Proposal Rationale for Landmines Ban

How to Encourage Your Child on Test Days

How to Encourage Your Child on Test Days As the About.com test prep expert, I often get emails from parents asking for help with things like studying with their children, test prep techniques, easing test anxiety and more. Recently, I received an email from a mom who wanted nothing more than to encourage her daughter on test days. She could perceive - although nothing was said - that something wasnt quite right with her child on days when she had a presentation or test to take. She wanted to support her daughter in the kindest way possible.   Read the email she sent to me and the response I offered her to help her child feel the best she possibly could on test days.   Hi Kelly, How can I be more encouraging to my daughter on test days? She hasnt said that shes worried or anything, but I can just tell that something is up with her when she has a quiz or exam. Is there an activity we could do in the morning on the way to school? Kind regards, ~~~~~~~ Dear ~~~~~~~, If your daughter needs encouragement on test days, perhaps shes experiencing some test-taking anxiety, which can stem from different emotional places. To find out whats bothering her, start a conversation on the way to school since you drive her there every morning. Its a great time to have a conversation since the pressure is low - you have to watch the road and she can look out the window if she doesnt want to make eye contact.    Use a statement like, I can tell youre feeling discouraged about something. Is it the test? Would you like to tell me your feelings about it? This kind of conversation starter gives her some wiggle room if shes not up to chatting, but more than likely, shell open up about her worries if theyre test-related because you may have a solution for her. So probe a bit. Does she have a fear of failure? Is she worried about disappointing you or her teacher? Does she feel like shes not prepared? Once you know the root of the discouragement, you can encourage her by sharing your own experiences and boosting her self-esteem. Start by discussing moments in your life when youve been similarly discouraged. (Fear of failure during a new job? That time you felt unprepared for your finals in grad school?) Talk about the ways you overcame it to go on to complete the task you needed to do. Or, tell her about your failure. Its good for a kid to see that her parent is always perfect. Tell her what you learned from failing.   Then, boost her confidence with heartfelt praise. Describe one of her strengths; maybe shes a great shot in basketball or a creative writer. Show her how she can use those skills on test day. Scoring two points in hoops requires concentration, and since shes already good at that, she can use her powerful focusing skills to zoom in on the right answers. Being a creative writer means she can think outside the box. Confidence in one area can cross into others, especially if you help build the bridge. Most importantly, let her know that her score will never impact your love for her. Youll love her just as much whether she bombs the test or aces it. Even if she knows it already, hearing you say that she has your devotion regardless of her actions may help calm her anxiety if shes been telling herself something different. All my best to you, Kelly

Economics case assignment module 01 Essay Example | Topics and Well Written Essays - 500 words - 1

Economics case assignment module 01 - Essay Example This reflects the company’s high premium on supply and demand. It also values customers by giving many incentives that will attract new buyers and maintain old ones. To further the relationship between Wal Mart and Economics, the term Efficiency, Technology , and Price were chosen since these are actually some of the factors that have contributed to the growth of this business. The first term efficiency denotes achieving the maximum potential of an output ( products or services) that is brought by the resources and technology. An organization as big as Wal Mart would not be able to thrive in the market if it isn’t efficient. It’s expansion even to other countries benefits much from the ability of the organization to harness the potential of its resources. One of its focus is human resource management which equips its employees the skills that increase their efficiency in delivering services to the customers, thereby, producing favorable results as seen from their growth. Even having their own fleet of trucks dramatically increased their efficiency in supplying their stores. The term Technology complements the efficiency of Wal-Mart since this business has proven that one of the contributing factors for its efficiency is technology. A concrete example would be its direct access to P&G that enables it to replace its shelves four times faster than the competition; thus , approving that efficiency is highly correlated with technology. The third term price implies that sellers and buyers must agree on the exchange of products and services. In the same manner, Wal Mart has met the price that the consumers are willing to pay for since its prices are low. Interestingly, this is again a contribution of efficiency since the company keep the costs very minimal because of the logistics system that they have. Their efficiency in

Understanding and overcoming Database Design conflicts Research Paper

Understanding and overcoming Database Design conflicts - Research Paper Example Understanding and overcoming Database Design conflicts People think database design is a simple topic, but in actual fact it is a very complicated subject. In view of the fact that a correctly planned database arrangement is a design of a company, or a number of "things" in the actual world. Thus, similar to their physical model equivalents, data models facilitate them to obtain responses concerning the information that structure the objects being formed. In addition, queries that require answers decide that which details require being stored competently in the data model. In a relational database data is stored in different tables in place of placing all data in one large table. Moreover, in the relational model, data is typically arranged in tables that encompass the attributes that each record has the similar number of information; each field holds the similar type of particulars in every record; there is simply single entry for every fact; two records cannot hold the similar data; the sequence of the records as well as fields is not significant. In fulfilling database design objectives we can face a lot of conflicts and issues. The basic aim of this paper is to assess these conflicts and issues and afterward suggest several mitigation policies for such issues. This research will mainly analyze three types of goals which can be conflicting to one another and impossible for all companies to solve all three. Database Design Background An accurately designed database offers the users means of access to the latest, correct data and information. For the reason that an accurate design is necessary in attaining an organization’s objectives in functioning with a database, spending the time necessary to proficiently discover the standards of high-quality design seems sensible. Finally, we are a great deal more promising to finish up with a database that convenes our requirements as well as is able to simply hold changes or modifications in data. Moreover, in database design process, system developers judge a lot of issues all t hrough the design stage, for instance, how to produce an user-friendly interface, how to effectively normalize the data, and various other issues. However, without an uncertainty, one of the database developer's most significant objectives is to assure the correctness of the data (Microsoft Corporation., 2011), (Cgarvey, 2003) and (Hoffer, Prescott, & McFadden, 2007). Technical Description Need of Accuracy for Database Design Correct design is vital to the functions of a dependable and well-organized information structure of a business. At the present the technology of microcomputer is so sophisticated that the influence of a meager design can not humiliate as early as in the past; though, while the issues come into view they could be rather harsh. The blueprint of a database has to perform by means of the technique data is stored as well as how that data is connected. In addition, the design procedure is carried out besides user decides precisely what information should be stored a s well as how it should be taken back. Moreover, the more cautiously we design, the improved the physical database convenes users' requirements.

Proposals for Ring-Fencing and Loss Absorbency Essay - 44

Proposals for Ring-Fencing and Loss Absorbency - Essay Example The Commission was given up to the end of September 2015, to report their findings to the Cabinet Committee on Banking Reform. The white paper discussed many elements such as ring-fencing, high net worth individuals, prohibited services, SMEs for the purposes of ring-fencing, financial product restrictions, geographical restrictions, exposure to financial institutions, intra-group relationships, ancillary activities, legal and operational links, governance, economic links, scope, PLAC, PLAC composition, leverage ratio, loss absorbency, ring-fence buffer, bail-in, the bail-in process and depositor preference (ICB 2011, p. 19). Keeping in line with two of the stated topics above, this paper will describe the proposals for (i) ring-fencing and (ii) loss absorbency put forward by the 2011 Report of the Independent Commission on Banking (â€Å"Vickers Report†). The paper will discuss whether these measures likely to succeed in ensuring financial stability and how are these proposal s being enacted into UK law. Ring-fencing or ringfencing is a situation in which a fraction of a firm’s assets or profits are financially split without essentially being considered as a separate entity (Freixas & Mayer 2011, p. 397). This might be for: Ring-fencing in asset protection is used by separating particular liabilities and assets into different organizations of a corporate group. At times, it is utilized to mitigate liquidation risk or to enhance corporate credit rating (Haldane & Alessandri 2009, p. 12). In the UK, ring fence profits stem from gains and income from oil rights oil or extraction activities in the UK plus its continental shelf and experience a higher rate from corporation tax (ICB 2011, p. 35). In the case of bonds or loans, ringfencing ensures that an investor has a link to a particular asset they possess.

Concepts Of Organizational Behaviour

Concepts Of Organizational Behaviour This report is all about organization behavior and management, what kind of problems are face by organization due to the behavior of all stake holders of any organization? And what steps and decision of management are help to overcome all the problems and what is the current scenario of OB and why it is necessary to study of OB? INTRODUCTION Concepts of OB Organizational behavior is a field of study that investigates the impact that individuals, groups, and structures have on behavior within the organization. This impact works towards improving the organizations effectiveness. Of all the resources, human resources are precious and the behaviour of human being is unpredictable, thus unique in nature. As such an understanding of their interaction in Organisations is necessary, for the purpose of integrating human effort towards realisation of goals. In order to understand human behaviour, a specified field of faculty of knowledge is being developed. It is called organizational Behaviour (OB). Focuses on three levels of analysis Individuals, Groups, and Organisations It normative and value centred science The study of people at work It is concerned with the understanding, prediction and control of human behaviour Study of how people act in organisation Help suggest ways of improving organisational problems in general Related to work related behaviour and job satisfaction. Primarily related to people. OB include the core topics of motivationà ¢Ã¢â€š ¬Ã‚ ¦leaderà ¢Ã¢â€š ¬Ã‚ ¦behaviourà ¢Ã¢â€š ¬Ã‚ ¦ power .interpersonal communicationgroup structure processLearning à ¢Ã¢â€š ¬Ã‚ ¦.attitude perceptionWork designà ¢Ã¢â€š ¬Ã‚ ¦work stressà ¢Ã¢â€š ¬Ã‚ ¦. Organization When two or more people get together and agree to coordinate their activities in order to achieve their common goals, an organization has been born. The responsibilities by means of which the activities of the enterprise are dispersed among the (managerial, supervisory, and specialist) personnel employed in its service; and b. the formal interrelations established among the personnel by virtue of such responsibilities. A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. -Stephen p. Robbins A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common or set of goals. Organisation is the place where managers practise the art of management It formal in structure, clear roles and responsibility, hierarchy, authority etc Complementary relationship among member of organisation Not open for everybody Organization is a formal group of people with one or more shared goals Behavior The action that communicates and exhibits the character of individual is behaviour. The reaction of something under specified circumstances can be defined as behaviour. Definition of OB Organizational behaviour can classified as an Action attitudes of individuals groups toward one another and towards organizations as a whole its effect on organizations functioning performance. The study and application of knowledge about how people as individuals and groups act within Organisations, it strives to identify ways in which people can act more effectively. -John nestrom Keith Davis The understanding, prediction and management of human behaviour in organization. -Fred Luthans Robbins organizational behaviour is a field of study that investigates the impact that individuals, groups, and structure have on behaviour within Organisations, for the purpose of applying such knowledge towards improving organizations effectiveness. Robbins OB is field of study that investigates the impact that individuals, groups and structure have on behaviour within organization. OB is concerned with the study of what people do in an organization and how their behaviour affect the organizations performance Evolution of Organizational Behaviour Concepts of OB in Vedas Four Varna (Allocation of work), Four Purusarth (allocation of activities), Home and work distance (Township) Kautilayas Arthsastra Relationship with friend, superior, subordinate, ministers, servant etc. Wage rate and differences Values in organizations 1800 BC Babylonian Code Minimum Wage Rate Incentive Wage Rate 1800 Robert Owen Father or Personnel Management Emphasize the human factor in organization Refused to give employment to children Teach workers the importance of working conditions and cleanliness 1835 Andrew Ure The philosophy of Manufacturers Provide snacks, medical treatment and sickness benefits 1840 J N Tata Emphasize the dignity of labor at organization Improve the working conditions 1886 introduce pensions plans 1895 accident compensations schemes 1880 Scientific Management Frederiek Taylor decides to time each and every worker at the Midvale Steel Company. His view of the future becomes highly accurate: In the past man was first. In the future the system will be first. In scientific management the managers were elevated while the workers roles were negated. Science, not rule of thumb, said Taylor. The decisions of supervisors, based upon experience and intuition, were no longer important. Employees were not allowed to have ideas of responsibility. Yet the question remains is this promotion of managers to centre-stage justified? Scientific selection of workers and cooperation of labors and management A clear division of tasks and responsibilities between management and workers. Use of scientific methods to determine the best way of doing a job. Productivity was concerned More work in less time 1922: Max Weber gives the concept of Bureaucracy 1930-1950 Human Relation Management Elton Mayo Non economic and Social factors were considered Employee cooperation and morale program The social process of group behavior can be understood in terms of clinical method 1932 The Hawthorne Studies Elton Mayo becomes the first to question the behavioural assumptions of scientific management. The studies concluded that human factors were often more important than physical conditions in motivating employees to greater productivity. Illumination Experiment Really assembly test room experiments Incentives, rest period, changing working hours Mass interviewing Programme Do you like your supervisor Bank wiring Observation Room Experiments Fear of unemployment Fear of raising the standards Protection of slower workers Satisfaction on the part of management Classical Organizational Theory Henry Fayol a French industrialist Interrelations between people and their jobs Division of labor Managers authority over subordinate Well defined command Hierarch f authority OB in Modern Era 1954 Hierarchy of Needs Malows theory of hierarchy need is published in his book Motivation and Personality. This provides a framework for gaining employees commitment. 1954 Leadership/Management Drucker writes The Practice of Management and introduces the 5 basic roles of managers. He writes, The first question in discussing organization structure must be: What is our business and what should it be? Organization structure must be designed so as to make possible the attainment of objectives of the business for five, ten, fifteen years hence. 1959 Hygiene and Motivational Factors Frederick Herzberg developed a list of factors which are closely based on Maslows Hierarchy of Needs, except it more closely related to work. Hygiene factors must be present in the job before motivators can be used to stimulate the workers. 1960s Organization Development In the 1950s and 1960s a new, integrated approach originated known as Organization Development (OD): the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change 1960 Theory X and Theory Y Douglas McGregors Theory X and Theory Y principles influence the design and implementation of personnel policies and practices. Late 1960s Action Learning An Unheralded British academic was invited to try out his theories in Belgium it led to an upturn in the Belgian economy. Unless your ideas are ridiculed by experts they are worth nothing, says the British academic Reg Revens, creator of action learning: L = P + Q ([L] Learning occurs through a combination of programmed knowledge [P] and the ability to ask insightful questions [Q]) Note that his work has had little impact on this side of the ocean, although it remains one of the best ways to learn and to improve an organization. 1964 Management Grid Robert Blake and Jane Mouton develop a management model that conceptualizes management styles and relations. Their Grid uses two axes. Concern for people is plotted using the vertical axis and Concern for task is along the horizontal axis. The notion that just two dimensions can describe a managerial behavior has the attraction of simplicity. 1990 Learning Organization Peter Senge popularized the Learning Organization in The Fifth Discipline: The Art and Practice of the Learning Organization. He describes the organization as an organism with the capacity to enhance its capabilities and shape its own future. A learning organization is any organization (e.g. school, business, government agency) that understands itself as a complex, organic system that has a vision and purpose. It uses feedback systems and alignment mechanisms to achieve its goals. 1995 Ethics On December 11, 1995 a fire burned most of Malden Mills to the ground and put 3,000 people out of work. Most of the 3,000 thought they were out of work permanently. CEO Aaron Feuerstein says, This is not the end he spent millions keeping all 3,000 employees on the payroll with full benefits for 3 months until he could get another factory up and running. Why? He answers, The fundamental difference is that I consider our workers an asset, not an expense. Q-1. Critically discuss what you believe are the most important factors that are likely to determine the successful performance of work organizations. What do you see as the main obstacles to effective organizational performance and how would you attempt to overcome them? Factors of successful performance of work organization Motivation in the Workplace:- The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But thats easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership. Quite apart from the benefit and moral value of an altruistic approach to treating colleagues as human beings and respecting human dignity in all its forms, research and observations show that well motivated employees are more productive and creative. The inverse also holds true. The schematic below indicates the potential contribution the practical application of the principles this paper has on reducing work content in the organization. Environmental Scanning:- Environmental scanning is the acquisition and use of information about events, trends, and relationships in an organizations external environment, the knowledge of which would assist management in planning the organizations future course of action. Depending on the organizations beliefs about environmental analyzability and the extent that it intrudes into the environment to understand it, four modes of scanning may be differentiated: undirected viewing, conditioned viewing, enacting, and searching. We analyze each mode of scanning by examining its characteristic information needs, information seeking, and information use behaviors. In addition, we analyze organizational learning processes by considering the sense making, knowledge creating and decision making processes at work in each mode. 3. Job Satisfaction:- Initial research indicated that neuroticism is negatively correlated with job satisfaction, whereas conscientiousness, extraversion, and agreeableness are positively correlated with job satisfaction. Openness to experience has a negligible impact on job satisfaction. Additional research, however, has only been able to replicate correlations among the factors of neuroticism and extraversion, with extraversion being positively correlated with job satisfaction and neuroticism being negatively correlated. This could be due to the social nature of the workplace (Judge, Heller, Mount, 2002). This finding may be due to the low level of arousability for extraverted individuals (Hebbs theory). If the workplace is a social environment, then extraverted employees are more likely to be at a low level of arousal while at work, whereas at their home there is less stimulation. Introverts, on the other hand, are more likely at their optimal level of arousal outside of the workplace, where there is less stimulation, and therefore are more likely dissatisfied with the level of stimulation that they experience while at work. Deviation in the Workplace:- Workplace deviance occurs when an employee voluntarily pursues a course of action that threatens the well-being of the individual or the organization. Examples include stealing, hostile behavior towards coworkers, and withholding effort. Stealing and withholding effort are categorized as organizational deviance, whereas hostile and rude behavior toward coworkers is categorized as interpersonal deviance. Workplace deviance is related to the five-factor model of personality. Interpersonal deviance is negatively correlated with high levels of agreeableness. Organizational deviance is negatively correlated with high levels of conscientiousness and positively correlated with high levels of neuroticism. This implies that individuals who are emotionally stable and conscientious are less likely to withhold effort or steal, whereas those who are agreeable are less likely to be hostile to their coworkers. Another entirely different factor to consider is perception of the workplace. Employees who had a positive perception of their workplace were less likely to pursue deviant behavior. Research indicates that personality acts as a moderating factor: workplace deviance was more likely to be endorsed with respect to an individual when both the perception of the workplace was negative and emotional stability, conscientiousness, and agreeableness was low (Colbert, Mount, Harter, Witt, Barrick, 2004). 5. Teamwork:- Oftentimes in the workplace the ability to be a team player is valued and is critical to job performance. Recent research has suggested that conscientiousness, extraversion, and agreeableness are all related to cooperative behavior but that they are not related to task performance. Although this fortifies the case that job performance is related to the five-factor model via increased cooperativeness among coworkers, it lays siege to the role of personality by implying that actual job performance (task performance) is related to cognitive ability and not to personality (LePine Dyne, 2001). Leadership abilities are often essential in the workplace, especially for individuals who aspire to move up into the ranks of management. Studies of Asian military units have found that neuroticism is negatively correlated with leadership abilities. Contrary to what the researchers hypothesized, agreeableness is negatively correlated with leadership abilities as well. Openness to experience is unrelated to leadership abilities, but extraversion is positively correlated with leadership abilities (Lim Ployhart, 2004). This evidence is consistent with the long-standing idea that in teams there are leaders and there are followers; the leaders make decisions and the followers abide by them. Although agreeableness is positively correlated with working with a team, it is negatively correlated with being a leader. Those followers who do not always agree and are willing to voice their own opinions end up moving up the ranks, whereas those who blindly agree are left as followers. 6. Personnel Selection Research into the relation between the five-factor model and personnel hiring provides additional evidence that conscientiousness is the most valid predictor of job performance (Schmidt Ryan, 1993). Given that conscientious individuals have a tendency to perform better as employees; it is easy to believe that employers will seek out that factor or the traits that coincide with it. 7. Personality:- A persons personality may not necessarily have a very high impact on a persons job or productivity per se, depending on the type of work being done. As discussed by Sean P. Neubert, the notion that salespeople who exhibit high levels of extraversion will have better overall job performance is pretty evident, for being a salesperson requires a lot of social interaction, and an introverted salesperson would obviously be less effective than an extravert. Given that point, another point brought up is about conscientiousness in addition to extraversion and its positive correlation with job performance in terms of the social atmosphere present in most workplaces: a conscientious person is obviously more likely to be a more productive worker and an extraverted person will experience an optimal level of arousal in a social workplace. Personality influence would perhaps become less palpable if an individuals place of work is not a highly social arena or the job is non-traditional. Main obstacles to effective organizational performance and how would you attempt to overcome? PRODUCTIVITY An organisation is productive if it achieves its goals and does so by transferring inputs to outputs at the lowest cost as such productivity implies a concern for both effectiveness and efficiency. A hospital, for e.g. is effective when it successfully meets the needs of its clientele. It is efficient when it can do so at a low cost. If a hospital manages to achieve higher output from its present staff by reducing the average number of days a patient is confined to a bed or by increasing the number of staff patient contacts per day. We say that the hospital has gain productive efficiency. A business firm is effective when it attains its sales or market share goals but its productivity also depends on achieving those goals efficiently. ABSENTEEISM Absenteeism is defined as the failure to report to work. Absenteeism is huge cost and disruption to employers. Its difficult for an organization to operate smoothly and to attain its objectives if employees fail to report to their jobs. The work flow is disrupted, and often important decisions must be delayed. In organization that rely heavily on assembly-line production, absenteeism can be considerably more than a disruption; it can result in a drastic reduction in the quality of output, and in some cases, it can bring about a complete shutdown of the production facility. Level of absenteeism beyond the normal range in any organization has a direct impact on that organizations effectiveness and efficiency. TURNOVER Turnover is the voluntary and involuntary permanent withdrawal from an organization. A high turnover rate results in increased recruiting, selection, and training coursing addition, a high rate of turnover can disrupt the efficient running of an organization when knowledgeable and experienced personal level and replacements must be found and prepared to assume positions of responsibility. In todays changing world of work, reasonable level of employee-initiated turnover facilitated organizational flexibility and employee independence and they can listen the need of management-initiated layoffs. OCB Organizational citizenship behaviour (OCB) is discretionary behaviour that is not part of an employees formal job requirements but that nevertheless promotes the effective functioning for the organization. Successful Organisations need employees who will do more than their usual job duties who will provide performance that is beyond expectations. Organisations want and need employees who will do those things that arent in any job description. And the evidence indicates that Organisations that have such employees out perform those that didnt. As a result, OB is concerned with OCB as a dependent variable. JOB SATISFACTION The final dependent variable we all look at is job satisfaction, which we define as a private feeling about ones job resulting from an evaluation of its characteristics. Unlike the previous variable, job satisfaction to represents an attitude rather than behaviour. Why, then, has it become a primary dependent variable? For to reasons its demonstrated relationship to performance factors and the value preferences help by many OB researches. The belief that satisfied employees are more productive than dissatisfied employees. Has been a basic tenet among managers for years, though only now has research begun to support his theory after decades of questions about the satisfaction-performance relationship. POSITIVE ORGANIZATIONAL BEHAVIOUR: By integrating positive psychology to organizational setting, Fred Luthans has pioneered the positive organizational behaviour research in 1999. Positive organizational behaviour is the application of positive psychology to the workplace. Its focus is on strengths and on building the best in the workplace under the basic assumption that goodness and excellence can be analyzed and achieved. The study and application of positive oriented human resource strength and psychological capacitates that can be measured, develop and effectively managed for performance improvement in todays workplace. -Luthan Despite initial studies and conceptualizations, the field of POB is still in its infancy. Therefore the challenge currently a waiting with POB is to bring about a more profound understanding of the real impact of positive states for organizational functioning and how these states can be enhanced with the workplace. Positive psychology shift the emphasize away from What is Wrong and what is Right. Five elements of positive approach in OB Luthan has enumerated the five elements of positive approach in OB. Confidence In confidence, he includes self efficacy. Self efficacy refers to how well one can execute courses of action required dealing with prospective situation. Hope Optimism Subjective Wellbeing High correlation with job satisfaction. Emotional intelligence It includes personality and leadership. 5 categories of the positive approach (ISOTC) In order to retain a sharp focus, five categories of positive approach are given. Internality Personality Self management Optimism Humanistic Tradition Trust Positive Expectancy Collaboration Internality Personality Internality, or internal locus of control, is the general orientation of an individual that results in a belief that he can shape his destiny. It refers to an individuals confidence in his ability to mobilize motivation, cognitive resources, and courses of action to execute a task. Self management Self management is a part of emotional intelligence. There are two main elements of self management: self regulation or self restraint and perseverance. Those who resist temptation about getting something immediately or without any efforts are more competent, effective, self assertive and better able to cope with. This characteristic of gratification of a long term goal is a part of self management. Optimism: Instead of indulging in the recollection of misfortunes and bad experiences, individuals should get deeply involved in the activities they do. Such joy of work contributes not only to involvement but also to effectiveness. Trust: Trust as an orientation is reflected in a. Positive image of others resulting in dialogue and delegation. b. Positive reinforcement resulting in appreciation, recognition, reward, respect, sense of assurance, acceptance, etc. Collaboration: Collaboration includes group behavior. It is defined in terms of a person working with another person for the attainment of goal. 2. Consider the changing nature of modern work organization and attempt to challenge and criticize the validity of this statement In todays world, the structure, content, and process of work have changed. Work is now: more cognitively complex more team-based and collaborative more dependent on social skills more dependent on technological competence more time pressured More mobile and less dependent on geography. In todays world, you will also be working for an organization that is likely to be very different due to competitive pressures and technological breakthroughs. Organizations today are: leaner and more agile more focused on identifying value from the customer perspective more tuned to dynamic competitive requirements and strategy less hierarchical in structure and decision authority less likely to provide lifelong careers and job security Continually reorganizing to maintain or gain competitive advantage. A. The Key Drivers for Changing Nature of Work Although many factors ultimately contribute to the changing patterns of work, organizational theorists point to two key drivers: Increasing pressures on organizations to be more competitive, agile, and customer focused-to be a lean enterprise. Communication and information technology breakthroughs, especially mobile technologies and the Internet that enable work to be separated from time and space. Changes in Organizational Focus: What does it mean to be Lean? The Lean Enterprise model was introduced to the world by Toyota in the 1970s. Since then, it has fueled changes in organizations across the globe, particularly-but not exclusively-in manufacturing and product development. The key principles of Lean Enterprise (or lean thinking, as it is sometimes called) are: Define value from the customers perspective. Identify internal activities and processes that add value for the customer and identify linkages between them (the value chain). Eliminate non-value added activities (or waste) across the organization. Reduce waste and inefficiencies in support (e.g., overhead) functions. The lean enterprise principles enabled many organizations to respond more rapidly to the marketplace by reducing cycle time, developing mass customization processes, and supporting continual change and innovation. Key organizational changes include: Reduced hierarchical structure-Hierarchies are cumbersome and cannot respond quickly to changing market demands, such as pressures for reduced cycle time and continuous innovation. Hierarchies are being replaced by cross unit organizational groupings with fewer layers and more decentralized decision making. Blurred boundaries-As organizations become more laterally structured, boundaries begin to breakdown as different parts of the organization need to work more effectively together. Boundaries between departments as well as between job categories (manager, professional, technical) become looser and there is a greater need for task and knowledge sharing. Teams as basic building blocks-the move toward a team-based organizational structure results from pressures to make rapid decisions, to reduce inefficiencies, and to continually improve work processes. New management perspective-Workers are no longer managed to comply with rules and orders, but rather to be committed to organizational goals and mission. The blurring of boundaries also affects organizational roles. As employees gain more decision authority and latitude, managers become more social supporters and coaches rather than commanders. Continuous change-Organizations are expected to continue the cycles of reflection and reorganization. However, changes may be both large and small and are likely to be interspersed with periods of stability. Kling and Zmuidzinas identify three types of change-metamorphosis (far reaching, fundamental change), migration (shifts toward a new form), and elaboration (changes that enhance some aspect of work). B. How Work is Changing for Individuals and Groups Over the past two decades, a new pattern of work is emerging as the knowledge economy realizes the full potential of both new technologies and new organizational models. The changes fall into the following domains: Cognitive competence Social and interactive competence The new psychological contract between employees and employers Changes in process and place Increased complexity of work-Workers need to know more, not only to do their jobs and tasks, but also to work effectively with others on teams. Many knowledge-based tasks require sound analytical and judgment skills to carry out work that is more novel, extemporaneous, and context based, with few rules and structured ways of working. Although demand for high cognitive skills are especially prominent in professional, technical, and managerial jobs, even administrative tasks require more independent decision making and operational decision making. Continuous competency development-Not only do workers need to keep their technology skills up to date, they need to be continuous learners in their knowledge fields and to also be more conversant with business strategy. Time to read and attend training classes is no longer a perquisite of only a few, it is essential for all workers. Different ways of thinking-Rosabeth Kantor argues that cross-functional and cross boundary teams require kaleidoscope thinking, the ability to see alternative angles and perspectives and to create new patterns of thinking that propel innovation. Workers also need to be able to synthesize disparate ideas in order to make the cognitive leaps that unde

Democratic legislatures Essay

â€Å"The Republican party is unreservedly for sound money. It is unalterably opposed to every effort to debase our currency or disturb our credit. It resumed specie payments in 1879, and since then it has made and kept every dollar as good as gold. This it will continue to do, maintaining all the money of the United States, whether gold, silver or paper, at par with the best money of the world and up to the standard of the most enlightened governments. Towards the middle of the week the group of gentlemen participating in these conferences was increased by several accessions from the number of Mr. McKinley’s friends in other states, among whom may be mentioned Mr. Henry C. Payne, William R. Merriam and Melville E. Stone. After his arrival Mr. Henry C. Payne became particularly active in getting the conference together and in having the platform typewritten anew, after every change, and in having copies supplied to each participant. On Friday morning Mr. H. H. Kohlsaat of Chicago joined the conference, having come over from Chicago in response to a telegram particularly for that purpose. Mr. Kohlsaat’s relation to the whole matter was peculiar. The next step for Mr. Hanna and his assistants was to secure some strong endorsements by the State Conventions. Ohio was already in line, having endorsed McKinley for the nomination in the State Convention of 1895. The Convention of 1896 met at Columbus on March 10. Mr. Foraker, who had recently been elected United States Senator, made a lengthy speech, as temporary chairman, enumerating the many reasons why McKinley should receive â€Å"the united, hearty, cordial, enthusiastic, and unqualified support of Ohio. † The platform contained a ringing endorsement, which was greeted with a volley of cheers, and a resolution was adopted instructing the delegates-at-large to vote and work for his nomination. A telegram was received from the Kansas Convention assuring their support of McKinley, to which Ohio replied with enthusiasm. Wisconsin followed nine days later, and then came Oregon, Nebraska, North Dakota, and even Vermont. Indiana fell into line at an early date. Charles W. Fairbanks, who was to preside as temporary chairman of the convention, called upon General Harrison early in the year, and said to him frankly, â€Å"If you, General, wish to be a candidate, I shall help you. If not, I am for Major McKinley. † Harrison replied that he had wanted the nomination in 1892 and desired to succeed himself, but after four years of Democratic administration the thought of reorganizing the Government was intolerable. He added with twinkling eye, â€Å"Your friend Cleveland is making my administration luminous. † Indiana soon after declared for McKinley. McKinley wanted to retain the system’s mobility and diversity, to let men fulfill their talents. He championed tariff protection specifically and the Republican party generally because he rightly understood that both promoted national interests. Naturally and honestly echoing the rhetoric of responsible individualism, he did not seek to advance at society’s expense. The belief that material security fostered social responsibility might be as idealistic as facile self-sacrifice based on man’s alleged innate goodness and rationality, but it at least accepted limitations in democratic politics, and the understandable reluctance of men to abandon old ideals. Some Republicans, and many Democrats, represented only business interests, but McKinley’s background, personality, and constituency opened his mind to change and moderation. As a congressman, he favored civil service reform, federal protection of voting rights, and workable business regulation, reflecting the needs and aspirations of an expanding middle and working class. Like Mark Hanna, he had many friends in organized labor, and protection heightened his appeal in shops and factories. He visited the mines, warehouses, forges, and plants in his district, and got a warm welcome from most workers. His uncertain district, which Democratic legislatures regularly gerrymandered, was a blessing in disguise. He never had the luxury of safety. In American politics, a safe constituency was the kiss of death, since it isolated leaders from change and new demands. McKinley’s whole congressional career sharpened his talents for compromise. In his own time, he was a liberal Republican, as many followers who later became reformers readily attested. â€Å"I always felt that McKinley represented the newer view,† Robert La Follette recalled. â€Å"Of course, McKinley was a high protectionist, but on the great new questions as they arose he was generally on the side of the public and against private interests. † By 1896, the Ohioan well represented the elements that could give the GOP a long lease on life.

Mothers Against Driving

This essay is about a nationally known lobbying group known as MADD or Mothers Against Driving. This is an organization that was first created by a woman named Candy Lightner whom in 1980 tragically lost her daughter to a repeat offense drunk driver. This organization or lobbying group works very hard and whose goal is to keep drivers off the road who have had too much to drink and to also make sure that drunk driving laws are enforced.The thesis statement is â€Å"Mothers Against Drunk Driving has arguably been one of the most successful public-health grassroots citizen dvocacy organizations in the United States in the past century. â€Å"(Fell and Voas). This whole idea of MADD started years ago when Candy Lightner's daughter Carl, was walking with her friend and was struck and killed by a man who left the scene of the accident, and was drunk driving. After she was told that he actually was only out of Jail for two days after being arrested for another hit- and- run drunk- drivin g crash.His record had reflected three other arrests-two resulted in convictions and one was reduced to a reckless driving offense. It was soon after this that Candy Lightner and a few friends started MADD to fight against drunk drivers. The first chapter that was started in Maryland was by another woman named Cindi Lamb who was trying to fight the fact that her five month old daughter became paralyzed by a repeat drunk driver offender as well. The two women were brought together by a press secretary to congress and had a news conference that brought a lot of attention to this impaired-driving problem that is everywhere.Soon all over the nation Candy Lightner was contacted to comment on high profile cases. This lobbying roup was incorporated in 1980 as a California corporation. † By June of 1981 it had achieved IRS tax-free status: later in the year, it received$100,OOO in private funds. † Articles on the organization appeared in many magazines and newspapers out there s uch as Los Angeles Times, Family Circle. Candy was the guest on many talk shows such as The Today Show, Phil Donahue and others. With the great increase in media attention to the impaired-driving problem and the surge in alcohol legislation in the 1980's, there was a heartening reduction in alcohol- related fatal crashes between 980 an 1995. â€Å"(NHTSA, 1995). MADD had developed a strong capability to respond to the growing press and interest in this ever growing problem. This part of the essay contains the claim and some of the background. There is a lot of evidence both qualitative and quantitative in MADD's effect on the impaired-driving problem we have in our America. There is general acceptance of the relationship between laws, their enforcement, and public education on driver perceptions of the risk of being caught for DUI (driving under the influence) which affect public attitudes toward impaired driving. (Gladwell, 2001). MADD founder Candy has been invited to speak at th e formal signing of each of the legislative bills. Six of the most important pieces of alcohol safety legislation are MLDA 21 laws, zero tolerance for youth laws,. 08BAC limit laws,ALS laws, illegal per se laws and increased adoption of the legislative laws.This is part of the three tiered approach to the ending of drinking and driving. At the community level, MADD has chapters that help support police enforcement activities when it comes to strong DUI enforcement and rewarding police officers who make the most DUI arrests. Before MADD offenders were given light sentences but now there is a lot of court monitoring by MADD to assure offenders gets there Just do. This part of the essay contains some of the background and body, along with supporting evidence and data and scholarly research.An opposing view to MADD comes from the American Beverage Licenses or (ABL). This organization represents beer, wine and spirits retailers in the U. S. They have made many anti-MADD statements as wel l as criticizing General Motors. One of the claims that the ABL has made is that MADD targets social drinkers†ABL claims hat MADD would have you arrested if you had a glass of wine with dinner and then driven safely home or if you had a cocktail with your friends after work before heading home.They also claim that MADD wants to criminalize the 40 million adults that responsibly enjoy a glass of wine with dinner or a beer at a ball game and drive safely home. â€Å"(Hingson and Winter, 2003) This is simply not a true statement. MADD is just in support to the lowering of blood alcohol levels to 0. 08 and that is not reached by a glass of wine or from one beer. This level is reached by an average male size ho consumes 4 drinks in 1 hour or by an average sized female consuming 3 drinks. Social drinking does not attain to a blood alcohol level of 0. 8. General Motors is viewed as being a support for MADD but ABL claims that General Motors should be held accountable for supporting MADD. This could be viewed as a rebuttal to the opposing view of ABL. In Conclusion there is a lot of evidence that MADD has helped so many victims of drunk driving and they give so much of their time providing not only emotional support but also victim assistance programs and court accompaniments and that is hy this lobbying group is so very important to a lot of people and in helping so many.

The eNotes Blog Stories and Quotes from LGBTQ+ Authors of the EnglishCanon

Stories and Quotes from LGBTQ+ Authors of the EnglishCanon June is Pride month! It is a month in which the U.S honors the impact that lesbian, gay, bisexual, transgender, and queer people have had on our society, culture, and national identity. While the U.S. and much of the world has a long history of shaming and oppressing LGBTQ+ individuals with social stigma and violence, Pride focuses on celebrating sexuality and gender diversity while positively promoting self-affirmation, dignity, and equality for LGBTQ+ communities. In honor of Pride, we’re focusing on the stories of famous writers who not only shaped Western literature as we know it today, but also improved, altered, or inspired the discourse surrounding sexual identity and gender expectations. Enjoy the following four stories and famous quotes from LGBTQ+ authors! 1. H. D. I will be free, no lovers kiss to bind me to earth, no bliss of love to counteract actual bliss. In his  Autobiography, poet William Carlos Williams describes H.D. as an intense woman looking to cast off the conventions of Victorian society. He describes how she would splash ink all over her clothes before she began writing to give herself the â€Å"feeling of freedom and indifference.† H.D. (born Hilda Doolittle in Pennsylvania) was an important part of the modernist movement whose work spans five decades from the Victorian Era to the Atomic Age. She focuses on love, war, death, and life through innovative perceptions of gender, language, and mythology. H.D.’s poetry uses images full of sensation so that you can almost taste the ripeness of the fruit in her  Ã¢â‚¬Å"Orchard†Ã‚  or feel the oppressive heat in  Ã¢â‚¬Å"Garden.† Along with adding beautiful poetry to the imagist and modernist movements, H.D. explored her bisexuality openly and began important conversations in psychology about the complexity of human sexuality. H.D.’s first love was male poet Ezra Pound in the early 1900s. The couple’s passionate affair was controversial, but the couple decided to get married despite rumor and opinion. Pound saw H.D. as his muse and she imagined a bohemian lifestyle with her lover. However, as the relationship grew more conventional, H.D. began questioning traditional expectations of sexuality, gender, and marriage. She became disenchanted with being his muse and broke off the engagement. It was around this time that H.D. met Frances Gregg, an intense, young, female poet who would become H.D.’s lover and muse. She saw Gregg as her â€Å"twin soul.† Though Gregg was possessive, H.D. felt the secret, forbidden relationship gave her freedom from Pound that inspired her to write prolifically. This intense poetic output came to a screeching halt when H.D. discovered Gregg and Pound had a secret intimate relationship; the erotic threesome left H.D. feeling betrayed and disenchanted. H.D. eventually sought Sigmund Freud’s help her with her writer’s block. She came to understand her sexuality over the course of her sessions with Freud. It was his opinion that her writer’s block came from her own discomfort with her bisexuality. Freud’s analysis of where this discomfort came from an  Oedipal obsession with her mother  remains extremely controversial; however, unlike many of his other patients, H.D. pushed back against any diagnosis that she did not agree with. Namely, Freud’s theory that women’s issues came from envy of â€Å"man-strength† or their possession of a penis. She instead celebrated the erotic, spiritual, and assertive power of women and claimed that â€Å"woman is perfect.† 2. Oscar Wilde Never love anyone who treats you like youre ordinary. Oscar Wilde is remembered for his bold personality, quick wit, and humor. His plays  The  Importance of Being Earnest  and  An Ideal Husband  made the face of theatrical drama more absurd, short stories like  Ã¢â‚¬Å"The Canterville Ghost†Ã‚  satirized popular literary trends like the gothic, and his only novel,  The Picture of Dorian Gray,  challenged conventional perceptions of beauty, truth, and morality. You’ve probably seen his witty quotes on your friend’s Instagram pages: â€Å"You can never be overdressed or overeducated.† â€Å"Be yourself, everyone else is already taken.† â€Å"Always forgive your enemies; nothing annoys them so much.† But these witty remarks, his brilliant writing, and extravagant lifestyle are only part of Wilde’s story. Wilde was the victim of stringent anti-gay laws in England in the 19th century. In 1885, The Criminal Law Amendment, or Labouchere Amendment, made â€Å"gross indecency† a crime in the United Kingdom. â€Å"Gross indecency† was a fluid term used to describe any kind of behavior that the court deemed harmful to society. It was disproportionately used to convict homosexuals when the court could not prove that intercourse had taken place. In 1895, Oscar Wilde was convicted by this law and sentenced to two years in a hard labor prison. Wilde had been romantically involved with Lord Alfred Douglas, an aristocratic poet and political commentator. When Douglas’s father, the Marquis of Queensberry, found out about the relationship, he left a note for Wilde at the Albemarle Club in London which labeled him a â€Å"Posing Somdomite,† misspelling his accusation that Wilde was committing sodomy. Wilde was furious. Though he was in a secretly gay relationship that everyone in his social circle knew about, sodomy was considered a crime punishable by life in prison. Wilde brought a lawsuit against Queensberry for public defamation. However, the courts almost instantly dismissed Wilde’s claims and instead used it as an opportunity to convict him. Prison broke Wilde. He was subjected to poor nutrition, hard labor, and multiple untreated illnesses. Once, he was so ill and malnourished that he collapsed and ruptured his left eardrum- an injury that was responsible for the meningitis that would kill him only a few years later. He left prison broken, demoralized, and publicly hated. He exiled himself and went to Paris, where he stayed with a series of friends. Against the advice of his friends, Wilde rekindled his love with Douglass for a few short months in France, but their families tore them apart, threatening to cut them off from their allowances. He died of cerebral meningitis in 1900. He was only 46-years old. In 2017, Wilde was posthumously pardoned along with around 50,000 other men when Parliament passed the Policing and Crime act of 2017, which automatically pardoned all men convicted of homosexual acts that are no longer considered criminal. Homosexuality was not decriminalized in the UK until 1967. 3. Walt Whitman Not I, nor anyone else can travel that road for you.You must travel it by yourself.  It is not far. It is within reach.Perhaps you have been on it since you were born, and did not know.Perhaps it is everywhere- on water and land. Walt Whitman is one of the United States’ most renowned and respected poets. He embraced the American transcendental movement, which believed in the inherent goodness of people. His epic collection of poetry,  Leaves of Grass, is considered one of the central works of U.S. poetry, though it was initially condemned as too explicitly sexual. Whitman’s sexuality has long been under debate among scholars. All evidence we now have of his homosexuality or bisexuality are second-hand accounts. Peter Doyle, Whitmans inseparable companion for several years after their meeting in 1866, described their connection as one of mutual love and understanding: We were familiar at once- I put my hand on his knee- we understood. He did not get out at the end of the trip- in fact went all the way back with me. Whitman wrote about Doyle in his manuscripts using the code â€Å"16.4,† Doyle’s numerical initials in the alphabet. Whitman’s love poem â€Å"Once I Pass’d Through A Populous City† was originally written to a man- the pronouns being changed to address a woman when it was published. Even Oscar Wilde, who met Whitman in 1882, claimed I have the kiss of Walt Whitman still on my lips, and insisted that Whitman was gay. However, the poet himself vehemently dismissed all questions and claims that he had homosexual relations while he was alive. He even claimed to have fathered six illegitimate children, a claim that was never corroborated by an ex-lover, child, or birth certificate. Whitman’s denials suggest that his sexuality was more complex than his society allowed it to be. Whitman lived from 1819–1892 in New York and New Jersey. Sodomy was a capital offense on the level of murder in the United States until 1962. On top of legal prohibitions, homosexual men were violently persecuted by the communities in which they lived. Whitman’s beautiful, lyrical, and insightful poetry shows that he could find beauty and reassurance in the world. Even though he was born into a society in which he might have had to repress his identity and was denied the right to explore his own sexuality, Whitman focused on love, friendship, democracy, and the soul. 4. Katherine Mansfield What I feel for you cant be conveyed in phrasal combinations; it either screams out loud or stays painfully silent but I promise- it beats words. It beats worlds. Much of what we know about Katherine Mansfield’s personal life is from the series of diaries she kept throughout her life. Originally born in New Zealand, Mansfield lived most of her adult life in England. She attended Queen’s College where she developed intellectual freedom and fell in love with the writing and lifestyle of Oscar Wilde. Though her parents expected her and her sisters to become upper-class socialites, Mansfield preferred to live a bohemian lifestyle. In her journals she writes that while with her family, she felt a sense of unutterable loneliness pervaded [her] spirit. Mansfield’s life in London consisted of emotional and personal tumult and constant writing. She has a series of male and female lovers, one marriage, and two miscarriages or abortions. Her mother, Annie, ventured to London at one point and tried to check her daughter into a fancy hotel for an intervention. When Annie returned to New Zealand, she cut Mansfield out of her will. Mansfield said of herself that she was a writer with a rapacious appetite for everything and principles as light as my purse. Her most significant relationship was with Ida Baker, a woman whom she met at Queens College in 1903. Baker was intensely loyal and dedicated to Mansfield. She stayed with her through multiple relationships, illnesses, engagements, and a marriage. She was Mansfield’s confidante, doormat, housekeeper, nurse, and fan. It is unclear if their relationship was ever sexual in nature. In many writings, Mansfield seems violently angry at Baker yet in some ways depends on her to be there. Baker in turn seems to be infatuated with Mansfield, calling her â€Å"angel† and â€Å"love.† Mansfield’s broad experiences during this time gave her the perspective to revolutionize the English short story, writing brilliant tales like  Ã¢â‚¬Å"The Garden Party.†Ã‚  She presents complex personalities and rejects modern conventions of plot or endings to create portraits of characters interacting with moments. Her prose is not overly emotional; rather, her characters have sharp, resonant reactions to events. Mansfield explored sexuality, vulnerability, insensitivity, and the instability of the family. She drew power from painful or mundane experiences and was thus able to present the world with its messy complexities.

E.E. cummings essays

E.E. cummings essays E. E. Cummings, who was born in 1894 and died in 1962, wrote many poems with unconventional punctuation and capitalization, and unusual line, word, and even letter placements - namely, ideograms. Cummings' most difficult form of prose is probably the ideogram; it is extremely terse and it combines both visual and auditory elements. There may be sounds or characters on the page that cannot be verbalized or cannot convey the same message if pronounced and not read. Four of Cummings' poems - l(a, mortals), !blac, and swi( - illustrate the ideogram form quite well. Cummings utilizes unique syntax in these poems in order to convey messages visually as well as verbally. Although one may think of l(a as a poem of sadness and loneliness, Cummings probably did not intend that. This poem is about individuality - oneness (Kid 200-1). The theme of oneness can be derived from the numerous inezces and forms of the number '1' throughout the poem. First, 'l(a' contains both the number 1 and the singular indefinite article, 'a'; the second line contains the French singular definite article, 'le'; 'll' on the fifth line represents two ones; 'one' on the 7th line spells the number out; the 8th line, 'l', isolates the number; and 'iness', the last line, can mean "the state of being I" - that is, individuality - or "oneness", deriving the "one" from the lowercase roman numeral 'i' (200). Cummings could have simplified this poem drastically ("a leaf falls:/loneliness"), and still conveyed the same verbal message, but he has altered the normal syntax in order that each line should show a 'one' and highlight the theme of oneness. In fact, the whole poem is shaped like a '1' (200). The shape of the poem can also be seen as the path of a falling leaf; the poem drifts down, flipping and altering pairs of letters like a falling leaf gliding, back and forth, down to the ground...

Multivariate analysisand cluster Speech or Presentation

Multivariate analysisand cluster - Speech or Presentation Example This analysis is aimed at investigating the significant difference between the USFOX and BRITISHFOX. In this study, the variables are F1 Height at shoulders in centimetres, F2 body length in centimetres, and F3 weight in kilograms. In this case we will investigate if there is any difference in adult male red fox measurements between the US and Great Britain. The difference between the two populations USFOX and British FOX will also be investigated in this research. In this study, we will investigate if there exists any correlation between the height at the shoulders, and the length of the body (Tunner. D. E and Youssef-Morgar C.M, 2013). The correlation between the height of the body and the weight of the body. The correlation between the length of the body and the weight of the body. We will first explore the population to investigate the univariate normality and bivariate normality, Kutner, M. H., C. J. Nachtsheim, J. Neter, andW. Li (2005). We will also explore the relationship be tween the variables. We use the r-program to do the analysis test for univariate and bivariate normal. Statistics is in every day activities, and its hard to go without any encounter of statistics (Campbell, G, Stonehouse, G & Houston, B 2002). Without statistics, we couldn’t be able to plan our budgets, pay our taxes, enjoy ourselves to the fullest or even evaluate our performance in the various job positions. Descriptive statistics includes qualitatively describing the features of gathering of information. Descriptive statistics aims at summarizing the sample unlike inferential statistics that aim at learning about the population. The descriptive statistics are not obtained on the ground of probability theory. Some of the measures used to define the data are the measures of central tendency and the measures of dispersion (Brue Stanley. & Randy Grant, 2007). The measure of central tendency that we are going to look at include; mean,

Understanding of Israel and Palestine Conflict Based on Readings Literature review

Understanding of Israel and Palestine Conflict Based on Readings - Literature review Example The Zhids according to Z are those Jews in the Diaspora who considers themselves to be decent, clean, and different from other Jews. This interview opens up a very interesting subjecting regarding the current fate and situation that the Israelis or the Jews find themselves in. Z argues that being good, and trying to be moral as the Jews were seen to be before the Lebanon invasion is what made the Jews lose their perceived land, from the Suez Canal to the Oil fields to the Arabs and the Semites. He asserts that it is the reason as to why the Holocaust happened in the first place. Z says that he is ready to take up arms and go to war just to see Israel returns to glory, get back what they lost to the Arabs and gain the respect they deserve. Acting to be clean and moral will not do the Jews any good, â€Å"†¦just like it did not do them any good in Berlin and Vienna† (Oz 92). Z is ready to kill and displace all the Arabs and is very ready and will to do all the dirty work. H e argues that it is worse for a people to let their women to be made into lampshades and their children into soaps than it is its tormentors. It is, therefore, very clear that the conflict between the Palestinians and the Israeli is solely due to the Israelis quest to reclaim the West Bank, which they claim is rightfully their land. If Z’s arguments and documentary can be taken to represent that of many other Jews, then it can clearly be seen why the conflict between Israel and the Palestinians cannot end any time soon. The comparison of this war by Z with the Americans civilization war when they chased out the Indians to take control seems to be a motivating factor. Z argues that it is better to have a bad history and a respected and feared future a good, moral history with nothing to show for in terms of numbers and land. This, he blames on their forefathers for failing to conquer the world through war (Oz 96). Reading and reflecting on David Grossman’s book, The Yel low Wind, where he discusses his trip to Deihesha an interview with the teachers and children in the Deihesha kindergarten, more insight and light is shed on the Israeli-Palestine conflict. According to David Grossman’s interviews, the Palestinians are seen to be suffering under the rule of Israel. Their involvement in the conflict is seen due to their quest of reclaiming their land, which they claim that had been taken by the Jews. In this excerpt, it can be seen that the Palestinians living in camps, in the West Bank believe that the only solution to their plight is through taking up arms and going to war as is asserted by one of the kindergarten teachers, â€Å"†¦ what was taken by force can only be reclaimed by force† (Grossman 22). It shocking that they do not even trust that Arafat’s efforts of trying to negotiate peace with Israel are the solution neither do they trust their own soldiers.