Tuesday, January 21, 2020

Analysis of 1997 U.S. Macroeconomic Predictions :: essays papers

Analysis of 1997 U.S. Macroeconomic Predictions The U.S. economy ended 1996 at a blistering pace of 4.7% growth rate of real GDP in the fourth quarter. Despite this strong growth, the inflation rate remained relatively low in fact the CPI showed its lowest core growth rate in the last 34 years. This low inflation along with low unemployment finished off a very healthy year for the U.S. economy. These numbers seem to indicate a positive trend for the U.S. economy in 1997. Real GDP is expected to grow at a strong to moderate rate of 2.25%, with CPI rising around 3% and the unemployment rate between 5.25-5.5%. In order to see how these projections were arrived at it is most important to look at the factors that make up real GDP. Consumption, Investment, Government Spending, and Net Exports. When these factors are analyzed separately the overall picture of real GDP becomes clearer. The growth rate of real GDP is important because it tells us the rate that the economy is growing. Once the rate of growth is determined, we will be able to look at the predictions for interest rates, unemployment, and inflation, since all of these are heavily influenced by the growth rate of real GDP. Real GDP is the market value of all goods and services produced in a given year. It is the most important measure of growth in an economy. Since a dollar of production is equal to a dollar of income, real GDP not only gives an idea of production but also of the well being of the society in general. It is not enough simply for real GDP to rise, it must rise at a healthy rate (around 2.0%) each year in order for there to be enough jobs for new entrants into the labor force. If real GDP falls or fails to rise enough, unemployment will increase and the overall standard of living will fall. However, if real GDP rises too much inflation may occur which also lowers people’s standard living by eroding their purchasing power. In 1997, real GDP in the United States is expected to grow at an annual rate of around 2.25%. Growth is not expected to be as dramatic as the 4.7% rate of growth shown in the last quarter of 1996. But, overall the economy should show moderate to strong growth throughout the year.

Sunday, January 12, 2020

Coffee Speech Essay

General Purpose: Informal Specific Purpose: is on the topic of caffeine†¦ its beneficial effects AND its negative effects. Statement: also to inform coffee users about coffee. Introduction IOpen with impact: before you go to Starbucks store buy take and take a sip of your favorite coffee†¦ AWouldn’t you want to know a better about what you benefit and don’t out of your coffee? B I drink a lot of coffee, so I was wondering how that might affect my health CThis inspired me to do some research on the subject II Thesis: This knowledge better informs the user on what they are investing their money in. Connect: What you whant to know about caffeine is, A. Why do most humans use it. BWhat products have it CWhat are the advantages and disadvantages Preview: How many of you here consider yourself caffeine addicts? How much coffee do you drink in a day? One cup? Two cups? More? How about caffeinated sodas? Body I. Main point: Caffeine is pervasive in our society these days and every few months we hear about how a study has shown that it is bad for us or good for us. What are we to believe? A. Benefits B. Disadvantages C. Safe levels of caffeine consumption D. Effects on the body II. Main point: Today, I’d like to give you some of the facts about caffeine and its effects on your body. I may not cause you to change your coffee consumption, but at least you’ll be better informed about what you are putting into your body. III. (Transitional sentence: I’m going to talk about the beneficial effects of caffeine, the negative effects and discuss what are considered to be ‘safe’ levels of caffeine consumption Main point: Let’s start with the good news. Caffeine, which comes from the leaves, seeds and fruits of about 63 different plants, is well known as a stimulant. That’s why people drink it, right? A. Caffeine does help you wake up and feel more alert and it has been shown to increase attention spans. 1. This is a beneficial effect for people who are driving long distances and for people who are doing tedious work. 2. Calling this a health benefit may be stretching it, though staying awake while you are driving a car definitely contributes to your well-being! 3. Caffeine also contains antioxidants, which have been shown to have cancer prevention qualities 4. When consumed in small quantities – for example, when you have one cup of coffee or one soda – caffeine can increase your heart rate, cause you to urinate more (which can cause dehydration) and prompt your digestive system to produce more acid. B. When larger amounts of caffeine (over 600 mg per day) are ingested over long periods of time, they can cause sleep problems, depression and digestion issues, and headaches when not used. 1. Transition: According to a Medline article on the National Institutes of Health website, having caffeine in your diet is not of any benefit to your health, but by the same token moderate consumption is not considered harmful. 2. They say that having up to 3 eight ounce cups of coffee a day – or 250 mg of caffeine – is considered (quote) â€Å"average or moderate†. 10 cups of coffee a day is considered excessive. Also, remember that the amount of caffeine per cup can vary greatly depending on the type of beans that are used and the strength of the brew. Conclusion Summarize: As you can see, caffeine can have both positive and negative effects on our health and well-being. Nevertheless, the bottom line is that if you drink your coffee or sodas in moderation, you don’t have to worry too much. Close with impact: So, the next time you are wondering whether or not you should have that second cup of coffee to perk you up, relax. At least now you know what it will – and won’t – do for you! References before you go to Starbucks or any other coffee selling store or brands, buy and take and take a sip of your favorite coffee, Wouldn’t you want to know better about what you benefit and don’t out of your coffee? I drink a lot of coffee, so I was wondering how that might affect my health, this inspired me to do some research on the subject. This knowledge better informs the user on what they are investing their money in, Why do most humans use it, what products have it, what are the advantages and disadvantages. How many of you here consider yourself caffeine addicts? How much coffee do you drink in a day? One cup? Two cups? More? How about caffeinated sodas? : Caffeine is pervasive in our society these days and every few months we hear about how a study has shown that it is bad for us or good for us. What are we to believe? But Today, I’d like to give you some of the facts about caffeine and its effects on your body. I may not cause you to change your coffee consumption, but at least you’ll be better informed about what you are putting into your body, I’m going to talk about the beneficial effects of caffeine, the negative effects and discuss what are considered to be ‘safe’ levels of caffeine consumption. Let’s start with the good news. Caffeine, which comes from the leaves, seeds and fruits of about 63 different plants, Caffeine does help you wake up and feel more alert and it has been shown to increase attention spans. It’s well known as a stimulant. That’s why people drink it, right? This is a beneficial effect for people who are driving long distances and for people who are doing tedious work, calling this a health benefit may be stretching it, though staying awake while you are driving a car definitely contributes to your well-being! Caffeine also contains antioxidants, which have been shown to have cancer prevention qualities, When consumed in small quantities – for example, when you have one cup of coffee or one soda – caffeine can increase your heart rate, cause you to urinate more which can cause dehydration but it can prompt your digestive system to produce more acid. When larger amounts of caffeine over 600 mg per day are ingested over long periods of time, they can cause sleep problems, depression and digestion issues, and headaches when it’s not used. According to a Medline article on the National Institutes of Health website, having caffeine in your diet is not of any benefit to your health, but by the same token moderate consumption is not considered harmful. They say that having up to 3 eight ounce cups of coffee a day or 250 mg of caffeine is considered â€Å"average or moderate† now 10 cups of coffee a day is considered excessive. Also, remember that the amount of caffeine per cup can vary greatly depending on the type of beans that are used and the strength of the brew. As you can see, caffeine can have both positive and negative effects on our health and well-being. Nevertheless, the bottom line is that if you drink your coffee or sodas in moderation, you don’t have to worry too much. So, the next time you are wondering whether or not you should have that second cup of coffee to perk you up, relax. At least now you know what it will – and won’t – do for you!

Saturday, January 4, 2020

Institutional Variables Affecting Managerial and Employee Behaviour - Free Essay Example

Sample details Pages: 8 Words: 2503 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Review Did you like this example? The international business literature highlights the importance of global integration and the increasing interfaces, which exist between people, nations and cultures within the modern multi-national corporation (MNC). Managing a MNC requires a management of differences with local distinctiveness increasingly positioned as a point for competitive differentiation (Hartmann, Feisel and Schober, 2010). The pressure for global integration and local responsiveness as highlighted in the work of Rosenzweig (2006) requires MNCs to successfully balance both cultural and institutional variables. Don’t waste time! Our writers will create an original "Institutional Variables Affecting Managerial and Employee Behaviour" essay for you Create order This report, draws on research in order to critically evaluate three cultural variables and three institutional variables which are positioned in this essay as having the power to influence managerial and employee behaviour within MNCs. Research into MNCs often positions them as being complex and multi-layered in nature (Scherer, Palazzo and Seidl, 2013). MNCs face growing challenges in managing the complexity of interactions and thus, this requires firms to understand dimensions of employee and managerial behaviour and both are influenced by cultural and institutional variables (Meyer, Mudambi and Narula, 2011). This essay begins with a consideration of cultural variables of importance to MNCs. Culture is defined by Hofstede (1980, p. 12) as: Not a characteristic of individuals; it encompasses a number of people who were conditioned by the same education and life experience. When we speak of the culture of a group, a tribe, a geographical region, a national minority, or a nation, culture refers to the collective mental programming that is different from that of other groups, tribes, regions, minorities or majorities, or nations. Broadly speaking, culture refers to the collective mental programming of individuals and this influences the way in which managers and employees behave within the firm. One cultural variable of importance is national culture and in particular as highlighted in the work of Hofstede (1980) five dimensions of culture should be considered: power distance, uncertainty avoidance, individualism/collectivism, masculinity/femininity and short-long-term orientation. Managerial and employee behaviour within MNCs is inherently influenced by cultural dynamics with employees being a product of the culture they exist within. Two cultural elements in particular require consideration, power distance is a cultural dimension, which refers to the extent that individuals accept differences between people as legitimate and expected. If the population has a high power distance, then this reflects a focus on hierarchical power and differences in status. Employees from this culture would be accepting of different managerial groups and taking lead from those above them. This naturally influences employee behaviour with employees in a high power distance culture able to accept instruction from managers (Farh, Hackett and Liang, 2007). Farh, Hackett and Liang (2007) evidence this by arguing that power distance impacts upon levels of perceived organisational support and the outcome of employee relationships within the firm. Hofstede (1980) also highlighted the importance of individualism/collectivism and the need to understand the extent to which individuals focus on individual needs or the needs of the group. This is a cultural variable, which impacts upon behaviour within the firm. Further, an additional complexity lies in the international operations of the MNC and a firm will have to deal with different cultures. For example, India is viewed as a collectivist culture compared to the UK, which is more individualistic in nature. This will have natural implications on employee behaviour and the management of relationships within the firm. A second cultural variable refers to cross cultural differences across employees within the MNC. It is important that MNCs are able to develop cross-cultural teams in a manner, which enhances the ability of the firm to integrate innovative thinking with the competitive orientation of the firm. Managers within MNCs have to be able to avoid cultural misunderstandings and adopt a level of cultural sensitivity. Haas and Cummings (2014) argue that due to the multi-layered nature of MNCs there is a need to focus upon person-based differences. The development of cross-cultural teams is often highlighted as being an important condition of competitive performance (Caligiuri and Lundby, 2015). Barner-Rasmussen et al (2013) position cultural skills as a resource, which maximizes organi sational human capital. In order to maximize the effective positioning of human capital, managers have to be able to understand the role culture plays in creating an underlying, strong link amongst individuals (Schein, 2012). A third cultural variable of consideration is the study of organisational culture (Schein, 2012). Organisational culture refers to the shared values and the inherent norms which exist within the firm (Schein, 2012). Pothukuchi et al (2002) argued that organisational culture could have a negative impact on international business and on the actions of MNCs. Considered to be a mechanism of differentiation; organisational culture is positioned as overseeing and supporting employee behaviour within the MNC. Due to the multi-layered nature of the MNC, Al-Husan, Al-Hussan and Perkins (2014) argue that there is a need to have multilevel human resource management systems in place in order to support different employee groups. This does however raise a challenge with regards to the promotion of consistency while at the same time differentiating on the basis of culture. This is a particular challenge for the MNC where a global, brand image is required amongst the dynamic determinants of employee behaviour within the firm. Sofka et al (2014) argue that for an effective organisational culture to result, MNCs have to be able to focus upon value creation. Cultural variables are a soft consideration, which ultimately have the power to affect employee behaviour within MNCs. Difficulty lies in the intangible nature and the difficulty associated with the measurement of organisational culture (Baird, Hu and Reeve, 2011). Thus, while cultural variables notably are considered to impact upon MNCs and the wider realm of international business, it is difficult to precisely account for difference and this is largely tied up within the power of individuals within the firm. It is important however to utilize frameworks such as those provided by Hofstede (1980) to move towards a more detailed appreciation of culture (Hofstede, 2011). Aligned to the multi-layered nature of the MNC, culture can also be viewed as having different layers (Steenkamp, 2001). National culture as reviewed in the work of Hofstede (1980: 2011) is one layer but it must be appreciated alongside other elements of culture including more microelements including organisational culture. The study of culture and its impact on international business requires a greater exploration of how different elements of culture interact. Managerial and employee behaviour is also influenced by a number of institutional variables. This essay discusses three institutional variables in particular: political, religious and economic. Each institution affects firms differently dependent upon the country of operation. Morgan, Kristensen and Whitley (2001) argue that a multinational firm must be able to organize across institutional devices and this requires an understanding of different economic, political and religious considerations. While increased attention has been directed towards the value of standardized approaches, in reality, adaptation is considered to be the most effective way to deal with different dynamics in the external environment (Teece, 2009). The political environment is widely considered to influence the environment within which MNCs operate. Luo (2004) highlights the importance of developing a platform built on co-operation between the MNC and the host government. An inclusive, integrated partnership is often positioned as being the most effective platform from which to build relationships. Present within a particular political institution, individuals will align to a particular political identity. A political institution such as the leadership of the Conservative government in the UK has the power to influence the way in which employees and managers behave. Largely, the influence on behaviour is fuelled by regulation and the design of poli cies and practices. Any new regulation implemented will have a natural effect on behaviour within the firm. Difficulties however arise when change is resisted within the firm and this can often arise through a collection of individuals promoting the status quo within the firm (Hayes, 2007). Offering a different viewpoint to that of Luo (2004), HeikkilÃÆ'Â ¤, Brewster and Mattila (2014) argue that while largely political institutions affect the larger operation of the MNC, what is needed is a more micro exploration as to how political conflicts can influence employee behaviour. They, in particular, argue that political conflicts within a given country or amongst individuals within the firm can result in inherent challenges related to the overall effectiveness of human resource management within the firm. From a critical perspective, the work of HeikkilÃÆ'Â ¤, Brewster and Mattila (2014) highlights the importance of both a macro and micro exploration of the political institution. Too often the political institution is viewed as having a higher-level influence on the firm. A consideration of religion is needed within any MNC. An internalized look at an individual is needed in order to understand and then manage individuals at work (Hollway, 1991). An analysis of employee behaviour promotes an understanding of individuals and, importantly what makes up that individual. Lund Dean, Fornaciari and McGee (2003) explore the influence of religion on employee behaviour and argue that religion plays a core role in influencing employee behaviour and should therefore be given more consideration than it currently is across the academic community. More specifically, McGhee and Grant (2008) explore the link between religion and work and argue that individuals behaviours interpret their own individual actions through a religious lens. Increasingly, attention has been directed towards the links, which exist between the religious orientation of an individual and their ethi cal behaviour in the workplace. Playing an important role in the global economy, increased attention is directed towards the brand image of MNCs and their responsibility to the wider community. Religion as an institution thus becomes important to consider how this influences the way in which individuals interpret decisions and perhaps behave in an ethical manner due to their religious affiliations. Another consideration related to religion refers to the prominence of diversity and, in particular the levels of diversity MNCs have to deal with. The modern day MNC must be able to manage this diversity and use it to their advantage by promoting difference across the firm within cross-cultural teams. A final institutional variable considered is the role of the economic institution in influencing employee and managerial behaviour. The economic institution captures all institutions that are a player in the economy. This includes everything from competitors, consumers to those providing financial services. Focusing upon one specific economic institution, this essay argues that it is important to focus upon manufacturers and how this particular economic institution influences employee and managerial behaviour. In a global market, which is often positioned as being highly, dynamic and adaptable, there is a need for firms to understand how the actions of manufacturers will influence the behaviour of individuals within the firm. For example, any changes in manufacturing resulting in a change of process within the firm would have a natural influence on employee behaviour and importantly the way in which managers approach change within the firm (Hayes, 2007). Managers need to be closely aligned to manufacturers they are working with and use this to guide an integrated approach to behaviour. Within the economic setting, any economic institution has the power to influence the objectives and future of the firm. A focus on the sustainable future of the firm is required to en sure that if changes in the market exist for example changes to demand and supply, managers must be able to adapt in a timely manner. Economic institutions are thus often positioned as driving flexible and adaptable decision making from managers (Liu, 2009). In conclusion, research into MNCs suggests that they are complex and multi-layered in nature. The role and prominence of MNCs requires attention to be directed towards the individuals, which make up the actions of the firm. As discussed in the essay a number of cultural and institutional variables can be identified as having an influence on the way in which employees and managers behave. A running theme throughout the discussion is the importance of balancing micro level considerations with a higher-level understanding of macro phenomenon. This therefore promotes the need to conduct research at multiple levels within the firm most notably starting with individual employees. Reference List AL-Husan, F. B., AL-Hussan, F. B., Perkins, S. J. (2014). Multilevel HRM systems and intermediating variables in MNCs: longitudinal case study research in Middle Eastern settings. The International Journal of Human Resource Management, 25(2), 234-251. Baird, K., Jia Hu, K., Reeve, R. (2011). The relationships between organisational culture, total quality management practices and operational performance. International Journal of Operations Production Management, 31(7), 789-814. Barner-Rasmussen, W., Ehrnrooth, M., Koveshnikov, A., MÃÆ'Â ¤kelÃÆ'Â ¤, K. (2014). Cultural and language skills as resources for boundary spanning within the MNC. Journal of International Business Studies, 45(7), 886-905. Caligiuri, P., Lundby, K. (2015). Developing Cross-Cultural Competencies Through Global Teams. In Leading Global Teams (pp. 123-139). Springer New York. Farh, J. L., Hackett, R. D., Liang, J. (2007). Individual-level cultural values as moderators of perceived organisati onal support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729. Haas, M. R., Cummings, J. N. (2014). Barriers to knowledge seeking within MNC teams: Which differences matter most [quest]. Journal of International Business Studies, 46(1), 36-62. Hartmann, E., Feisel, E., Schober, H. (2010). Talent management of western MNCs in China: Balancing global integration and local responsiveness. Journal of World Business, 45(2), 169-178. Hayes, J (2007) Theory and practice of change management. London: SAGE publications. HeikkilÃÆ'Â ¤, J. P., Brewster, C., Mattila, J. (2014). Micro-Political Conflicts and Institutional Issues During e-HRM Implementation in MNCs: A Vendors View. In Human Resource Management and Technological Challenges (pp. 1-21). Springer International Publishing. Hofstede, G. (1980). Motivation, leadership, and organization: do American theories apply abroad? . Organisational dynamics, 9(1), 42-63. Hofstede, G (2011) Dimensionalizing cultures: The Hofstede model in context. Online Readings in psychology and culture, 2 (1) p. 8. Hollway, W. (1991). Work psychology and organisational behaviour: Managing the individual at work. London: Sage. Liu, Y. (2009). Perceived organisational support and expatriate organisational citizenship behaviour: The mediating role of affective commitment towards the parent company. Personnel Review, 38(3), 307-319. Lund Dean, K., Fornaciari, C. J., McGee, J. J. (2003). Research in spirituality, religion, and work: Walking the line between relevance and legitimacy. Journal of organisational change management, 16(4), 378-395. Luo, Y. (2004). A coopetition perspective of MNC-host government relations. Journal of International Management, 10(4), 431-451. McGhee, P., Grant, P. (2008). Spirituality and ethical behaviour in the workplace: Wishful thinking or authentic reality. Meyer, K. E., Muda mbi, R., Narula, R. (2011). Multinational enterprises and local contexts: the opportunities and challenges of multiple embeddedness. Journal of Management Studies, 48(2), 235-252. Morgan, G., Kristensen, P. H., Whitley, R. (2001). The multinational firm: organizing across institutional and national divides. Oxford: Oxford University Press. Rosenzweig, P. M. (2006). The dual logics behind international human resource management: pressures for global integration and local responsiveness. Handbook of research in international human resource management, 36-48. Scherer, A. G., Palazzo, G., Seidl, D. (2013). Managing legitimacy in complex and heterogeneous environments: Sustainable development in a globalized world. Journal of Management Studies, 50(2), 259-284. Schein, E.H (2012) Organisational culture and leadership. Boston: Harvard University Press. Sofka, W., Preto, M. T., De Faria, P. (2014). MNC subsidiary closures: What is the value of employees human capital in new jobs [quest]. Journal of International Business Studies, 45(6), 723-750. Steenkamp, J. B. E. (2001). The role of national culture in international marketing research. International Marketing Review, 18(1), 30-44.

Friday, December 27, 2019

The Japanese American Citizens League - 965 Words

The Japanese American Citizens League, also known by the acronym JACL, is a Nisei organization founded in 1929 with the initial goal of lobbying for Japanese-American Civil Rights while promoting the integration of citizens into American culture. Since its inception the JACL has expanded its mandate to focus on lobbying for the Civil Rights of all Asian-American citizens and protecting Japanese-American cultural heritage. The JACL is considered one of the oldest and one of the most influential national organizations promoting social justice and equality throughout the country. The actions of the JACL have frequently been shaped by and frame in response to varying historical events as well as both public prejudice and political attitudes. As a result, the organization has, at times, been both critiqued by the Asian-American community for its support of racist government policies and praised for its opposition of legislative discrimination. In particular the organization has been criticized for its complacency during World War Two (1939-1945) with the federal government s discriminatory internment of Japanese-American citizens. The origins of the JACL reside in the large number of Asian immigrants into the United States at the end of the nineteenth and beginning of the twentieth century who typically took up residence in the regions along the American west coast. Despite being earnest labourers, entrepreneurs, and American citizens those of Asian ancestry whereShow MoreRelatedThe Executive Order 9066 and Its Effects on Japanese American Victims1446 Words   |  6 Pagesbecame a reality for the Japanese when President Franklin Roosevelt passed the Executive Order 9066 on February 19, 1942, which allowed the government authorized the internment of tens of thousands of American citizens of Japanese ancestry and resident aliens from Japan. Over 120,000 innocent citizens of California, Arizona, and Oregon faced unjust and unconstitutional treatments by their o wn government, who was supposed to protect citizen’s rights but made the Japanese feel the complete oppositeRead MoreWorld War II Was The Deadliest Conflict Of Japanese Americans On The West Coast Of The United States1625 Words   |  7 Pagesfuel of hostility against the Japanese-Americans that has been increasing for many years. Americans sought a solution to fix the Japanese issue after its brutal attack against the United States, but failed to distinguish between domestic and global issues. The United States decided to intern all Japanese citizens on the west coast. Families were given notice, told to move to evacuation centers, and then to predetermined military zones. Although the Imperial Japanese attack on Pearl Harbor resultedRead MoreThe Internment Of Japanese Americans1484 Words   |  6 Pagesfirst bombs were dropped on Pearl Harbor on December 7th, 1941, the American people’s fear of the Japanese grew dramatically, especially for those Japanese living in America. Almost every Japanese American was seen as a threat to the country. On February 19th, 1942, Executive Order 9066 was issued by President Franklin D. Roosevelt, authorizing the relocation of Japanese Americans to camps further inland. Over 175,000 Japanese Americans were affected in some way by the order, even though more than 70Read MorePedagogical Principles And North Carolina s Essential Standards Essay1336 Words   |  6 Pagesstandards’ objectives In American History II â€Å"American History Course II will guide students from the late nineteenth century time period through the early 21st century†¦. 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In order to understand why this happened we have to firstRead MoreThe Birth Of The League Of Nations1621 Words   |  7 PagesG1 The Birth of the League of Nations The Great War, now commonly referred to as World War One, ended on November 11th, 1918. In its wake lied a tremendously devastated Europe, which was where the majority of the carnage took place. Following World War One, Europeans were struggling to restore some sense of normalcy for themselves and their families. To do that, maintaining peace was imperative. Europe’s economy was in shambles, their land was left greatly damaged and citizens were emotionally scarredRead MoreChanges In Japan Essay994 Words   |  4 Pagesunderwent a historical event that eliminated their old constitution and originated a new one. During the Mejia restoration Japanese feudalism was overthrown, and Japan was introduced to Western political principles (Terrill, 2016). 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Thursday, December 19, 2019

Comedic Violence in The Medea, The Oresteia, and Antigone...

Comedic Violence in The Medea, The Oresteia, and Antigone Almost no Greek tragedy escapes the use of violence. The Medea, The Oresteia, Antigone, and other classic works of Grecian tragoidia all involve huge components of violence in many prominent places, and for all of these stories, violent action is an integral part of the play. Medea, especially, is a character worthy of note in this regard; her tumultuous life can be plotted accurately along a path of aggression and passionate fits, and her bloody history lends tension and ascendance to the cathartic events of the gripping Medea. In contrast to this turbulent streak of brutality in Grecian tragedy stands the world of Greek comedy. Violence in comedy is just as much a part†¦show more content†¦In comparison to this is Lysistrata, a comedy in which violence is not shown to be an answer that works. In this story, however, the overarching dilemma is the existence of the Peloponnesian War. For Euripides, violence is a question and a centerpiece of intrigue, yet it is not the root of the plot. Aristophanes, on the other hand, chooses to investigate gender relations and the concerns of daily life by using a hollow context of violence that ostensibly motivates the actions of the characters while avoiding center stage as an issue of any weight in the play itself. At first glance this analysis seems wrong: it appears that Lysistrata is very much concerned with violence. After all, Aristophanes intended to write an anti-war piece. However, while this statement is technically true, it is only a skin-deep realization. In actuality, Lysistrata herself is not anti-war in the sense of being ideologically opposed to war; she is anti-war only insofar as she detests the Peloponnesian War. And yet, although the Mede is at our gates, / You ruin Greece with mad intestine wars. / This is my first reproach to both of you, (Aristophanes 1132) says Lysistrata to the assembled Spartan and Athenian ambassadors. In this passage, the fiery woman establishes her stance and proclaims that she is mainly upset over the fact that the current war is more a civil war than a war against actual enemies. Her core

Wednesday, December 11, 2019

Project Management Methodology Improvement Plan Helps

Question: Discuss about the case study Project Management Methodology for Improvement Plan Helps. Answer: Reflection The outcome of this course in week 10 is associated with the project management methodologies which explains the practices of continuous improvement plan helps to achieve the objectives effectively. The outcome of this course facilitated me to gain the depth understanding of the role of change management in order to define requirements of the work and also enables me to make continuous improvement in the project. Cheshire cat quotes that if you dont know where you are going, any road will get you there. This quotes gain my knowledge that firstly we have to need to develop understanding about the reason behind the improvement in the project after that needs to understand the position of the project and then need to understand the continuous performance that has carried out within the project. These things have considered by me in the professional life as it enables me to accomplish the goal successfully. Besides this, the course of week 10 also offers me an effective learning as I taken the practical experience to develop the project management maturity model on the real life practices. It also supported me to learn about how to develop the optimized process in the project. Apart from this, I have also gained experience about the different level of project management maturity model in order to accomplish the project on time. In this way, I have gained knowledge that first level is related to awareness of the process, the second level identifies the repeatable process, the third level defined the process, the fourth level manage the process, and the fifth level optimized the process. These different levels are beneficial to me to develop great understanding in terms of recognizing the responsibilities of a senior manager from an initial level to the last level of the project management maturity model. Further, I was enabled to optimize a different process that is essential due to changes in business need. This course also develops my understanding about the different thinks that is to be considered in the continuous improvement plan. These things are the current state of the project, strategies to bridge the gap, monitoring and capturing the process of the project. I have considered these things in the project in order to get the continuous improvement in the project. This course outcome also facilitated me a great knowledge about the lean six sigma roadmap. This roadmap defines the five steps that are effective to improve the quality of the project. These steps involved define the quality, measure the quality, analyze it, improve it, and then control the quality. It is effective to me in order to quality improvement in the project. Further, I have gained experiences about the ways that help to determine the current state and future state of the project and also helped me to develop the structure associated with the planned improvement actions. At the same time, from this course, I have developed the knowledge about the effectiveness of project management methodology in order to continuous improvement in the project. Due to this, I enabled to execute the effective methodology to get success. It will also facilitate for me to enhance growth related to my professional career in terms of building the project with respect to the benefit of the company. Weekly Portfolio Learning Table Date Issues Identified Related policies/ procedures Planned Action Planned completion date 6.10.2016 Article about project management methodology indicated that continuous improvement assessment tool does not incorporate the ease and comprehensible steps. It creates difficulty to me in order to execute the continuous improvement plan in the project. Project management methodologies such as continuous improvement plan, lean six sigma roadmap, and different ways to determine the current state and future state of the project. There should be a continuous improvement to bridge the gap. 7 October 2016 (Completed) Supporting Documentation including your Prior Learning Kerzner, Chapter 20.0-20.8, and 21.0-21.4 https://books.google.co.in/books?id=QgQQC5qRtzgCprintsec=frontcoverdq=kerzner+project+managementhl=ensa=Xved=0ahUKEwjiysP9j8bPAhVEMo8KHZpQDW8Q6AEIKjAB#v=onepageq=kerzner%20project%20managementf=false PMI Managing Change Chapter 6 https://marketplace.pmi.org/Pages/ProductDetail.aspx?GMProduct=00101469401

Tuesday, December 3, 2019

Nuclear Energy And The Environment Essays (1000 words) -

Nuclear Energy And The Environment Nuclear Energy and the Environment In our society, nuclear energy has become one of the most criticized forms of energy by the environmentalists. Thus, a look at nuclear energy and the environment and its impact on economic growth. Lewis Munford, an analyst, once wrote, Too much energy is as fatal as too little, hence the regulation of energy input and output not its unlimited expansion, is in fact one of the main laws of life. This is true when dealing with nuclear power. Because our societies structure and processes both depend upon energy, man is searching for the most efficient and cheapest form of energy that can be used on a long term basis. And because we equate power with growth, the more energy that a country uses, - the greater their expected economic growth. The problem is that energy is considered to have two facets or parts: it is a major source of man-made repercussions as well as being the basis of life support systems. Therefore, we are between two sections in which one is the section of resource availability and waste, and the other the continuity of life support systems pertinent to survival. Thus, the environmentalists believe that nuclear energy should not be used for various reasons. First of all, the waste product, i.e. plutonium, is extremely radioactive, which may cause the people who are working or living in or around the area of storage or use, to acquire leukemia and other cancers. They also show how billions of dollars are spent yearly on safety devices for a single reactor, and this still doesn't ensure the impossibility of a melt down. Two examples were then given of Chernobyl and Three Mile Island, in 1979, when thousands of people were killed and incapacitated. Finally, the environmentalists claim that if society wastes less energy, and develops the means to use the energy more efficiency, then there would be a definite decrease in the requirement for more energy producing plants. On the other hand, some business men and economists say that the present conditions should be kept intact, as the other forms of energy, e.g. oil, natural gas and coal, are only temporary, in dealing with surplus, and give off more pollution with less economic growth. Concurrently, countries wanted a more reliable, smokeless form of energy not controlled by OPEC, and very little uranium was required to produce such a high amount of resultant energy. Lastly, they said that renewable energy is (a) unreliable in that the wind, for example, could not be depended upon to blow, nor the sun to shine, and (b) were intermittent in that a 1,000 mega-watt solar farm may occupy about 5,000 acres of land, compared with less than 150 acres of land for a similar capacity nuclear power generation station. Because the energy technology that society employs directly influences the quantity and quality of life, the energy option that is chosen should have the greatest cost- benefit effectiveness as well as maximizing flexibility and purchases. However, those who believe in continuous energy consumption growth, seem to forget that there is only a limited supply of energy in every energy system, and to overdo any resource may provide for an unacceptable impact upon global and regional ecology. Thus, if the business world pushes the environment as far as it can go, Ceribus Paribus, please refer to figure 1. Thus, to use petroleum as a substitute for uranium, which is needed to power the nuclear system, would not be economically or environmentally sensible. I say this because, first of all, there is a major supply of uranium considering it was one of the last energy sources to be found as well as only a small amount of it is required to produce a lot of energy. Secondly, petroleum gives off carbon monoxide which is one of the reasons for ozone depletion; whereas, the uranium does not give off pollution except that it produces plutonium which needs to be buried for more than fifty years to get rid of its radiation. Finally, because so much of the petroleum will be required to power the vast area that nuclear energy can cover, the cost to us as the consumer would be massive! This would mean slower economic growth and/or expansion, especially when compared to nuclear energy. Therefore: Ceribus Paribus - (a) if the cost decreases, the demand increases, and - (b) if the cost increases, the demand decreases. Please refer to figures #2 and #3 respectively. Nuclear plants are now replacing coal burning plants. It will cost