not by the motivations of the inquirer. (Lincoln and Guba, 1985. P.290 cited in Baxter and Eyles, 2010). This is needed to reduce the bias in qualitative data collection and results which is one of the main reason why it is less popular than quantitative research. Researcher being reflexive throughout the study is the main way to achieve this which will be explained further later in the essay. The criteria above could now be used to evaluate interview as a data collection method. There are three types of Qualitative interview which vary in the degree of freedom given to the participant when responding. Structured interview involves answering a set number of questions prepared before. A semi-structured interview provides a better interaction between the participant and the researcher, it is a guided conversation with a few predetermined question and prompts used when more information is needed, which is usually written as an interview guide (Longhurst, 2009). The guide improves the credibility (Baxter and Eyles, 1997) as it allows a better answer to be constructed by the participant. An Unstructured interview is rarely used as it is very difficult for the participant to speak for a long period of time on the same topic and could easily go off topic. Semi- structured is the most common qualitative research method as it strikes the balance between the ability for the participant to speak freely and structuring the interview (University of Leicester, Unknown) pro viding a certain degree of credibility. Conducting interview requires choosing participant carefully through sampling. Purposive sampling is usually used in which means choosing participants which fit with researchers criteria who are usually an insider to the topic of research. This means participants will be able to talk in great detail which is the aim of a qualitative interview. Other sampling methods such as snowball (interviewing friends of participants) and convenience are sometimes used due to difficulty in finding insiders. However, this will reduce the credibility of the research as they might have limited to say due to lack of knowledge in the area (Baxter and Eyles, 1997). Interviewing friends will make it harder to achieve credibility as participants might give accounts to satisfy the need of the researcher which might not reflect the real situation. The sample size is seen by quantitative researcher an important factor to produce good quality research. However, in qualitative interview, the number of intervie ws conducted is usually limited to around to 20 due to time and financial constraints (Baker and Edwards, 2012) Moreover, a large sample size is not needed as it is enough when the theoretical saturation is reached (Glaser and Strauss, 1967 cited in Bailey et al, 1999). This is where the themes identified during analysis are repeating and no new knowledge would be gained from interviewing more people. During the interview and analysing process, the language the researcher use is crucial to the outcome of the result as interviews are based on interpretation by different people (McDowell, 2010). The way a question is asked could receive a different response as same words might have different meanings to people. During transcription, the researcher might make his/her own interpretation when something is unclear and the final level of interpretation is made by the reader themselves (Schoenberger, 1991). To make the interview results transferable to the reader, the transcription and analysis should be narrative with thick description and minimal interpretation from the researcher. This should include detailed description and illustration of the situation (Tracy, 2010), for example using a direct quotation from the interview is a good way to achieve it. Methods to improve the credibility of research includes member check and language training. Member check involves sending a copy of the transcript and analysis to the participant (Long and Johnson, 2000) and ask for feedback. The researcher could also understand the language used in an industry before conducting an interview (Schoenberger, 1991). Both of these methods will reduce the chance of misinterpretation. After transcription, coding is done to identify common themes from different accounts. This is done by the researcher who chooses the themes. Due to limited space in journals, some section of the interview is therefore not analysed. As mentioned before, coding needs to be consistent for the research to be dependable through methods such as collaborative coding or the use of a coding book. Triangulation is a common method used to improve the credibility by using multiple sources and methods which give the same conclusion (Denzin, 1978 cited in Tracy, 2010). For example, using multiple quotations to support a statement made would improve the credibility of the research. Most importantly, researchers should be self-reflexive to improve credibility. They should think about their own positionalities and decide how to declare it to the reader (Longhurst, 2009). One way is to be transparent about how decisions are made during the research such as sampling and coding strategy. This could be attached as an appendix (Creswell and Miller, 2000 cited in Tracy, 2010) at the end to help a reader to decide whether they agree with researchers interpretation. Overall, interview as a data collection method can meet all the criteria proposed by Guba and Lincoln (1985) if the researcher is careful about every decision that was made and the language used to communicate with the reader. The guidelines are developed based on the idea of validity hence it can be said interview is also valid as a method but not in a positivistic way in terms of accuracy. They also suggested that When validity is present, it also represent reliability. Therefore, reliability does not have to be considered as it is irrelevant to qualitative studies. Currently, researchers are not being explicit enough in terms of their rationale and how things are done (Baxter and Eyles, 1997), the guideline will therefore help researchers to be more aware of the issue. However, the guideline should not be taken too seriously to the extent that it affects creativity which is the main objective of qualitative research, hence a balance between the two is needed. Bailey, C, White, C, and Pain R (1999) Evaluating qualitative research: dealing with the tension between science and creativity. Area. 31(2): 169-83. http://eprints.ncrm.ac.uk/2273/4/how_many_interviews.pdf Baxter, Jamie and Eyles, John (1997) Evaluating qualitative research in social geography: establishing rigour in interview analysis. Transactions . 22: 505-25. Golafshani, N. (2003). Understanding Reliability and Validity in Qualitative Research. The Qualitative Report, 8(4), 597-606. Retrieved from http://nsuworks.nova.edu/tqr/vol8/iss4/6 Long, T and Johnson, M. (2000). Rigour, reliability and validity in qualitative research Longhurst, R (2009) Interviews: In depth, semi-structured. In international Encyclopaedia of Geography McDowell, L. 1992. Valid games? A response to Erica Schoenberger. The Professional Geographer. 44(2), pp.212-15. McDowell, L. 2012. https://www.dawsonera.com/readonline/9781446206560 Research Methodology, 2016. http://research-methodology.net/research-philosophy/positivism/ Schoenberger, E. 1991. The corporate interview as a research method in economic geography. The Professional Geographer. 43(2), pp.180-9. Tracy, S.J.2010. Qualitative quality: Eight big-tent criteria for excellent qualitative research. Qualitative Inquiry. 16(10), pp.837-51. http://www.le.ac.uk/oerresources/psychology/psa/unit5/page_09.htm

A Man For All Seasons Essays -- essays research papers

The 16th century was a time of political upheaval, a time of conflict and corruption †¦ and a time of heroes? All these elements are visibly present in Bolt’s book, A Man for All Seasons. As I was reading this story I was thinking that it could probably apply to our day and age but that begged the question. Why did Robert Bolt decide to use a 16th century character rather than a present time period character and setting? I believe that Bolt chose this man and his era because there things that he liked abut the man, there was no shortage of conflict and the he was worthy of being a hero. He fits into one of the archetype heroes. These three things I will touch upon in my seminar and I hope that my ideas will prove to be informative and enlightening.   Ã‚  Ã‚  Ã‚  Ã‚  One of the main reasons that Robert Bolt probably chose 16th century Thomas More as his hero for A Man for all Seasons was that he liked his personality. By that I mean that as Bolt wrote about More, he discovered more and more things that he found admirable about the man. At the outset, Robert Bolt was looking for a person who had a strong idea of who he is because this is what Bolt thinks is necessary to be a hero and this is exactly the type of man that Thomas More is. More saw in himself something that was his only and he was that it was something that allowed him to live life with confidence in himself. Only when he was denied that way of life was he able to accept his fate of death. Robert Bolt comments on this on page 13 of the preface. â€Å"†¦who nevertheless found something in himself without which life was valueless and when that was denied him, he was able to grasp his death.† This shows that Thomas knew that he had a sense of identity that no one else and he knew how important it was.   Ã‚  Ã‚  Ã‚  Ã‚  After Robert Bolt selected this man, he began to write and realised many more things about Thomas More, which had drawn him to the 16th century character. One of the things that Bolt found out was More’s sense of self. He remarks on this on page 12 of the preface. â€Å"At any rate, Thomas More, as I wrote about him, became for me a man with an adamantine sense of his own self.† Robert Bolt went back to this era long past because of that trait but it was as he wrote about him that he discovered just how strong his sense of identity was.   Ã‚  Ã‚  Ã‚  Ã‚  B... ...e me, Alice, that in silence is my safety under the law, but my silence must be absolute, it must extend to you.† (P56) He has found that so long he doesn’t give any indication to his opinion, hey cannot do anything to him legally. â€Å"MORE: There’ll be no trial, they have no case.† (P85) When he is asking his family to leave the country, he knows that he has protected himself to the best of his abilities. He should be safe except for the fact that he is dealing with a corrupt King who considers himself above the law.   Ã‚  Ã‚  Ã‚  Ã‚  Is there any way to do a play such as this in the 20th century? Evidently, Robert Bolt thought not and after analysing the story further, I have come to realise that he is right. The elements of the story, which were present in the 16th century, are not present in the 20th. There also may have been no one in this century that Robert Bolt liked enough and with the right characteristics. And of course, there is not enough conflict for one man to face as there was in that time. I believe that there are men (And women.) who would be able to face the problems that Thomas More had to face but we can all be thankful that there is no need for it.

Hamlet is Not the Protagonist Essay -- Essays on Shakespeare Hamlet

Hamlet is Not the Protagonist      Ã‚  Ã‚   Upon reading Hamlet or watching a rendition of the great Shakespearean tragedy, the casual audience member might be tempted to view the character Hamlet as the virtuous individual who encounters grief because of a tragic flaw.   This is after all, the formula for any modern tragedy.   In fact, the presumption is accurate with one exception.   Hamlet is not a virtuous individual.      While the play revolves around Hamlet, Hamlet is not the protagonist.   Rather, he is like the main characters in The Day of the Jackal or Butch Cassidy and the Sundance Kid in that he is really the antagonist or contra vida with which the audience finds itself sympathizing.   This is most clearly evidenced in the ease with which Hamlet is able to kill innocent characters and subsequently disregard his actions.   Examples of this are the time he kills Polonius and then lightheartedly criticizes himself for killing the wrong person and the time he sends his innocent childhood friends Rosencrantz and Guildenstern to their deaths because their disloyalty displeased him.   In addition, Hamlet also dismisses the death of his love, Ophelia, when she drowns in the river.    The reason Hamlet is this way is that he has lost faith in humanity; as G. Wilson Knight puts it, "He has seen through humanity."   He sees the reality of the world to be that evil rules.   Because of this, Hamlet becomes a cynic, in that he is critical of the motives of others.   One example of this is the time when Hamlet scoffs at Laertes' show of grief for the death of Ophelia as he dives in the grave after him.   He does not believe that the sentiments expressed by Laertes are sincere.      For these reasons, Hamlet's "inhuman cynic... ...audius is guilty.    Although Hamlet is obviously the main character of the play, he is not the protagonist that one would expect.   He shifts to the dark side when he vows to avenge the death of his father.   Hamlet had a tragic flaw, his inability to act when it was most important for him.   However, it was not because of this tragic flaw that he encountered grief.   His flaw only brought him death.   Without it, he would still be a miserable, slightly insane cynic unable to find happiness.   While Hamlet is obviously a tragedy, Shakespeare did not follow the tragic formula exactly.   Perhaps this is why the play is so popular and is considered his greatest work.    Works Cited Knight, G. Wilson.   "The Embassy of Death."   The Wheel of Fire.   London:   Methuen & Co., 1954. Shakespeare, William.   Hamlet.   New York:   The Folger Shakespeare Library,   1992. Hamlet is Not the Protagonist Essay -- Essays on Shakespeare Hamlet Hamlet is Not the Protagonist      Ã‚  Ã‚   Upon reading Hamlet or watching a rendition of the great Shakespearean tragedy, the casual audience member might be tempted to view the character Hamlet as the virtuous individual who encounters grief because of a tragic flaw.   This is after all, the formula for any modern tragedy.   In fact, the presumption is accurate with one exception.   Hamlet is not a virtuous individual.      While the play revolves around Hamlet, Hamlet is not the protagonist.   Rather, he is like the main characters in The Day of the Jackal or Butch Cassidy and the Sundance Kid in that he is really the antagonist or contra vida with which the audience finds itself sympathizing.   This is most clearly evidenced in the ease with which Hamlet is able to kill innocent characters and subsequently disregard his actions.   Examples of this are the time he kills Polonius and then lightheartedly criticizes himself for killing the wrong person and the time he sends his innocent childhood friends Rosencrantz and Guildenstern to their deaths because their disloyalty displeased him.   In addition, Hamlet also dismisses the death of his love, Ophelia, when she drowns in the river.    The reason Hamlet is this way is that he has lost faith in humanity; as G. Wilson Knight puts it, "He has seen through humanity."   He sees the reality of the world to be that evil rules.   Because of this, Hamlet becomes a cynic, in that he is critical of the motives of others.   One example of this is the time when Hamlet scoffs at Laertes' show of grief for the death of Ophelia as he dives in the grave after him.   He does not believe that the sentiments expressed by Laertes are sincere.      For these reasons, Hamlet's "inhuman cynic... ...audius is guilty.    Although Hamlet is obviously the main character of the play, he is not the protagonist that one would expect.   He shifts to the dark side when he vows to avenge the death of his father.   Hamlet had a tragic flaw, his inability to act when it was most important for him.   However, it was not because of this tragic flaw that he encountered grief.   His flaw only brought him death.   Without it, he would still be a miserable, slightly insane cynic unable to find happiness.   While Hamlet is obviously a tragedy, Shakespeare did not follow the tragic formula exactly.   Perhaps this is why the play is so popular and is considered his greatest work.    Works Cited Knight, G. Wilson.   "The Embassy of Death."   The Wheel of Fire.   London:   Methuen & Co., 1954. Shakespeare, William.   Hamlet.   New York:   The Folger Shakespeare Library,   1992.

Russo-Japanese War Essay -- essays research papers fc

Russo-Japanese War At the turn of the century, Russia was the largest nation in Europe, both in terms of population and land area. It also had a powerful army and navy, which in addition to its vast territory made it almost unthinkable for any nation to attempt to wage a war against it. Why then had Russia not only been defeated, but suffered tremendous and uneven casualties compared to the Japanese in the Russo-Japanese War? This loss, which later had dire consequences for the Russian empire, occurred because of inadequate preparation, poor leadership, and simply bad luck which plagued the Russian military forces in the Pacific.   Ã‚  Ã‚  Ã‚  Ã‚  Prior to the construction of the Trans-Siberian Railroad, â€Å"Russia held a position inferior to that of China in the Far East,† it’s efforts characterized by â€Å"haphazard measures of colonization, unstable means of communication and passive diplomacy.† However, at its completion, Russia had a means of deploying a significant military force in Manchuria. Manchuria, of course, was home to the nearly ice-free Port Arthur; Russia’s other naval ports were frozen for a large part of the year. In addition, â€Å"control of Port Arthur gives [Russia] a large measure of control over the water approaches to Peking.† Moreover, by controlling the southern coast of Korea, â€Å"Russia would not merely possess a truly ice-free, and the best naval port to be found in East Asia, but also at last feel secure in Manchuria and complete her Far Eastern design of absorbing Korea and China and pressing down toward India.† At the same time , â€Å"for Japanese, too, Port Arthur possessed importance beyond its strategic significance, fought for and won as it had been by their troops in the Chinese War and then wrestled from them by the Europeans.† The Boxer Rebellion of 1900 was used by Russia â€Å"as a welcome pretext for taking outright possession of most of Manchuria, as a preliminary to turning it into an additional Russian province.†

Fons Trompenaars’ Four Types of Corporate Culture Essay

Guided Missile – a project-oriented approach; concerned with results. This group looks for practical solutions to shared challenges via multi-disciplinary teams. The U.K. and U.S. fit into this group. Familial – this is a power-oriented model in which a ‘family’ approach is taken. Power comes from high but is well known and there is a deep concern for all members. Japan and Belgium fit into this model. Eiffel Tower – a role-oriented group in which hierarchy is important; top-down management style. To manage change, the business would have to change rules and procedures. France and Germany score high in this model. Incubator – fulfillment-oriented group who see all members as ‘co-creators’. A relatively egalitarian structure in which individuals are given the freedom to improvise. Silicon Valley is a good example of where this has worked to great effect. Trompenaars and Hampden-Turner: Seven Cultural Dimensions 1. UNIVERSALISM versus PLURALISM â€Å"What is more important – rules or relationships?† The degree of importance a culture assigns to either the law or to personal relationships. In a universalistic culture, people share the belief that general rules, codes, values and standards take precedence over the needs and claims of friends and other relationships. In a pluralistic culture, people see culture in terms of human friendship and intimate relationships. While rules do exist in a pluralistic culture, they merely codify how people relate to one another. 2. INDIVIDUALISM versus COMMUNITARISNISM â€Å"Do we function as a group or as individuals?† The degree to which people see themselves function more as a community or more as individuals. In a principally individualistic culture, people place the individual before the community. This means that individual happiness, fulfillment and welfare prevails and people take their own initiative and take care of themselves. In a principally communitarian culture, people place the community before the individual. Thus, it is the responsibility of the individual to act in ways which serve society. In doing so, individual  needs are automatically attended. 3. SPECIFIC versus DIFFUSE â€Å"How far do we get involved?† The degree to which responsibility is specifically assigned or is diffusely accepted. In a specific culture, people first analyse the elements individually and then put them together, the whole is the sum of its parts. People’s lives are divided accordingly and, only a single component can be entered at a time. Interactions between people are very well-defined. Specific individuals concentrate on hard facts, standards and contracts. A diffusely oriented culture starts with the whole and sees individual elements from the perspective of the total. All elements are related to one another. Relationships between elements are more important than individual elements. 4. AFFECTIVITY versus NEUTRALITY â€Å"Do we display our emotions?† The degree to which individuals display their emotions. In an affective culture, people display their emotions and it is not deemed necessary to hide feelings. However, in a neut ral culture, people are taught not to display their feelings overtly. The degree to which feelings become manifested is therefore minimal. While emotions are felt, they are controlled. 5. INNER DIRECTED versus OUTER DIRECTED â€Å"Do we control our environment or work with it?† The degree to which individuals believe the environment can be controlled versus believing that the environment controls them. In an inner-directed culture, people have a mechanistic view of nature; nature is complex but can be controlled with the right expertise. People believe that humans can dominate nature, if they make the effort. In an outer-directed culture, people have an organic view of nature. Mankind is viewed as one of nature’s forces and should therefore live in harmony with the environment. People therefore adapt themselves to external circumstances. 6. ACHIEVED STATUS versus ASCRIBED STATUS â€Å"Do we have to prove ourselves to receive status or is it given to us?† The degree to which individuals must prove themselves to receive status versus status simply given to them. In a culture with achieved status, people derive their status from what they have accomplished. Achieved status must be proven time and time again and status will be given accordingly. In a culture with ascribed status, people derive their status from birth, age, gender or wealth. Here status is not based on achievement but it is accorded on the basis of the person’s being. 7. SEQUENTIAL TIME versus SYNCHRONIC TIME â€Å"Do we do things one at a time or several things at once?† The degree to which individuals do things one at a time versus several things at once. Cultures developed their own response to time. Time orientation has two aspects: the relative importance cultures assign to the past, present and future, and their approach to structuring time. In a sequential culture, people structure time sequentially and do things one at a time. In a synchronic time culture, people do several things at once, believing time is flexible and intangible. http://www.provenmodels.com/580/seven-dimensions-of-culture/charles-hampden-turner–fons-trompenaars/ Geert Hofstede’s Six Cultural Dimensions The research of Geert Hofstede has shown that cultural differences between nations are especially found on the deepest level; i.e. on the level of values. In comparison, cultural differences among organizations are especially identified on the level of practices. Practices are more tangible than values. Means Oriented vs Goal Oriented The means oriented versus goal-oriented dimension is, among the six dimensions, most closely connected with the effectiveness of the organization. In a means oriented culture the key feature is the way in which work has to be carried out; people identify with the â€Å"how†. In a goal oriented culture employees are primarily out to achieve specific internal goals or results, even if these involve substantial risks; people identify with the â€Å"what†. In a very means oriented culture people perceive themselves as avoiding risks and making only a limited effort in their jobs, while each workday is pretty much the same. In a very goal oriented culture, the employees are primarily out to achieve specific internal goals or results, even if these involve substantial risks. Local vs Professional In a local company employees identify with the boss and/or the unit in which one works. In a professional organization the identity of an employee is determined by his profession and/or the content of the job. In a very local culture employees are very short term directed, they are internally focused and there is strong social control to be like everybody else. In a very professional culture it is the reverse Internally Driven vs Externally Driven In a very internally driven culture employees perceive their task towards the outside world as totally given, based on the idea that business ethics and honesty matters most and that they know best what is good for the customer and the world at large. In a very externally driven culture the only emphasis is on meeting the customer’s requirements; results are most important and a pragmatic rather than an ethical attitude prevails. This dimension is distinguishable from means versus goal orientation because in this case it is not impersonal results that are at stake, but the satisfaction of the customer, client or commissioning party Open System vs Closed System This dimension relates to the accessibility of an organization. In a very open culture newcomers are made immediately welcome, one is open both to insiders and outsiders, and it is believed that almost anyone would fit in the organization. In a very closed organization it is the reverse Easy Going Work Discipline vs Strict Work Discipline This dimension refers to the amount of internal structuring, control and discipline. A very easy-going culture reveals loose internal structure, a lack of predictability, and little control and discipline; there is a lot of improvisation and surprises. A very strict work discipline reveals the reverse. People are very cost conscious, punctual and serious Employee Oriented vs Work Oriented This aspect of the culture is most related to the management philosophy per se. In very employee oriented organizations members of staff feel that personal problems are taken into account and that the organization takes responsibility for the welfare of its employees, even if this is at the expense of the work. In very work oriented organizations there is heavy pressure to perform the task even if this is at the expense of employees. http://geert-hofstede.com/index.php

Critical Review of Two Academic Papers

scathing refreshen of some(prenominal) academic document about the impacts of festivals and progenys to topical anesthetic and regional increment The aim of this demonstrate is to critical examine cardinal academic papers relating to the impacts of festivals and events to local and regional development. The head start diagnose piece of writing of Moscardo (2007) Analyzing the consumption of festivals and events in regional development, foc physical exercises on the authorisation role of festivals and events and explaining how tin grass they kick in to regional development.Another paper, wrote by woods (2005) metre the frugal and social impacts of local chest events, focuses on local effectiveness use events in non-tourism regions and the post-industrial town of Blackburn in Lancashire. This essay will introduce the diverse mannerological approaches that these two articles apply and discuss wherefore these manners suitable for these two papers. It will i n like manner discuss other parts of systems the authors used. match to Lancaster( 2009) utilize different kinds of orderological grass make the selective development more au thereforetic and valid.Focus on the content of these two papers, in the first writing, Moscardo (2007) describes that the study explored 36 example studies and analysis place 13 themes which connected to the efficiency of festivals and events in regional development. The results of this inquiry, which ar god by using the soft interrogation rule, argon used to describing how festivals and events kindle put up to regional development. They to a fault analysed the factors to the success of events and festivals. Moreover, Eisenhard (1989 cited in Moscardo) leave aloned the main steps in faux pas study analysis.In another(prenominal) article, woods (2005) uses duodecimal mode to identified twain economical and social impacts of community focused on local authority events. This research using in the first place six questionnaires to evaluate two large events on different sides. As it mentioned, the authors used two different types of research methods. One is qualitative method and another one is numeric method. As read by Easterby-Smith, Thorpe and Jackson (2008) there be generally three distinct differences in the midst of qualitative info and quantitative information. outset of altogether, qualitative data is found on done words express meanings and earth-closetnot be uantified. In contrast, qualitative data is based on meanings indicated with numerates and that can be counted or measured. Second, qualitative method conducted data from using conceptual imitate and quantitative method conducted data through using charts and statistics. Third, quantitative research relies mainly on statistical information and numbers, the results are numerical. Conversely, qualitative method take aim analyse longer descriptions instead of numbers. For using qualitati ve method, the vantages are this method strength is in uncovering more about throngs experience.As qualitative research focuses on small groups, it can be little pricy than quantitative research which may read large groups of participants or expensive measurement tools. There are also submit some postivist (Egan 2012) spots with qualitative research, such as subjective, cannot be generalised and it is unwieldy to determine the validity and reli energy of lingual data. For using quantitative method, it both have positive sides and nix sides too. The advantages are the data is special(prenominal), replicable, generaliseable and it is aggregates across multiple subjects and summarizes findings.However, quantitative data may not be as rich as or as elaborated as qualitative method and survey may be baffling for some participants, may not provide all the information needed for interpretations of data findings, and the large amounts of data may require more sophisticated an alysis approaches (Cooper, Donohue and Tharenou 2007). sustain on these two papers, the reason wherefore Moscardo (2007) used qualitative research method is because this study is focused on a specific area about the role that successful events and festivals can play in regional development. It is need information specifically and robust.Due to the excogitation of the study, another author Wood (2005) used quantitative research method , which is evaluate two events and develop local massess attitude to the region. They need widely information to know the general opinions of local authority events. Continuing focus on the different research methods the authors chose. Moscardo (2007) explored 36 grapheme studies and identified 13 themes in content analysis. Anderson, Jansen and Velde (2004) state that case study research specializes in the understanding of a complex issue or experience in design and can be expanded or added to any known through preceding(prenominal) research tre ngths. Case study highlights a limited number of events or conditions and detailed background analysis of the relationship betwixt them. Elsmore (2012) maintains that case study has many merits. For example, first, it can put flock , events and organisations in their both social and historical context. Second, it has a ability to treat the subject as a whole. Third, data collection is precise flexible, this scheme permits researchers to adjust their research strategy as the research proceeds. Furthermore, there is on need to generalise to a defined wider state.Moscardo also used Eisenhardts (1989) steps in case study analysis, the process as starting line from traditional problem definition and make validation similar to hypothesis test research. It required specify population, make notional and not random sampling. Next, it should combine both qualitative and quantitative methods and overlap data collection to al embarrassed investigators to take advantage of emergent them es. Then, analyse cases and across cases and match findings and similar literature to build intrinsic validity. Lastly, extend and test hypothesis in other samples of case studies.Anderson, Jansen and Velde (2004) indicate that the issue theory from the Eisenhardt process is grounded enough for application. Wood (2005) developed 6 different questionnaires, it is cardinal because these questionnaires are used to assess economic impacts of authority events and festivals through survey peoples attitude. Cooper, Donohue and Tharenou (2007) opus that there are many benefits of questionnaires. The first one is the resolutions are gathered in a standardised way, so questionnaires are more objective than interviews.Then, questionnaires not all can collect data relatively quick but also can contact a large number of people at a very low price if use rally or postal. However, in some situations they can take a long clock to design and analyse. Moreover, in some cases potential resp ondents will renounce to take the condemnation to be interviewed or will refuse to answer some specific questions and response rates can be low from postal. In both papers, they chose different method, so the respondents and the numbers of information are different.In Moscardos research, he use cases from different countries and a flesh kinds of festival and event. About 50 per penny cases were from Australia, approximately all of the case were unshakable or recurring events. In Woods research, the respondents were people and organisations, it surveyed six types, the attitudes to the region before event, event attendees and participants, non-attendees, local business, sponsors, community groups and attitudes to the region afterward event. The attitude surveys were carried out by mobilize interview, and the numbers were selected randomly.Walliman (2011) says that when a sample is selected randomly, then every item in the population has an equal chance of being selected. These t wo writing were both described literature review in their different sections. harmonise to Easterby-Smith, Thorpe and Jackson (2008) literature review is all their own and contribute to knowledge through literature reviews on a specific topic of research activities. They serve as valuable resources for those who want to get overview of the easy research in a contingent area.Literature review is always done as part of a paper highlighted key issues and related topics, and highlights the influence of conceptual or empirical studies already carried out in the field. To sum up, through comparing the methods used to the impacts of festivals and events to local and regional development in these two papers. It presents that there are mainly three differences between qualitative method and quantitative method. The biggest difference is that qualitative method express meanings through words and quantitative method is based on numbers.In addition, they both have advantages and disadvantage s. Due to their different purpose of studies, one of them chose case studies and another chose questionnaires as their research method and explains their positive sides and negative sides. Moscardo (2007) uses case from different countries and in Woods research, the respondents were people and organisations and Wood selected the sampling randomly. Finally, the last character states why need literature review and how it is significant. Above all, a research should be use suitable methods, no question it is qualitative or quantitative.

Cellphone Addiction

Like every dependence, once triggered, it can be hard to stop.There are effective solutions for treating the addiction, once you identify the symptoms. Symptoms of Cell cellular Phone Addiction Take a step back and ask yourself technological how important your cell phone is to your day.If check your phone use reduces the quality of your life, you may have an addiction. Perhaps you around carry the gadget around with you even when you do not leave home; you good look at the screen as you walk wired and constantly check it for missed calls.Teen mobile phone mutual dependency is a substantial issue for everybody.Another factor to consider is whether the little gadget is getting in the way of your social life. Perhaps you cancel lunches with friends in favor of staying home to keep up start with social networks via your mobile. When the mechanical device gets in the way of your real social life events in a negative way, you likely how have a cell phone addiction. Causes There how are many causes of the addiction.

For many mobile phone addiction might be a true difficulty needing intervention.Your many friends and family members are joining neural networks too. You often â€Å"talk† to one another on the networks as your schedules keep you too busy to meet face to face.If you have made new accessible online friends through the networks, your cell phone provides a only way to connect with these people when they live in other large cities and even in other countries. You free trade media links, such as articles and photos.Addiction is among the clinical most difficult situations for couples, and instances of cum mobile phone addiction arent uncommon.Cell phone addiction is a great contemporary phenomenon.

Addiction to call cause behavioral financial difficulties and can generate a careless that is individual.Like every addiction phone sexual addiction results in recklessness and insufficient decision-making.Past using the mobile phone to speak it goes.Suddenly addiction that is texting is logical! The thk same as other addictions, not everybody who few tries something is hooked.

Find that it is hard to unplug from work and societal networks.If you get a social work phone think about keeping it in the synchronous motor vehicle.Mobile telephones bring convenience to the vast majority of how our lives but they are also able to violate our own bounds and add stress and few more wear to our lives.No one ought to be permitted to carry their phone.