How Do Environmental Changes Affect A Population Lab Essay Example

How Do Environmental Changes Affect A Population Lab Paper What role does genetics play in the variation seen in this leafhopper population? Hint: How does genetics allow for variation? When it comes to the variation seen in the leafhopper population, there are two traits that are determined by genetics. Those traits are the color of the leafhopper and their size. Natural selection would be if the environment favors either color or the size of a leafhopper over the other. 2. Note the results from the 20th enervation under global warming conditions. Before continuing with the 30th generation, predict the population composition of the 30th generation. Hint: include color and size. One possible prediction of the composition of the 30th generation of leafhopper is that most, if not all of the 30th generation will be smaller in size and darker in color. 3. What happened to the proportion of each type of leafhopper in subsequent generations under global warming conditions? Suggest a reason why the traits of the 30th generation make this population better adapted to its altered environment. Under global warming conditions, the size of the leafhopper became smaller over 30 generations (University of Phoenix, 2015). The decreased body size may have been a significant advantage in these warmer temperatures since the smaller body size helps them to regulate their body temperatures more easily. 4. Why would you expect a change in predators to cause a difference in the types of leafhopper being selected? A new predator in the area might cause a difference in the size and the color of future generations of leafhopper due to what the predator prefers in its diet along with possible hanged in the hunting strategies off new predator. We will write a custom essay sample on How Do Environmental Changes Affect A Population Lab specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on How Do Environmental Changes Affect A Population Lab specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on How Do Environmental Changes Affect A Population Lab specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A predator might prefer a certain size or color. 5. Note the differences between the parental, 10th, and 20th generations when the predator changed from a bird to a snake. What evidence supports the view that leafhopper size is not affected by a change in predators? In the 10th and 20th generations, the same number Of large and small leafhopper still exist (University of Phoenix, 2015). Since the numbers of each remain the same we can assume a change in the type of predator has not affected the size of the population. What happened to the proportion of each type (color) of leafhopper in subsequent generations when the predator changed from a bird to a snake? Suggest a reason why the traits predominant in the 30th generation make this population better adapted to the change in predators. The number of brown leafhopper increased with the number of black leafhopper decreased (University of Phoenix, 2015). One explanation could be that the snake is not able to see the brown leafhopper as well as it can the black ones. This would result in the loss of more black leafhopper. 7. Describe some human activities around your school/home/business that could have influenced the natural vegetation in the area. How did these activities affect the vegetation? There is a lot of open land where I live. Over the years I have noticed some of this land being cleared and leveled to make way for new homes and businesses. This not only affects the vegetation that grows in this area, but the wildlife, as well. 8. Notice the differences between the parental and the 30th generations. What happened to the proportion of each type of leafhopper when the vegetation hanged? Suggest a reason why the traits Of the 30th generation make this population better adapted to its altered environment. When the vegetation changes, so does the size and color of the 30th generation of leafhopper. Over the generations the population adapted by changing their body size to medium. The leafhopper are thriving with the change in vegetation due to not having to require as much for their own survival (University of Phoenix, 201 S). 9. Identify some major sources of pesticides in your area. What are the pesticides used for? Some of the major sources of pesticides in the area where I live are the farms in the surrounding area and homeowners. The farmers spray their crops to keep unwanted bugs and rodents away from the food that they are growing and individuals spray pesticides inside and outside of their homes to keep away bugs and dangerous insects. 10. What happened to the proportions of leafhopper in each subsequent generation when pesticides were added to the environment? Explain why all the leafhopper were not killed by the pesticide application. The average size of the leafhopper increased to the larger size while the majority changed color to mostly black (University of Phoenix, 2015). It is possible that some of the leafhopper had a gene that was passed down through the generations that was resistant to the pesticides being used.

policies regarding developing people for performance in an organisation are put into practice The WritePass Journal

To what extent can an HR manager ensure that policy / policies regarding developing people for performance in an organisation are put into practice Introduction To what extent can an HR manager ensure that policy / policies regarding developing people for performance in an organisation are put into practice IntroductionHR and Competitive AdvantageHuman resources developmentEmployee factorsManagerial FactorsConclusionReferencesRelated Introduction As it is a relatively new focus for modern organizations, human resources is increasingly viewed as paramount to a company’s success, as Cascio (1991) cited â€Å"people are our most valuable asset.† Long gone is the ideology of a company being represented by its assets and wealth, rather it is the personnel side of business which   faces significant challenges, as Ulrich (1998) cited numerous ways in which human resources is invaluable to today’s business notably the use of organizational knowledge and adaptability to the ever changing business environment. Due to this focus on people in organizations human resource managers now arguably have more value than the majority of individuals operating in different functions (Lengnick-Hall and Lengnick-Hall 1988.) The majority of business academics support the newly formed metaphor of a business being an organism as opposed to the out dated view of a business as a machine or process, which was shown by O’Neill (2007) to be evidently reductionist in the way it views organisational procedures. O’Neill highlighted that whilst the biological metaphor was clearly more complex, its acknowledgement of sub systems and informal mechanisms makes it much more suitable for the modern workplace, where human resource’s importance largely outweighs the more operational aspects of a business. HR and Competitive Advantage The role of human resources and human resource managers is now so vital to companies that many academics view the area as a source of major competitive advantage to a firm (Ferris et al 1999, Wright et al 2006.) This view sees that human resources as a function is best to be integrated into all of the businesses primary functions (Arthur 1994) and Miles and Charles (1984) even went so far as to include human resources as part of an organizations strategic decisional processes. However whilst many support this increased focus on the personnel side of a business, for instance Teece et al (1997) believed the transfer of knowledge and skills in developing the workforce is the only real dynamic capability a modern company can hold, Dunford et al (2001) highlighted that the human resource function has struggled to justify its position in organizations (see Drucker 1954, Stewart 1996.) Whilst the importance of people in organizations has little opposition, many view human resource professio nals to have limited importance on the workforce and implementing various policies. Whilst Barney and Wright (1996) examined and supported the importance of a human resource partner in running businesses, it could be argued that whilst making the relevant human resource decisions is necessary, using middle / junior human resource managers to promote these policies is more difficult. Gunnigle (1977) for instance noted that whilst senior management possesses a lot of authority in making personnel decisions, a range of different approaches is suitable for implementing policies, from a â€Å"high strategic integration of human resource issues in strategic planning to more piecemeal ad hoc approaches to managing human resources.† Human resources development As human resources has become so central to organizations, policies regarding developing a company’s personnel have emerged as the focal point for many academics. Defined by Swanson and Holton (2009) as â€Å"a process of developing and unleashing expertise for the purpose of improving individual, team, work processes and organizational system performance,† human resource development is seen by Nadler (1970) to contain three key components, these being training, education and development for the workforce. Developing policies to improve a workforces skills and successfully implementing them assumes a pivotal role in shaping a business’s strategy (Torraco and Swanson 1995.) In fact what Agrawal (1994, cited by Torraco and Swanson 1995) discovered is that whilst the majority of organizations have sufficient technology and policies regarding personnel development, in reality many employees are not actually trained sufficiently to use new equipment. This therefore im plies that managers need to take a more proactive approach in ensuring development policies are put into practice. However due to the vagueness of the development concept, Swanson and Holton (2009) simply look at it in terms of being a problem defining and solving process. The question then becomes what influence a human resources manager has in a modern workplace scenario to implement policies. Whilst Guest et al (2003) found a greater use of human resource management is associated with lower labour turnover and increased employee satisfaction, the actual power a human resources manager has over making changes to workforce policies is limited as seen by Miles (1965) due to the ideological gap between the workforce and managers. Miles used the example of the gap between how managers prefer a different personnel approach to their subordinates than to their superiors. This discrepancy showed that whilst managers welcome a focus on their abilities and development when regarding more se nior managers, they would rather adopt a human relations approach to the workforce, whereby the focus is on morale. Therefore managers in this position could be reluctant to use any formal power they may have to implement new policies. Kanter’s (1989) findings also point towards this conclusion, as Kanter discovered a number of changes in the employee – manager relationship, notably the reduction of power and distance between a manager and their subordinates. Whilst Kanter’s idea that managers now have to implement ideas through more interpersonal and informal means is appealing to a workforce, the concept of â€Å"managers are integrators and facilitators, not watchdogs,† could prove to be problematic when it comes to implementing strict policies on the workforce. Employee factors In order to fully analyse how a human resources manager can successfully implement workplace policies regarding development, various employee factors come into consideration. Firstly there is the importance of the style of communication used. As mentioned previously the distance between managers and workers particularly in large organizations necessitates the effective use of communication channels. According to Soliman and Spooner (2000) using a two way free flowing communication system is the most appropriate method of dealing with development, because it would allow not only for managers to communicate policies to the workforce, it would also allow two way feedback on the said procedures. This idea of a loop of communication regarding development is supported by Bradley (2002) who argued that a â€Å"coherent evaluation and feedback system† should be integrated into every new workplace policy. This is especially vital for development due to the highly personal nature of the issue. Only through effective feedback will human resource managers have the required knowledge about the workforce to ensure that suitable development policies are implemented. A relevant suggestion on how this ideology could be used in a modern business scenario was proposed by Mehra and Brass (2001) in suggesting the use of social networks to communicate feedback to managers. Another clear factor in a human resource manager’s ability to promote development policies is the emotional intelligence of the staff. Sy et al (2006) showed that high levels of emotional intelligence clearly correlate with workplace performance and satisfaction. This suggests that a manager with a highly emotionally intelligent workforce would have an easier time ensuring policies are put in place. Cherniss (2001) even went so far as to cite â€Å"self management† as a key component of the framework of emotional intelligence, implying perhaps that if a workforce was mature and skilled enough the job of the human resource manager would be completed by the staff. However whilst this may seem appealing to managers there is also a problematic issue with emotionally intelligent workforces. The majority of modern workforces possess clear elements of emotional intelligence and often utilise informal learning in their position (Eraut 2004.) Garrick (1998) noted the danger of this informal learning style, that it is not controlled in any way by the management team. With the increased trend for workplace environments to be based around intelligent project / task teams (Hechanova-Alampay and Beehr 2001) human resource managers could often find themselves facing insurmountable odds if they wished to implement unpopular policies.   Therefore in order for managers to be able to put policies in place they must ensure in addition to there being effective communication channels in place that   a degree of employee commitment is drawn from the workforce. Studies by Romzek (1990) prov ed the use of employees holding a psychological tie to their place of work, and highlighted the managerial influence on this subject. The way in which managers can ensure employees hold this commitment is displayed by Vischer’s (2006) ranges of environmental comfort. As long as employees show a certain level of comfort human resource managers should be able to implement new development policies. Managerial Factors There has been a large amount of research completed on the new role that managers now face in organizations, namely the human resource function where research seeks to provide guidance on how to deal with specific workforces (Geroy et al 2000.) This is largely due to the new styled work of managers as they face a changing psychological contract with their workforce and so need to build commitment in their implementing of policies (Hiltrop 1999.) This therefore means that managers need to adapt traditional managerial styles if they wish to have the power to put in place new development policies. Vischer (2005) used the example of the new style of managerial offices, where employees can view the managers working to symbolise the increased need for an interpersonal approach to managerial work. Whilst managers traditionally took a scientific based approach to implementing new policies, for instance the labour process conceptualization cited by Ramsay et al (2000) the modern way of reachi ng a workforce is via a transactional leadership approach. Not only does this feedback, group based style work in terms of productivity results alone (Deluga 1988) it gives managers more authority to properly put policies into practice. Bass’ 1985 study justifies this success of transactional leadership by noting an increased employee confidence. Bass noted that a contactable manager with charisma fulfils the traditional leader role that many workforces look for when deciding whether or not to adopt a new policy. However there are other factors a manager must consider when attempting to promote new development policies, primarily there is the direct influence the manager has on the individual. This is especially vital for development policies as they are regarding individual people and so workers would resist policy changes from a manager whom they feel has no connection or influence on the person that they are. Important factors in this topic range from the face to face nece ssity for successful managers, as Dambrin (2004) demonstrated how the reduction of this direct communication in home based telephone workers significantly reduces the need for managers altogether, to the findings by Cleveland et al (2003) which noted the increased influence that managers of similar ages to their staff enjoy. Whilst this element is of little use to many managers (as they cannot help their relative age to the workforce) the concept that employees are willing to accept policy changes from people whom they consider to be similar to them is extremely useful. Therefore the practical use of these findings is in the manager’s tactics in dealing with their staff. There is much research that centres on this factor (Furst and Cable 2008, Wayne et al 2006) and recent findings suggest that managers adopt a highly individualistic based style when implementing development policies, as managerial influence is not equally perceived by workers (Barton and Deschamps 1988.) Lawl er et al (2007) highlighted that older, more highly educated employees   feel they should have more say in their own development. Therefore the avocation must be for managers to manage their workforce reactively, not according to a pre-set plan of action (Niederkofler 2002.) Conclusion This report has investigated the extent to which a human resources manager can realistically implement policies regarding development in their workplace. Firstly the importance of human resources as an organizational function was explored, from Cascio’s generic quote to how human resource is now seen as essential in many modern businesses (Teece et al 1997, Barney and Wright 1996.) As personnel development is undoubtedly a vital issue in modern organizations (Torraco and Swanson 1995, Nadler 1970) the issue became how a manager can overcome the ideological gap between themselves and the workforce (Miles 1965.) The aspects that allow managers to do this and successfully implement development policies were tackled in firstly terms of employee expectations for managers, where Mehra and Brass’ communication recommendations and Eraut’s views on emotional intelligence were a focal point, and secondly the managerial influences on their staff such as the use of transform ational leadership and the individualistic style proposed by Barton and Deschamps (1988.) In this way managerial work is very much a self fulfilling prophecy where their expectations for the workforce will likely become reality (Swanson 1995,) and in this context managers should use this information about how to approach issues to their advantage, due to the power value of information as seen by Goad (2002.) References Arthur, J.B. (1994) Effects of Human Resource Systems on Manufacturing Performance and Turnover. The Academy of Management Journal, Vol 37, No 3 (June 1994) pp 670-687. Barney, J. B. Wright, P. M. (1997). On becoming a strategic partner: The role of human resources in gaining competitive advantage (CAHRS Working Paper #97-09.) Ithaca, NY: Cornell University, School of Industrial and Labour Relations, Centre for Advanced Human Resource Studies. Barton, D.L. and Deschamps, I. (1988) Managerial Influence in the Implementation of New Technology. Management Science, Vol 34, No 10 (October 1988) pp 1252-1265. Bass, B.M. (1985) Leadership: Good, better, best. Organizational Dynamics, Vol 13, Issue 3, pp 26-40. Bradley, S.J. (2002) What’s working? Briefing and evaluating workplace performance improvement. Journal of Corporate Real Estate, Vol 4, Issue 2, pp 150-159. Cascio, W.F. (1991) Costing Human Resources: The financial impact of behaviour in organizations. (3rd ed) Boston: PWS-Kent Pub. Cherniss, C. (2001) Emotional intelligence and organizational effectiveness. Jossey-Bass publications. Drucker, P. (1994) The practice of management. New York: Harper. Cleveland, L.M. Jeanette, N. Goldberg, C.B. (2003) Work attitudes and decisions as a function of manager age and employee age. Journal of Applied Psychology, Vol 88, Issue 3 (Jun 2003) pp 529-537. Dambrin, C. (2004) How does telework influence the manager-employee relationship? International Journal of Human Resources Development and Management. Vol 4, No 4, pp 358-374. Deluga, R.J. (1988) Relationship of Transformational and Transactional Leadership with Employee Influencing Strategies. Group Organization Management, Vol 13, No 4, pp 456-467. Dunford, B.B. Snell, S.A. and Wright, P.M. (2001) Human resources and the human resource based view of the firm. Centre for advanced human resources studies working paper, Cornell University. Eraut, M. (2004) Informal learning in the workplace. Studies in Continuing Education Vol 26, Issue 2. Ferris, G.R. Hochwarter, W.A. Buckley, M.R. Harrell-Cook, G. and Frink, D.D. (1999) Human Resources Management: Some New Directions. Journal of Management, Vol 25, No 3 (June 1999) pp 385-415. Furst, S.A. Cable, D.M. (2008) Employee resistance to organizational change: Managerial influence tactics and leader-member exchange. Journal of Applied Psychology, Vol 93, Issue 2 (March 2008) pp 453-462. Garrick, J. (1998) Informal learning in the workplace: Unmasking human resources development. Routledge publishing. Geroy, G.D. Wright, P.C. and Jacoby, L. (2000) Toward a conceptual framework of employee volunteerism: an aid for the human resource manager. Management Decision, Vol 38, Issue 4, pp 280-287. Goad, T.W. (2002) Informational literacy and workplace performance. Quorum books, 88 Post Road West, Westport. Guest, D.E. Michie, J. Conway, N. Sheehan, M. (2003) Human Resource Management and Corporate Performance in the UK. British Journal of Industrial Relations, Vol 41, issue 2, pp 291-314. Gunnigle, P. (1977) Personnel Policy Choice: The Context for Human Resource Development. Journal of European Industrial Training, Vol 15, Issue 3. Hechanova-Alampay, R. Beehr, T.A. (2001) Empowerment, span of control, and safety performance in work teams after workforce reduction. Journal of Occupational Health Psychology, Vol 6, Issue 4 (October 2001) pp 275-282. Hiltrop, J.M. (1999) The changing psychological contract: The human resource challenge of the 1990s. European Management Journal, Volume 13, Issue 3 (September 1995) pp 286-294. Kanter, R.M. (1989) The new managerial work. Harvard Business Review, Vol 67, Issue 6, pp 85-92. Lawler, E.E. Renwick, P.A. and Bullock, R.J. (2007) Employee influence on decisions: An analysis. Journal of Organizational Behaviour, Vol 2, Issue 2, pp 115-123. Lengnick-Hall, C.A. and Lengnick-Hall, M.L. (1988) Strategic Human Resources Management: A Review of the Literature and a Proposed Typology. The Academy of Management Review, Vol 13, No 3 (July 1988) pp 454-470. Mehra, A. Kilduff, M. and Brass, D.J. (2001) The Social Networks of High and Low Self-Monitors: Implications for Workplace Performance. Administrative Science Quarterly, Vol 46, No 1 (March 2001) pp 121-146. Miles, R.E. (1965) Human Relations or Human Resources? Harvard Business Review, Volume 43, Issue 4, pp 148. Miles, R.E. Charles, C. (1984) Designing strategic human resources systems. Organizational Dynamics, Vol 13, Issue 1, pp 36-52. Nadler, L. (1970) Developing Human Resources. Gulf Publishing Company, Book Publishing Division, Box 2608, Houston, Texas 77001. Niederkofler, M. (2002) The evolution of strategic alliances: Opportunities for managerial influence. Journal of Business Venturing, Vol 6, Issue 4 (July 1991) pp 237–257. O,Neill, M.J. (2007) Measuring workplace performance. (2nd Ed) CRC Press. Ramsay, H. Scholarios, D. and Harley, B. (2000) Employees and High-Performance Work Systems: Testing inside the Black Box. British Journal of Industrial Relations, Vol 38, Issue 4, pp 501-531. Romzek, B.S. (1990) Employee Investment and Commitment: The Ties That Bind. Public Administration Review, Vol 50, Issue 3, pp 374-382. Soliman, F. and Spooner, K. (2000) Strategies for implementing knowledge management: role of human resources management. Journal of Knowledge Management, Vol 4, Issue 4, pp 337-345. Stewart, T.A. (1996) Human resources bites back. Fortune, 175. Swanson, R.A. (1995) Human resource development: Performance is the key. Human Resource Development Quarterly, Vol 6, issue 2, pp 207-213. Swanson, R.A. and Holton, E.F. (2009) Foundations of Human Resource Development. (2nd Ed) Berrett-Koehler Publishers Inc. Sy, T. Tram, S. and O’Hara, L.A. (2006) Relation of employee and manager emotional intelligence to job satisfaction and performance. Journal of Vocational Behaviour, Vol 68, Issue 3 (June 2006) pp 461–473. Teece, D.J. Pisano, G. And Shuen, A. (1997) Dynamic capabilities and strategic management. Strategic management journal, Vol 18, Issue 7, pp 509-533. Ulrich, D. (1998) A new mandate for human resources. Harvard business review, January – February 1998. Vischer, J.C. (2005) Space meets status: Designing workplace performance. Routledge Publications. Vischer, J.C. (2006) The concept of workplace performance and its value to managers. California management review, Vol 49, No 2. Wayne, S.J. Liden, R.C. Graf, I.K. and Ferris, G.R. (2006) The role of upward influence tactics on human resource decisions. Personnel psychology, Vol 50, Issue 4, pp 979-1006. Wright, P.M. McMahan, G.C. and McWilliams, A. (2006) Human resources and sustained competitive advantage: a resource-based perspective. The International Journal of Human Resource Management, Vol 5, Issue 2.

People and Organisations Coursework Essay Example | Topics and Well Written Essays - 500 words

People and Organisations Coursework - Essay Example The author presented three arguments. First, the continuously evolving setting promotes flexibility, versatility, the creation of knowledge organisations, and boundaryless career. Second, employees are responding to dying out career traditions by turning their attention toward particular occupation and professional roles. And, third, traditional career norms are weakening because people are continuously adapting and finding new ways to build and strengthen their networks, relationships, and roles. The author concludes that the negative psychological notion related to shifting or different careers is no longer existent today. Nowadays, people are more concerned about or focused on their career assets than their career stability. It is important to emphasise at this point that the extent and expanse of literature the author used is justifiable or appropriate with regard to relevance and application. This method strengthens the reliability of the article. The author employed a suitable method to derive his arguments and look for answers for the questions of the article. Information was gathered using extensive library research and review of secondary sources. No method to gather primary information was carried out. The only weakness of the article is its use of only qualitative methods and fully discarding the value of a mixed method approach, especially in substantiating other studies’ findings about the obsoleteness of career stability, such as the article of Kerr Inkson entitled The Boundaryless Career (2012). Nevertheless, the article contributed much to the understanding of how boundaryless career and project management are connected to each other. The author showed how an individual’s pursuit of career capital contributes to the creation and transfer of knowledge which is highly valuable to project-based industries. Boundaryless career, according to the author, promotes the rise of knowledge workers and knowledge organisations. In a

Western History Essay Example | Topics and Well Written Essays - 750 words

Western History - Essay Example In this switch, there was a great deal of social upheaval as people living in these changing times began to question the status quo. Social class structures were beginning to break down as common men were able to make fortunes in industry and landowners found it more and more difficult to keep the idyllic life they’d constructed alive. Women gained greater freedoms as more job opportunities came their way. Although these weren’t the equal rights position of today, women were at least given an option when it was necessary for her to earn a living wage. The great migration from the country to the city was an expression of a people ready for a chance to better their futures, an expression of hope for a greater tomorrow for their children. This period is also characterized by widespread colonization in numerous directions. Englishmen were still relocating to America seeking their fortunes, but also had the option of retaining their English citizenship by going into Africa, India or even Australia. For many, it proved to be just so, for many others, it proved to be their destruction, for men and women. The biggest benefits the Industrial Revolution introduced to society were also the biggest setbacks. Stories existing out of the middle ages are full of epic battles, travels through sparsely populated country, images of vast forests and romantic tales of knights and ladies. This is contrasted sharply against the images of Victorian Industrialization with its smokestacks, grimy streets and poisonous air. Machines began taking on more importance than people as the massive in-pouring of country citizens all seeking their fortunes provided ample replacements for those who could not keep up. Societal norms were breaking down as accountability began declining. This was because younger sons and daughters, as well as those with more disreputable reputations, found a means of escaping their sometimes

There are four topics, so you can choose from them Essay

There are four topics, so you can choose from them - Essay Example Better so, than live to be disgraced and looked askance at† (Book III). Achilles on the other hand participates for the glory that this war is going to bring him, even if it means his death. The motivation of Hector is selfless, while the motivation of Achilles is selfish. Hector holds the position of a traditional hero with the Trojans and is their undisputed leader looked upon with respect. â€Å"When Hector heard this he was glad, and went about among the Trojan ranks holding his spear by the middle to keep them back, and they all sat down at his bidding†. (Book III). On the contrary Achilles is a feared warrior in his camp, but at loggerheads with Greek kings Agamemnon, who want his presence on the battlefield as a motivation for the Greek army, which can be seen from this speech of Achilles to Agamemnon â€Å" You are steeped in insolence and lust of gain. With what heart can any of the Achaeans do your bidding, either on foray or in open fighting? I came not warring here for any ill the Trojans had done me. I have no quarrel with them. They have not raided my cattle nor my horses, nor cut down my harvests on the rich plains of Phthia; for between me and them there is a great space, both mountain and sounding sea†. (Book 1). Throughout the book Homer paints Achilles in a near godly fashion. The human ingredient of fear is absent in Achilles and this makes his acts of bravery and valiance beyond the means of a mere human. On the other hand Hector is seen in the as a human with all its failings including fear. Event in life cause fear, but how fear is conquered even at the pain of death makes a human a hero. The scene of the killing of Hector by Achilles brings this out to the forefront. Hector alone outside the walls of Troy runs away from Achilles demonstrating the human characteristic of fear. He however overcomes it to come

Effects of Globalization on Zimbabwe

Effects of Globalization on Zimbabwe Introduction Globalization is as much a part of the modern world as the air we breathe. Especially in the United States, it seems that everywhere you look you can find products made from China, India, Japan, or Taiwan. From our electronics to our silverware, and even the very food we consume, Americans participate in the global market on an everyday basis. What is not so obvious to the average American might be the way in which this global market operates. One important function of the global market is to give countries access to resources that cant be found domestically. However, at a national level America, has a set of rules for fair trade between companies, states, and individuals. There is a high amount of interest in promoting the welfare of each domestic party. Historically, international affairs have been handled much differently. Colonization and the exploitation of other countrys resources have been a common trait of the past few centuries. In addition to accessing resources in other countries, globalization has also been used to circumvent the established fair trade and labor laws in developed countries. If a manufacturer were to pay ten dollars an hour to a factory worker here in the United States, they might be able to find labor in a less-developed country, where there are more relaxed or no labor laws, for a tenth of that amount. This cheap labor might take the form of a poor farmer, a single mother, or even a young child (Elsbeth 2004). This also means that globalization isnt only affecting those who work for low wages in less-developed countries, but it is also affecting domestic labor in the United States by outsourcing available jobs. This paper will focus on Zimbabwe and how globalization has contributed to its poor current situation. Ultimately, globalization in Zimbabwe has been a means to funnel more wealth to already developed nations while sacrificing local economies and living conditions. It has put Zimbabwe into large amounts of debt, threatening its existence as a truly independent nation, and thrown the countrys infrastructure into a tailspin that it has yet to recover from. Development of Capitalism in Zimbabwe The modern history of the territory that would come to be called Zimbabwe begins with one of the earliest forms of globalization; colonization. In the late 19th century, Zimbabwe was colonized by the British because of their interest in mining the territory for precious metals (Alexander 2006). This was the beginning of globalization in Zimbabwe, and as with most instances of globalization, its motives were not pure. The British had no interest in spreading wealth to the area, but instead this was an instance of a developed country looking at the un-utilized resources of a lesser-developed country and wanting to utilize them for their own gain. The colony would remain as such for over seventy years. Policy and housing settlements over this period of time would favor Europeans over the indigenous African population, further proving British motives as not being about whats best for the Zimbabweans (Alexander 2006). In the mid 1960s, the situation in Zimbabwe would deteriorate between the British, who were becoming less prevalent in the area, and rival African factions seeking to gain their independence. The end result would be a civil war between a white-minority government (which declared its own independence from the United Kingdoms) and African-majority factions that lasted for over a decade, along with political turmoil in the region that still exists even today (Alexander, 2006). All of this happened while the British were able to get up and leave, leaving the country to deal with its newfound internal problems by itself. Without deviating too far from the purpose of this paper by delving into specific historical events, a summary of the modern history of Zimbabwe paints an accurate picture of what capitalism, and by extension globalization, has done to the country. A developed country entered a less-developed country in order to make a profit, upset the existing power structure, exploited the lands and its indigenous people, and then left the mess for others to try to pick up when it became no longer worth it to be there. This is a recurring theme in globalization and the world market. Poverty in Zimbabwe Zimbabwe is a country that lives ridden with poverty and disease. Despite having natural resources like gold, copper, iron and lithium, 68% of the population lives under the poverty line. 80% of the people in Zimbabwe are unemployed, and even those that are employed are seeing the money they earn diminished because of hyperinflation caused by the Reserve Bank of Zimbabwe printing excessive amounts of money to fund their budget deficit (CIA World Factbook). The International Money Fund (IMF) has also cut off their support of Zimbabwe due to Zimbabwes inability to pay back past loans and refusal to enact IMF reforms (CIA World Factbook). However, there have also been claims that IMF and World Bank reforms in the past have hurt Zimbabwe and only made the poverty there worse. Programs that were aimed at globalizing Zimbabwe by funding urban businesses have only succeeded in raising the private incomes of a select few, pushing further class distinction between the rich and poor and doing little to settle Zimbabwes national debt. Some experts claim that the focus must be on promoting the interests of the majorities, like putting price-controls on staples like maize, in order to promote the type of growth that raises the standard of living and can endure as something more than a get rich quick scheme for the already wealthy (Kawewe Dibie 2000). A possible motive for providing these developed companies in less-developed countries with incentives and funds is that they are able to get involved with the global market and provide products at cheap prices to the developed world. There have been many accusations that the IMF and the World Bank favor developed countries when they restructure less-developed countries economies. The World Bank itself claims that their proposals to Zimbabwe have been aimed at supporting social welfare, assisting the fight against AIDS and assisting Zimbabwe in assessing their land use and agricultural exports. However, as of September 13, 2007, Zimbabwe still owed the World Bank 521 million U.S. dollars and the IMF 134 million U.S. dollars (World Bank 2008). A debt like this gives the World Bank and the IMF, a part of the developed world, a large amount of power over Zimbabwe. Whether that power is or has been abused or not, it is important that Zimbabwe recover so that it can begin asserting its own economic structures to support its own people. Only then will Zimbabwe enjoy the benefits of the developed world. Effects on the Population Zimbabwe, like most nations dealing with globalization, has seen an increase in city life in recent history. When globalization affects a nation, subsistence farming that feeds that nations people often becomes more modernized. This means that land owners attempt to have less people working their lands, because if they can replace paid labor with cheaper technology then they pay less to produce equal, or sometimes greater, yields. Then these can be sold into the international market where they make a select few in the developing nation money and drain the food supply for many others. This model of globalization has particularly affected women and children in Zimbabwe. With the increase in city life has come a need for those in poverty to send their children to work in order to support their families. This problem is exacerbated by the fact that HIV/AIDS runs rampant through Zimbabwe, often breaking up family structures when a mother or father become too ill and can no longer work. For many, there just isnt any choice. Robson Elsbeth, the author of several articles focusing on the sociology of Zimbabwe, argues that child labor is a necessary evil for developing countries right now. Elsbeth calls the western idea that children should grow up happy and playing, with little to no responsibility, a myth for much of the developing world. There is simply no way to support these families otherwise. Perhaps the best thing we can do for these children at this point is to simply recognize the work that they do. If western nations stop fooling themselves, they can put pressure on Zimbabwean leaders to help improve the lives and working conditions for those children that have to work by recognizing them as a legitimate work force, rather than standing around in denial and doing nothing to help the situation (Elsbeth 2004). To the west, it may be somewhat tragic, but this is part of the reality of life faced by less-developed nations struggling to make money for their countries in the international market. A good model for the type of progress that Elsbeth argues for can be found by looking at Zimbabwean women since the end of colonial rule in Zimbabwe. They were recognized as a legitimate work force, and as such they have been receiving higher average incomes, better healthcare and greater amounts of education. From this involvement in education and the work force, they have been able to secure public official jobs and have more and more political influence (McFadden 2005). If children can follow the model of progress that Zimbabwean women have already created, they would be able to have a larger voice. However, even for women, the recent political strife in Zimbabwe has threatened to diminish their status once again, with several woman (among other men, though) have been ejected from their spots as public officials (McFadden 2005). Disease and Healthcare As has been mentioned, HIV/AIDS is a national epidemic in Zimbabwe. In 2001, there was an estimated 1.8 million people living with HIV/AIDS in Zimbabwe, which represented 24.6% of the total adult population (CIA World Factbook 2008). That essentially means that one out of every 4 adults had HIV/AIDS, and since then Zimbabwe has shown little signs of progressing. If you combine this problem with the financial problems and national debt that Zimbabwe is in discussed earlier in this paper, it is not hard to predict that there would be many people living with HIV/AIDS and without sufficient healthcare. Distributing methods of safe sex is something that gets very little, if any, funding, and once an average person does become affected it is very hard for them to find the sorts of treatment that can prolong their lives and help them deal with it (Zimbabwe Benefit Foundation 2008). As tragic as this is in its own right, it also has a cyclical effect on some of the things previously mentioned in this paper. As has been discussed, often HIV/AIDS has renders people too sick to work, or left families with a dead mother or father. This means more people living in poverty, and more families having to send their kids to work rather than to get an education. This, generally speaking, will relegate them to poverty in their adult lives as well. HIV/AIDS, and their health care systems inability to deal with it, is a huge contributor to the cycle of poverty in Zimbabwe (AVERT 2008). Indigenous Religions With globalization comes the spread of ideals. Western religion has gained a huge foothold in Zimbabwe. Throughout the colonial period and even up until now, Christian missions have flooded Zimbabwe converting indigenous populations into westernized Christians. Current estimates show that only 24% of the Zimbabwean population remains strictly adhered to indigenous beliefs. The rest of the population is made up of 25% Christians, 1% Muslim and 50% syncretic (a mix of Christian and indigenous beliefs) (CIA World Factbook 2008). Environmental Problems in Zimbabwe Many of the environmental problems being experienced in Zimbabwe are things we have seen before; air pollution from industrial compounds, deforestation to make room for building or agriculture and a decline in certain wildlife populations. However, Zimbabwe is faced with a major crisis regarding one important natural resource, and that is water. Polluted water is a huge problem in many rural parts of Zimbabwe. The water is flowing down from developing areas, polluted by many different sorts of industrial and agricultural wastes or compounds, and infecting the rural water supply. The problem is that there is no great infrastructure to help bring these people safe water. For the most part, the only existing infrastructure for water exists in the cities (Derman Ferguson 2003). At the risk of sounding like a parrot, it must be mentioned again that Zimbabwes current financial crisis affects yet another part of life in Zimbabwe. How does a country find the money to bring safe water to its own citizens if it has none to do so with? Unfortunately, with the amount of money Zimbabwe owes, the welfare of their citizens gets pushed off the table as the main priority of the Zimbabwean government. Theres only so much they can do. Relief Measures Relief measures are being taken by some international organizations in order to try to better the lives of citizens in Zimbabwe. Organizations like the Zimbabwe Benefit Foundation attempt to raise money to support programs that help those with HIV/AIDS in Zimbabwe, as well as providing funds to help educate children and the less fortunate in Zimbabwe. Their efforts are there for help empower citizens, which will hopefully produce a bottom-up effect and make them active leaders in their country (ZBF 2008). Yet developed nations themselves are seeing the unstable situation in Zimbabwe are placing things like sanctions on them. Citing human rights violations in which Zimbabwe has conducted a concerted campaign of violence, repression, and intimidation on their citizens, the United States put a sanction on Zimbabwe in 2004. These sorts of responses arent uncommon, but it remains to be seen if they actually help the citizens in trouble. Can keeping the government of a poor society poor help the financial crisis and thereby help Zimbabwean citizens? Conclusion Poverty in Zimbabwe has been a cyclical effect, often perpetuated by the financial crisis in which the Zimbabwean government is in severe debt. The funds borrowed have been used to fight wars for control of the government ever since British colonial forces moved out of Zimbabwe, leaving behind an upset power structure with no system of rebuilding in place. This has all lead to the suffering of Zimbabwean citizens through poverty, disease and death. Globalization in Zimbabwe has only been successful in funneling more wealth to already developed nations through the use of colonies and exploitation of natural resources, while sacrificing Zimbabwe itself. It has put Zimbabwe into large amounts of debt, leaving its citizens to suffer and to try to pick up the pieces. Reference Page McFadden, Patricia (2005). Becoming Postcolonial: African Women Changing the Meaning of Citizenship. Meridians: feminism, race, transnationalism. 6(1), 1-22. Elsbeth, Robson (2004). Hidden Child Workers: Young Carers in Zimbabwe.Antipode, 36(2), 227-248. Derman, Bill Ferguson, Anne (2003). Value of Water: Political Ecology and Water Reform in Southern Africa. Human Organization, 62(3), 277-288. Kawewe, Saliwe M. Dibie, Robert (2000). The Impact of Economic Structural Adjustment Programs on Women and Children: Implications for Social Welfare in Zimbabwe. Journal of Sociology and Social Welfare, 27(4), 79-107. Central Intelligence Agency (2008). CIA World Factbook. Retrieved July 26, 2008 from https://www.cia.gov/library/publications/the-world-factbook/geos/zi.html Zimbabwe Benefit Foundation (2008). Empowering Zimbabweans. Retrieved July 26, 2008 from http://www.zbf.org.uk/ Boucher, R. (2004). Zimbabwe: Sanctions Enhancement. U.S. Dept. of State. Retrieved July 27, 2008 from http://www.state.gov/r/pa/prs/ps/2004/30091.htm AVERT (2008). HIV and AIDS in Zimbabwe. Retrieved July 26, 2008 from http://www.avert.org/aids-zimbabwe.htm The World Bank (2008). Zimbabwe. Retrieved July 27, 2008 from http://web.worldbank.org/WBSITE/EXTERNAL/COUNTRIES/AFRICAEXT/ZIMBABWEEXTN/0,,menuPK:375744~pagePK:141132~piPK:141121~theSitePK:375736,00.html Alexander, Jocelyn (2006). The Unsettled Land: State-making the Politics of land in Zimbabwe. Ohio: Ohio University Press.

Gender Bias in the courtroom Essay examples -- essays research papers

Although there have been many changes in our society concerning discrimination against one’s gender, there is still one area that has yet to change. If we take a man and a woman convicted of the same crime, it is very likely that the man will receive a more callous sentence. Since the beginning of the colonial era, 20,000 people have been lawfully executed in America, but only 400 of them have been women, including 27 who were found guilty of witchcraft. In the 23 years since the Supreme Court reinstated capital punishment, 5,569 total death sentences have been given out by courts, 112 to women. Of these 112, only one has been executed, compared with 301 men. Leigh Beinen, a Northwestern University law professor who studies the gender bias in capital cases nationwide, thinks the reason so few women face execution has to do with the symbolism that's central to the death penalty. She said, â€Å"Capital punishment is about portraying people as devils, but women are usually seen as less threatening." In 1977, Guinevere Garcia murdered her daughter, and later received a 10-year sentence for the killing. Four months after her release, she killed her husband during a robbery attempt. This time, the court imposed the death penalty. Garcia had refused to appeal her sentence, and opposed efforts to save her. Death penalty opponents turned to Illinois Gov. Jim Edgar who as a state legislator, voted to restore the death penalty. The facts of the case sway...

Outline for a mass communication written task Essay

In 2008 an attack ad, titled ‘Vote Different’ appeared on YouTube, persuading voters to vote for Barack Obama instead of Hillary Clinton in the primary elections. Without a doubt this ad influenced the way many voters voted. By making use of allusion and by borrowing from other texts, it successfully made voters vote differently. As a result Hillary Clinton lost in the primary elections to Barack Obama. The attack ad ‘vote different’ depicts a large group of prisoners, sitting in neat rows, watching a large screen. On the screen one sees Hillary Clinton talking about how she would like to listen to her audience and engage in a dialogue with them. Her words are very ironic, since the audience is not able to participate in the discussion. This is the first indication that we are meant to be critical of her words. Secondly, the camera switches to another woman, an athlete who has broken past the prison guards to enter the theatre where the prisoners sit. She is running with a sledgehammer. While all of the images are dark and grey, she seems to bear the only sign of color with her red shorts. On her shirt is the campaign logo of Barack Obama. She hurls the hammer towards the screen, resulting in a burst of light that seems to awaken the prisoners. Then a text reads, â€Å"On January 14th the Democratic primary will begin. And you’ll see why 2008 won’t be like ‘1984’.† Then the letter ‘O’ appears in the colors of Apple Macintosh’s old logo, along with the web address, BarackObama.com. What does this text mean, and how does it rely on  other texts to construct meaning? There are three layers to this text. The first layer can be understood in the context of 2008 and the primary elections. The text traveled as a viral, meaning it was a commercial that spread like a virus through social networks on the Internet. People who posted this video to their Facebook wall or sent it as a link in an e-mail to friends, all knew who Hillary Clinton and Barack Obama were. Her face and his logo needed no introduction. The irony of her words, the dark images of the prisoners and the symbol of the sledgehammer all indicated a sharp criticism of Clinton. One did not have to understand the final text to sense that this was a strong attack ad. It accused Clinton of not listening to her audience, and it praised Obama for helping them see ‘the light’. The second layer of this text can best be understood in the context of the Apple Macintosh ad that ran only once during the Super Bowl in 1984. The attack ad is in fact a ‘mash-up’ of the Macintosh ad, meaning that it is almost identical to the original ad, frame for frame, with a the exception of several manipulated images. Where the Apple logo once appeared on the shirt of the athletic woman, there is the logo of Organizing for America, Obama’s grassroots campaign team. Where a man’s face once appeared on the large screen, there is Hilary’s face. The text at the end of the Macintosh ad originally read, â€Å"On January 24th Apple Computer will introduce Macintosh. And you’ll see why 1984 won’t seem like ‘1984’.† Even if viewers of the Obama ad do not know about the significance of ‘1984’, they might know these references to the Macintosh ad. Since the ad only ran once, it created a great hype and sense of mystery. It promised to change the face of personal computing by literally and figuratively enlightening the masses. Comparing Obama’s campaign to the Apple brand, has an interesting effect on the reader in 2008. It is almost as if Obama is the new iPod: slick, stylish, personal and unique. He breaks with the establishment, Hillary Clinton, who could be compared to Microsoft or IBM, in the context of 1984. The third layer of context is perhaps the most important one to understanding the ads. Both ads allude to a scene from Nineteen Eighty-four, a novel by George Orwell. His novel is commonly understood as a criticism of autocratic government. The autocratic government in Orwell’s novel, Oceana, is ruled by a man whose face appears regularly on a large ‘telescreen’. His name is Big Brother. The Obama ad replaces Big Brother’s image from the Apple ad with Hillary  Clinton’s face, making a comparison and strong suggestion that she stands for autocratic rule, establishment and war. The effects of this on the audience in 2008 are quite persuasive and bold, influencing the way they vote in the primary election. At the time the attack ad ran in January of 2008, Hillary Clinton was ahead in the polls. Almost a week later, thanks to this ad and other influences, she began to lose points to Barack Obama (Pollster.com, 2008). While it is impossible to measure the exact effects of this ad in weakening her position, the ad’s implications are strong and persuasive. This viral video shows the power of mash ups and how the persuasive power of borrowing from other texts. Works cited Apple Computers. â€Å"YouTube – 1984 Apple’s Macintosh Commercial.† YouTube – Broadcast Yourself. Web. 22 Feb. 2011. ParkRidge47. â€Å"YouTube – Vote Different.† YouTube – Broadcast Yourself. Web. 22 Feb. 2011. . â€Å"Pollster.com – Political Surveys and Election Polls, Trends, Charts and Analysis.† Pollster. Web. 22 Feb. 2011.

Approaches To Capacity Planning And Control

Approaches To Capacity Planning And Control Capacity planning and control entails the research techniques for addressing the issue of scheduling business applications, planning the allocation of resources, controlling inventory through routing or queuing and having the problem solving techniques in place for various departments. The planning and controlling approaches include optimization techniques. The function in this approach is diminishing or maximization of business elements to meet the least expenditure objectives within a constrained operating environment. A big problem is broken down to ease complexity and thus speeding up computation. A problem can decompose to allow efficiency in and ability to handle the uncertainties adequately. Secondly, dynamic approach allows the business owner or analyst to make decisions sequentially in a multi-stage pattern. A problem is recursively related to solutions come up with most effective results or conclusion.Advertising We will write a custom essay sample on Approaches To Capacity Planning And Control specifically for you for only $16.05 $11/page Learn More A complex problem can be decomposed to various sub-problems and the solution to one problem create a sequentially dependent framework such that the solution of a sub-problem emerges from the preceding solution meaning that the whole problem is one, broken into various parts but the preceding resolutions are independent of each other. The other approach entails sensitivity analysis. The management have to analyze hypothetically, logically or substantially, the most important functions of the firm. This must be the key element of the business that triggers major changes in the business performance and examines the most important factors for the revolution. The definition of this approach is a procedure of examining impacts over changes and their effects as outputs. (Dodds, 2008) One has to evaluate reasonable limits for change or the individual impact on other independent measures of business quality. This approach rarely features independent usage because it has the sole purpose of challenging other business points for optimal performance. Its main usage occurs after other approaches, to determine their viability or validity. Lastly is the probabilistic and risk analysis approach. This represents a major departure from the main deterministic view. The analysis has a subjective basis on judgements made by the experts, business planners or analysts. The consideration entails correlations along with uncertainties to gauge cost and performance. Compared to deterministic or fixed-point approaches, the probabilistic approach offers additional information of chances and range sensitivity. These approaches entail some common techniques and the business manager ought to base their decisions on the method to implement, by checking on the primary functionality of optimisation or delineation of the differences in the approaches. They can also support their decisions on simulation based on the systems dynamics, analysis of scenarios, sensitivity and the probability of a risk. The last basis is upon decision analysis using various theoretic techniques. The main aim of these approaches is to analyse uncertainties in a business such as risks to develop comprehensive understanding on demands and create awareness within the business. Measuring capacity entails finding the distinction between the inputs or output measures of a business capacity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The best approach therefore finds the real capacity that depends on the exact mix of activities to be undertaken. The effective capacity management is dependent on the disaggregate nature of the demand thus the reason for some adjustments to accommodate detailed planning. Today integration of various approaches is in use with the aim of meeting the unique specific ation of a certain demand and at the same time integrates all of them to function as a single unit. Arguably, the best fitting approach to most business would be dynamic approach to solutions incorporated with sensitivity analysis. References Dodds, B. (2008, March 31). Pandemic Planning and Business Continuity. Retrieved from https://ezinearticles.com/?Pandemic-Planning-and-Business-Continuityid=1080616

Why Democracy is Better Than Autocracy For Economic Development

Why Democracy is Better Than Autocracy For Economic Development Free Online Research Papers Why Democracy is Better Than Autocracy For Economic Development Why, according to Olson, is democracy better than autocracy for economic development? What are the implications for your answer for the contrasting economic experiences of China and Western Europe since the late Middle Ages? In the essay â€Å"Dictatorship, Democracy, and Development†, Mancur Olson proposes a theory of how economic growth is related to the development of democracy. Using rational-choice theory as the basis of his argument, he concludes that â€Å"[t]he conditions necessary for a lasting democracy are the same necessary for the security of property and contract rights that generates economic growth† . Thus, Olson does not claim a causal relationship between democracy and economic growth, but that democracy and sustained growth – requiring the same set of institutions – will occur simultaneously. Olson’s theory may provide an explanation for why the Chinese economy under Qing rule (1644-1912) experienced no intensive growth at all, whilst per capita income during the same period in Western Europe more than quadrupled. This essay will outline the key features of Olson’s argument in the context of China and Western Europe at this time. By contrast ing the gradual emergence of democracy in Europe after the fall of medieval feudalism with the autocratic bureaucracy prevailing in China throughout the Qing dynasty, it will be argued that Olson’s theory is indeed applicable, yet not sufficient, for explaining the contrasting economic experiences of China and Western Europe since the late Middle Ages. Research Papers on Why Democracy is Better Than Autocracy For Economic DevelopmentBringing Democracy to AfricaPETSTEL analysis of IndiaAssess the importance of Nationalism 1815-1850 EuropeDefinition of Export QuotasInfluences of Socio-Economic Status of Married MalesAppeasement Policy Towards the Outbreak of World War 2Relationship between Media Coverage and Social andComparison: Letter from Birmingham and CritoWhere Wild and West MeetHarry Potter and the Deathly Hallows Essay

Toyata Case Study Example | Topics and Well Written Essays - 750 words

Toyata - Case Study Example The main office of the company is situated in Tokyo. The company is one of the greatest giants in the field of the world machine building, though it also has expanded into the area of robot building. The mission of Toyota, can be summarized as the following â€Å"to attract clients who value safety and quality as the first priority†. The company also has a well-established system of principles that is strictly followed in all countries of its operation. It proclaims the principle of the respect of any language and traditions of the nation that they involve into their operation or marketing processes. One of the most significant principles is to do one’s best to create a comfortable atmosphere in the company to motivate the staff to be dedicated to their work. The vision of the company covers the company’s prosperity up to 2020. They see the company’s goal in constant development, penetration into new territories, increasing the quality of the car and improvement of the life quality. According to the company statute the eventual goal is to achieve the total satisfaction of a customer. Up to 2020 the company is planning to set the car production or at least its assembly in several countries that still do not have Toyota plant in. They also intend to introduce several new car models. The current strategy of Toyota originates from the one within its foundation. The main principle of it is ‘Just in Time production’ (that implies the manufacturing process follow the time-plan strictly). The company has worked out the System of Toyota Production that covers such elements as teamwork, mutual respect, constant improvement, and facing the challenge. The company’s strategy is to achieve expansion and development. In the industry of operation the company possesses the fifth place in the world. By now a comfortable, safe and reasonable priced car has also captured the American market that with the world crisis started looking for less luxurious

Compare & Contrast essay between Malcolm X and Marthin Luther King

Compare & Contrast between Malcolm X and Marthin Luther King - Essay Example Many people contend their admiration to the way they preached about the rights of the blacks in America, and they have both preached on self-knowledge and having respect for African culture and history, since it is the basis for uniting blacks. Their beliefs were similar, and this was evident towards the end of their lives in the way they emphasized on having bride amongst the black as well as respecting us rather than hating one another. Their speeches informed the blacks that in order to attain freedom, they start by respecting one another, hence it reflected on the vision of men improving America. Malcolm X talked about Blacks hating the color of their skin, shape of their nose; overall, he talked about Blacks hating their own kind. Major points about the Blacks are that for the past four hundred years, the Blacks have been taught to hate their identity; the self-hatred resulted in a pervasive sin among many members of the Black community. He stated that one cannot hate the root o f the tree and not hate the tree itself; this made the Blacks feel inferior making them turn to other people to show them the way. Martin on the other hand talked about standing against a system that oppresses the Blacks, he emphasized that being nobody is not easy, therefore, that which was seen as black should shot be seen as ugly. Martin went ahead and talked about having a Negro freedom among all the Negros since enslaving the body involves enslaving the entire soul. Hence the Blacks should encourage themselves and not be ashamed of their past as slaves, but appreciate themselves as being black and beautiful. Both men have the same analysis that we have been taught to have ourselves, lack of belief in ourselves as Blacks, and the blacks should do something to offset this cultural homicide, as called by Martin. Both Malcolm and Martin called for the blacks to embrace the Black pride, develop self-affirmation and all the blacks to undergo education that will reflect the past histo ry of the Black people. In the larger world, they had other priorities except for internal priorities that were connected to the establishment of education, and Martin emphasized African-American unity by stating any movement present that is meant to overlook this necessity is only waiting to be buried. The work and life events of Martin Luther were stressed exclusively making the history taught in schools expressed in different ways (Weis and Fine 239). The manner in which Malcolm X and Martin spread their views was through assertiveness, powerful speeches that were hard hitting. To put it simpler, both the intentions of Martin and Malcolm were delivered in styles that were different. For example, Martin was an inspirational speaker, and he travelled all over the country motivating people to live a life full of racial harmony. Martin appeared to have idealistic mind and was rational and positive in giving his speeches and views on different things. This is evident in his speech tha t he said he had a dream of seeing his children living a life that they are not judged by their race but character. In comparison to Martin, Malcolm X was an extremist, and this is evident the time he was an Islamic Minister, X talked more about separating blacks from whites, emphasizing Black Supremacy and presence of nationalism among the Blacks. To look at this in