Legal opinion

In the instant case, defendant Panah was convicted in the trial court of murder and he was sentenced to death. His case is now before us on appeal because of the rule on automatic appeal in case of verdicts of death penalty.In this case, an eight-year-old girl named Nicole Parker was visiting his father, Edward Parker in Woodland Hills. At 11:00 in the morning of the said date, Nicole asked her father for a softball and glove and went outside the apartment complex of his father to play. Forty-five minutes after, Edward looked for Nicole but she is nowhere to be found. Thus, Edward looked for his daughter within the apartment complex to no avail.Edward Parker’s failure to find Nicole prompted him to call the police. Defendant Panah, the resident of apartment #122, talked to Edward and found out that the latter was looking for his missing daughter. When the police arrived, the defendant insisted that Edward come with him to Ventura Boulevard to look for Nicole, but Edward refuse d.Thereafter, one of the police was informed that Nicole was last seen talking to a man in his 20s who was living in apartment #122. Thus, the said policeman asked for the key to the said room from the manager and searched the apartment complex for Nicole but did not find her. Hours later, the detectives were informed that the defendant attempted to commit suicide and told a friend that he did something really bad that is in connection with the missing child. This friend told the police, which new information prompted the latter to conduct another warrantless search of apartment #122, wherein they found Nicole’s dead body wrapped in a bed sheet and stuffed inside a suitcase.The defendant was charged with murder, and he raised issues as to the illegality of the warrantless searches in his pre-trial motions. However, the trial judge ruled that the warrantless searches were valid, and the defendant was convicted.In this appeal, the defendant again raises the same issues, arguing that the warrantless search conducted in his apartment unit was a violation of his rights under the Fourth Amendment, and that   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   there were no exigent circumstances warranting a warrantless search.Opinion:Under this jurisdiction, we uphold the right of citizens to be secure in their houses and effects. This security is embodied in the Fourth Amendment to our Constitution and is guaranteed by the rule that searches should be reasonable and supported by a warrant based on a finding of probable cause.The Fourth Amendment states:â€Å"The right of the people to be secure in their persons, houses, papers and effects, against unreasonable searches and seizures shall not be violated, and no warrants shall issue, but on probable cause, supported by oath or affirmation, and particularly describing the place to be searched, and the persons or things to be seized.'†Thus, it is clear that as a general rule, a search warrant must be secured by police officers b efore barging in another man’s home and searching it for effects. However, this general rule admits of certain exceptions.Precedent:The case of McDonald v. United States, decided in 1948 (355 U.S. 451, 93 L. Ed 15), explained that emergency situations that serve as compelling reasons may justify the absence of a search warrant.While this case decided in favor of the defendant and emphasized his right to be secure in his house and effects, it provides authority for the other position, that is, that given reasonable justification, the requirement of a search warrant may be dispensed with. However, care must be taken so that it is certain that exigent circumstances do exist to justify a warrantless search. After all, it is a fundamental right of all persons to be secure in their houses and effects, and trivial suspicions and the lack of adequate justification should not be an exception to Fourth Amendment rights.  In Kirk v. Louisiana (536 U.S. 635), promulgated in 2002, the S upreme Court again ruled that the police’s conduct of warrantless search was illegal, because they did not find exigent circumstances to justify the absence of a warrant. It should be noted that the court only struck down the validity of the search because there was no exigent circumstances to justify the warrantless search.  Nexus.These cases are authority to serve as the exact opposite of the case at bar. Here there is clearly an exigent and emergency situation. A child had gone missing, and the police did not know whether the girl was dead or alive. Time was of the essence, and the police had to make an immediate decision as to whether to conduct a search, if they were to save the life of the girl. Thus, in this situation, there is clearly an exigent circumstance justifying a warrantless search, because the life of a young girl is on the line. Moreover, probable cause exists, since even prior to the statement of the defendant’s friend regarding his confession, the police were able to gather information from other people that the victim was last seen talking to the defendant.Thus, since there was probable cause and exigent circumstances, this case clearly falls within the recognized exceptions to the Fourth Amendment, and the right of the defendant to be secure in his house and effects was not violated.Hence, the evidence derived from such warrantless search is admissible in evidence against him, and could form the basis of his conviction. The decision of the lower court is thus, affirmed.

Edward Said Essay

Edwars Said was born a Palestinian Arab in Jerusalem in 1935, and was American through his father, Wadie Saà ¯d, who was a U.S. Citizen. Wadie Saà ¯d, his father moved to Cairo, before the birth of his son . He spent much of his childhood travelling back and forth from Cairo to Jerusalem, visiting relatives. Saà ¯d said that in his childhood he lived â€Å"between worlds† — like Cairo (Egypt) and in Jerusalem (Palestine). Here are some of his words from this period of life: â€Å"I was an uncomfortably anomalous student all through my early years: a Palestinian going to school in Egypt, with an English first name, an American passport, and no certain identity at all. To make matters worse, Arabic, my native language, and English, my school language, were inextricably mixed: I have never known which was my first language, and have felt fully at home in neither, although I dream in both. Every time I speak an English sentence, I find myself echoing it in Arabic, and vice versa† In 1951, Saà ¯d was expelled from Victoria College for being a troublemaker, and was sent from Egypt to the United States, where he had a miserable year of feeling out of place; yet he excelled academically, achieving the rank of either first or second in a class of one hundred sixty students. He matured into an intellectual young man, fluent in the English, French, and Arabic languages. (he earned a Bachelor of Arts degree from Princeton University (1957), then a Master of Arts degree (1960) and a Doctoral Degree in English Literature (1964) from Harvard University.) Reflections on Exile and Other Essays brings together forty-six essays. The title essay, originally published in 1984 deals with Said’s own condition of exile, and with the implications of exile for those who experience it. While Said sees separation from a homeland as a difficult fate, he believes that the state of detachment gives exiles a unique vision. Being in exile means feeling in estrangement and even if there are romantic and happy episodes in an exile’s life, these are no more than efforts meant to overcome the crippling sorrow of being in pain. Said come to nationalism and its essential association with exile. Nationalism is belonging to a place, people and certain heritage. Nationalism fends off exile and fights to prevent its ravages. The interplay between them is like servant and master, opposites informing and constituting each other. All nationalism in their early stages develop from a condition of estrangement. In time, successful nationalism consign (ad) truth exclusively to themselves and relegate (elÃ… ±ldà ¶z) all outsiders. While nationalism is about groups, exile is solitude experienced outside the group: the deprivations felt at not being with others in the communal habitation. Exiles are cut off from their roots, their land, their past. Exiles don’t have armies or states, therefore they always feel the urge to create one. Exile is a jealous state. You don’t want to share what you have archieved, you have passionate hostility to outsiders, even to those who, in fact, are in the same position as you. Although it is true that anyone prevented from returning home is an exile, some distinctions can be made between exiles, refugees, expatriates and emigres. Exile originated in the age-old practice of banishment. Once banished, the exile lives a miserable life with the stigma of being an outsider. Refugees, on the other hand, are a creation of the 20th century state. The word â€Å"refugee† has become a political one, suggesting innocent and bewildered people requiring urgent international assistance. Expatriates voluntarily live in an alien country, usually for personal or social reasons. They may share in the solitude and estrangement of exile, but they do not suffer under its rigid proscription. Emigres enjoy an ambiguous status. Technically, emigre is anyone who emigrates to a new country. Much of the exile’s life is taken up with compensating for disorienting loss by creating a new world to rule. It is not surprising that so many exiles seem to be novelists, chess players, political activists, and intellectuals. Each of these occupations requires a minimal investment in objects and places a great premium on mobility and skill. The exile’s new world is unnatural and resembles fiction. George Lukacs, in Theory of the Novel, says that novel is a literary form created out of the unreality of ambition and fantasy, it is the form of â€Å"transcendental homelessness†. No matter how well they feel, exiles are always eccentric who feel their difference as a kind of orphanhood. The exile jealously insists on his or her right to refuse to belong. Wilfulness, exaggeration and overstatement are the characteristics styles of being an exile. You compel the world to accept your vision which you make more unacceptable because you are, in fact, unwilling to have it accepted. Artists in exile are decidedly unpleasant and their stubbornness insinuates itself into even their exalted works. Dante’s vision in The Divine Commedy is tremendously powerful in its universality and detail, but even the beatific peace archieved in the Paradiso bears traces of vindictiveness.(bosszuallas) James Joyce chose to be in exile to give force to his artistic vocation. He picked up a quarrel with Ireland and kept it alive so as to sustain the strict opposition to what was familiar. The exile knows that in a secular and contingent world, homes are always provisional (à ¡tmeneti). Borders and barriers, which enclose us within the safety of familiar territory, can also become prisons and are often defended beyond reason and necessity. Exiles cross borders, break barriers of thought and experience. According to Hugo of St. Victor, a 12th century-monk,a strong and perfect man archieves independence and detachment by working through attachments, not by rejecting them. Speaking of the pleasures of exile, there are some positive things to be said too. Seeing â€Å"the entire world as a foreign land† makes possible originality of vision. Most people are aware of one culture, one setting, one home, exiles are aware of at least 2. Both environments are vivid, actual and occuring together contrapuntally. There is a unique pleasure in this sort of apprehension, especially if the exile diminish judgement and elevate appreciative sympathy. Edward Saà ¯d was an advocate for the political and human rights of the Palestinian people. As a public intellectual, he discussed contemporary politics, music, culture, and literature, in lectures, newspaper and magazine articles, and books. Drawing from his family experiences, as Palestinian Christians in the Middle East, at the time of the establishment of Israel (1948), Saà ¯d argued for the establishment of a Palestinian state, for equal political and human rights for the Palestinians in Israel. His decade-long membership in the Palestinian National Council, and his pro–Palestinian political activism, made him a controversial public intellectual. He was intellectually active until the last months of his life, and died of leukemia in 2003.

The Role of Leadership in Organisational Change

In discussing the role of leadership in organisational change, one must first understand the rudiments of leadership and theories that surround it, understand what change is and the essential qualities that a leader must possess to bring about change.Defining LeadershipThere is much literature and research in the areas of leadership and management with many writers differentiating the two. A common conclusion is that a good manager may not be a good leader. So what is the difference between them? French, R., et al, (2011) says that while managers engage in solving problems and supervising work, leaders do not just instruct people on what to do. Leaders inspire and motivate the people who follow and support them thereby creating opportunities for the long-term. An environment where leadership is mentioned a lot and developed is the military. However, the command-and-control â€Å"leadership† where an officer barks orders to his troops is not leadership because he is legally aut horised to do it (Cohen, 2010).In support of this, Buchanan and Huczynski (1985) say that it is a â€Å"social process† where one person influences other’s behaviours without using threats of violence. By the latter definition, we can surmise that what goes on in the army is certainly far from leadership as threats are a way of life in the military! In the case of the military officer, he is said to be endowed with Formal Leadership, giving him formal authority over his men. When a staff has access to resources, information or has specialised skills, he may be viewed as an Informal Leader as he exerts influence over others who may not be their subordinates nor even be in the same department as them (French, et al, 2011).So, while managers make things happen because the company says they are authorised to do so, leaders achieve the company’s objectives by influencing their colleagues or subordinates to co-operate (Rosen Bach & Taylor, 1993). Lussier & Achua (2007 ) say that mutual influence between a leader and those he leads reach their organisational goals by making changes together. According to Fielder (1967), the acid test of a leader is his ability to achieve greater performance for his organisation. Hence, studies of leadership must be related to how the leader improves management control strategies and how he regulates work place behaviour (Thomson & McHugh,  2002).According to Cohen (2010), there are 8 laws that he termed â€Å"universal laws† which forms the heart of leadership. Though these 8 things that leaders must do are simple, the absence of one can make a difference between success and failure. Although success cannot be guaranteed, abiding by these 8 laws, one can increase the chances of success: 1.Maintaining absolute integrity2.Being technically competent 3.Communicating expectations 4.Show exemplary commitment 5.Expect positive results 6.Looking after the interest of your people 7.Putting duty before self 8.Lead ing from the frontSECTION 2 : Theories on LeadershipAccording to Bass (1990), the three basic theories of leadership are the Trait Theory, Great Event Theory and Transformation Theory. Robbins (1996) had a different view and wrote that the three theories important to leadership development are Trait Theory, Behaviour Theory and Situational Theory. French, et al, (2011) summarised and divided the theories on leadership into 2 categories: Traditional Theories and New Theories. Traditional Theories are further grouped into Theories on leader traits and behaviours and situational leadership. New theories refer to Charismatic Leadership and Transformational Leadership. See diagram below.Trait theories on leadership were developed from research which tried to identify attributes that great leaders were born with which differentiates them from non-leaders. How effective these leaders are depends on the influence the leader wields over his subordinate’s performance, satisfaction and overall effectiveness (Derue, et al, 2011). Galton’s (1869) view that these immutable traits are only found in leaders born with them and they cannot be developed has been challenged and criticized by many for over a hundred years. However, research has continued on linking personality traits on effectiveness of leaders and showed that successful leaders possess  personality traits that impact their success.This helps organisations in their selection, training and development of potential leaders (Derue et al., 2011). In Bass’s (1990) Great Event Theory, leaders are created when great changes or crisis happen driving certain characteristics to be forged in individuals, enhancing their performance. This theory predisposes that leadership creation is still involuntary and not proactive unlike the Transformational Leadership Theory where anyone can learn skills on how to lead. It would appear that leaders are not ‘born’ but they are shaped by their environm ent, including upbringing and career. (French, et al, 2011)Criticisms of the trait theories led to the development of behaviour theories theorizing that actions and behaviour exhibited by a leader and not his personality is what identifies him as one. In late 1940s, University of Michigan conducted studies concluding that there are 2 types of leadership; Worker-oriented leadership and Task-oriented leadership. While the former is focussed on employee welfare, the latter concentrates on achievement of organisational objectives. Behavioural theory explains leadership vis-à  -vis the behaviour of leaders but does not consider the situation or the environment that the leader is operating in. The criticism is that given different situations, the same leadership behaviours may not be observed.Shortcomings of the behaviour theories led to Situational Contingency Theories of Fiedler (1967), House (1974), Hersey and Blanchard (1988) and Kerr and Jermier (1978). Horner (1997), a situational theorist, says that an effective leader should be able to adapt his leadership style according to the work situation he is in. The leadership styles identified by House’s (1974) Path-Goal theory are Directive, Supportive, Participative and Achievement-oriented styles. Contemporary leadership theorists like House (1974) and Conger and Kanungo (1998) researched on Charismatic Leadership.They wrote that certain attitudes and attributes can be bundled together to determine charisma in a leader. What they do and how they do it to influence the desired actions from their followers is how charismatic leaders are successful as leaders (French, et al, 2011). Charisma is a key component of transformational leadership and as such, many of its characteristics are also found in successful transformational leaders. So while charismatic leaders may not be transformational leaders, transformational leaders need to be charismatic to achieve their mission of change (DuBrin, 2010).DuBrin  (20 10) wrote that transformational leaders display attributes that distinguish them from others. Some attributes include charisma, high emotional intelligence, visioning skills, communication skills, give feedback, recognize subordinate’s achievements, practice empowerment, innovative and high moral reasoning. Bass (1990) distinguished between Transactional and Transformational leadership saying that the former has to do with daily communications and exchanges between a leader and his subordinates. This is usually task-based and routine. Transformational leadership, on the other hand, enables subordinates to broaden their goals and elevate performance beyond expectations with the use of charisma, inspiration, intellectual stimulation, and individualised consideration.SECTION 3 : Organisational ChangeThe mother of all clichà ©s, â€Å"The only constant in life is change†, sums up rather neatly that all organisations, large or small, simple or complex, will face changes wi thin itself and in its environment. Writers have consensus that at this day and age, change is a much larger issue than decades past as the rate of change, especially for technological change, is increasing at an exponential rate (Balogun and Hope Hailey, 2004; Burnes, 2004; Senior, 2002). Being omni-present in organisations at all levels, the importance of the leader’s ability to assess its present stage, evaluate it against its desired state, define its performance gaps and plan organisational changes to reach the desired end cannot be emphasized more (Burnes, 2004).Burnes (2004) goes on to say that organisational strategy and change are inseparable. According to Moran and Brightman (2001), because of the continually changing needs of stakeholders internally and externally, a good leader will also be continuously planning the organisation’s direction, its capabilities and structure to meet those changes. Because organisational change is of paramount importance, the s kills that a leader must have to effect changes successfully are highly sought after (Senior, 2002). In fact, managers today may find that their primary task in an environment of globalisation, technological innovation, constantly changing demographics, deregulation and knowledge explosion, is to provide leadership for organisational change (Graetz, 2000)Organisational change can be planned or unplanned. Unplanned changes occur  spontaneously without any conscious effort on the part of the manager to effect change (French, et al, 2011). It is usually due to changes in the conditions of the environment and is reactive in nature. Planned change happens when the manager takes proactive measures to address a performance gap to get to desired outcomes that meet organisational goals and objectives. Although it is generally accepted that in a highly competitive environment, change is a necessity to survive, Balogun and Hope Hailey (2004) found that about 70 per cent of all plans for orga nisational change fail. According to Dunphy and Stace (1993), there are 4 characteristics in the scale of the change. They are Fine Tuning, Incremental Adjustment, Modular Transformation and Corporate Transformation.In Fine Tuning, the leader makes very small changes to processes, human capital, structure and strategy so they work coherently to reach the organisational goal. It is usually done within the divisional or departmental level and is referred to as convergent change (Nelson, 2003) Similar to fine tuning, Incremental Adjustment involves making slightly more changes to managerial processes, corporate strategies and structures but not to the extent of radical change (Senior, 2002). The difference is that the changes are bigger here. In Modular Transformation, the scale of change has move from being intra-departmental to departmental-wide or division-wide alignments.However, change in this category has not reached organisation-wide, which is discussed next. Major changes to ke y executives, restructuring of a division and downsizing a department are examples (Dunphy & Stace, 1993). Finally, Corporate Transformation which encompasses radical changes in mission, vision and core values, major strategic direction shifts, organisational restructuring and changes in top management and key appointments, is the largest of the 4 types of change (Dunphy & Stace, 1993). The key difference between corporate and modular transformations is that the former is organisation-wide, which means that every person in the organisation is affected. SECTION 4 : The Process of Change Beckhard & Gleicher (1969) wrote on a formula for change. This formula is sometimes referred to as Gleicher’s Formula. The formula shows the forces  that drive change and the aims to predict when change will be successful.This formula explains that leaders in an organisation need to be firstly, unhappy with how things are going and must know where they want to head towards. If D is absent, th en the organisation may be complacent and may not want to move from their position. D without V will mean that the organisation has no direction for change. Even if D and V are present, without taking the first positive step, change will just be an idea; hence, action must be taken.Therefore the product of D, V and F cannot be zero which means that any of the 3 values cannot be zero. If any of the 3 is absent, the drive to change will not overcome resistance. The other factor to consider is the magnitude of D, V and F against the magnitude of R. The product of D, V and F must be greater than R for there to be change. The greater the product, the greater the probability that change will happen. However, this formula does not guarantee that the change will be successful. For change to be successful, change leaders or change agents must have attributes to lead change.There are many reasons why people resist change and it usually has to do with the fear of the unknown. As a result, they will find ways to slow change down or sabotage it so it does not happen (Lines, 2004). Instead of trying to overcome resistance, leaders should take it as a form of feedback and understand why the employee perceives threats to win them over and achieve change objectives (French, et al, 2011).SECTION 5 : Phases of ChangeThe work of Kurt Lewin on phases of planned change is oft quoted and still very relevant today. He says that the 3 phases are â€Å"Unfreezing†, â€Å"Changing† and â€Å"Refreezing† and the leader should be sensitive in each of these phases (Lewin, 1952). â€Å"Unfreezing† or preparation phase prepares the ground for change. Leaders will have convinced themselves of a need for change using the Formula for Change. What they have to do now is to enable his followers to feel the same need and reduce resistance to change.French, et al, (2011) referred to this phase as similar to â€Å"generating energy for transformation† in Miles†™ (1997) framework for planned organizational change leadership. Lewin’s unfreezing phase also includes what Miles refers to as â€Å"Developing a vision of the future†. The leader needs to communicate this  vision effectively to his followers and ensure buy-in for his changes to succeed. The 8-stage process of change by Kotter (1996) lists the first 4 stages as : †¢Establishing a Sense of Urgency†¢Creating a Guiding Coalition †¢Developing a Vision and Strategy †¢Communicating the Change VisionKotter refers to these 4 stages as â€Å"defrosting† which essentially means unfreezing. He says that managers sometimes skip these 4 stages and go headlong into restructuring or downsizing and eventually face insurmountable roadblocks or change that is not sustainable, that is, change that will not stick. The next phase of change, â€Å"Changing†, according to Lewin (1952), refers to the nitty-gritty nuts and bolts of change like re-structur ing, re-organisation, reshaping culture, training and development to build competencies required to fulfil the new vision. According to Miles (1997), this is referred to as â€Å"aligning the internal context†. Kotter (1996), on the other hand, splits this phase into 3 more stages in his 8-stage process of creating major change: †¢Empowering Broad-based Action†¢Generating Short-term Wins †¢Consolidating Gains and Producing more ChangeLewin’s (1952) final phase, â€Å"Refreezing†, is where leaders evaluate results and either makes modifications to improve results from the change or reinforce outcomes for achieving change objectives. The purpose of refreezing is so that change can be permanent and will â€Å"stick†. Miles refers to this as â€Å"Creating a transformation process architecture† which involves having feedback and communication mechanisms, support, education mechanisms and coordination mechanisms. This stage coincides with Kotter’s final stage in his 8-stage process called â€Å"Anchoring New Approaches in the Culture†.SECTION 6 : Leadership and Organisational ChangeSetting direction, giving inspiration and ensuring that lasting change is implemented organisation-wide is a key role that all leaders play. Good leadership and management of change is a critical ingredient in organisational change because it is essentially a people issue and human nature is such that its first instinct is to resist change (Coburn, 2006). Lack of effort, too great a change over too short a time and emphasis on top management rather than engaging lower levels are key reasons for failure to execute change programmes (Manikandan, 2010).It is critical to understand that organizations consist of complex human interactions such that all intended change needs to be handled with sensitivity. Change initiatives fail not because of the lack of intelligent leaders or noble causes but due to the lack of emotional buy-in from stakeholders. So leaders of change need to have skills and competencies to ensure successful change initiatives. Buchanan & Boddy (1992) grouped 15 core competencies and skills into 5 clusters:Diagram 1 : Buchanan & Bodd’s Clustering of Skills and Competencies Buchanan & Boddy (1992) grouped the skills and competencies into clusters of activities. However, upon analysis, they can be grouped into 2 broad categories; Competencies & Attributes of good leaders and Communication & EQ Skills of good leaders. This is illustrated in the diagram below.Diagram 2 : Grouping Skills into Competencies and Skills Competencies & AttributesA successful leader must be sensitive to his environment, including but not limited to being aware of market conditions, intra-company politics, conflicting goals of different departments, how the sum of parts in an organisation works together to achieve its goals (helicopter viewpoint) and who the power brokers are within the organisation. Having thi s competency will enable the change leader to appraise the status quo and determine the gap that needs to be closed in order to reach the new vision. Hence, the leader’s comprehension and clarity of his vision will be enhanced. â€Å"Flexibility† and â€Å"Tolerance of ambiguity† might well be two sides of the same coin. Not all changes will go according to plan nor all reactions to change, especially resistance, are predictable.Hence, a good leader will have a fair amount of tolerance of the unknown and in exhibiting this, be flexible enough to modify his change plans to reach his objectives and to minimise resistance to change. Finally, the leader must have enthusiasm as he is the change agent. He is the champion of that change and if he cannot  show that he believes in it and is behind it 100%, he will not be able to get buy-in for it. Communication & EQ SkillsThe skills listed in this box are all related to skills in effective communications but tempered w ith a good measure of emotional quotient (EQ). As discussed above, the challenges in change management are mainly found in the management of people. Hence, EQ in communication is key to success. Effective communication where the message is conveyed accurately from the sender to the receiver is a basic requirement of any leader. However for a change leader, communicating while exercising EQ will make the message more acceptable to the recipient and hence enhance successful change.This is especially true when a leader wants to ‘sell’ the idea of change or when he ‘negotiates’ for a win-win solution to effect changes. He has to use all his ‘influence’ and exhibit charismatic leadership to win the support of his colleagues and subordinates. How he does this may be through the use of ‘motivation’. Using his EQ, the leader will be able to empathise with his subordinates and understand their fears and concerns know what motivates them and use this in his effort to garner support or reduce resistance.The leader needs to use his ‘networking’ skills to access resources within and outside the company in order to implement his change plan. One must not forget that in transformational change, everyone and every department in an organisation will be affected. Hence the leader cannot work in isolation. Finally, using ‘teambuilding’ skills, the leader can build a cohesive force to successfully implement all the changes that the organisation wants to put in place and make those changes stick or in the words of Lewin (1983), â€Å"Refreeze†.SECTION 7 : ConclusionFor over a century, behavioural scientists, psychologists and even sociologists have studied leadership, trying to define, explain and even predict situations when leadership qualities and attributes will be displayed. They have tried to explain if leadership is inborn or a result of the external environment. Whether it is inherent in p ersonality or whether it can be learnt and developed. Contemporary theorists conclude that although certain traits that are inborn are those found in great  leaders, other attributes of good leadership can indeed be developed.Organisational change, inescapable as it were, is a challenge for leaders. Leaders need to prepare the ground and communicate the changes needed to move the organisation forward (Unfreeze), make the changes with sensitivity and exercise EQ (Change) and get buy-in and support for the changes to make them stick (Refreeze). To execute change plans, leaders need to have the communication skills, EQ, competencies and attributes required for transformational change.

Any thing Essay Example | Topics and Well Written Essays - 250 words

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The varied carol i hear Essay Example | Topics and Well Written Essays - 1250 words

The varied carol i hear - Essay Example â€Å"The geese gently set Skywoman on the earth and she opened her hands to let the seeds fall on the soil. From the seeds grew the trees and grass, and life on Earth had begun.† (Iroquois Creation Story). Where better to begin this journey through the history of literature than at the onset. The Creation Story of the Iroquois was the first story ever told. It is the story of how the Iroquois believe their world, Turtle Island, came to be. The reason this myth carries such significance is because it explains the world view or basic outlook of the Iroquoian people in the 17th century. And while we view this story as â€Å"myth,† the Iroquoian people truly believe in its authenticity and this belief gives it great force in their lives. (http://www.greatpeace.org/overview/creation.htm). When the European colonists arrived in America, the indigenous Native Americans spoke hundreds of distinct languages, engaged in many different religious practices, and structured their cultures in extraordinarily diverse economic and political forms. And unlike the Europeans, the majority did not use a formal alphabet. It was not until the early 19th century that Native American verbal expression was recognized as literature from a Western perspective. (http://www.wwnorton.com/naal/vol_A/welcome.htm). This is an important piece that has been considered as revolutionary as Karl Marx’ Communist Manifesto. The objective of this work is that it searches for (and discovers) a solution to the working man’s problems through individual and peaceful methods. Instead of simply studying the problems of the 1850’s, Thoreau based his philosophy on ageless and proven truths from the past thus allowing himself to look into the future. (www.kenkifer.com/Thoreau/index.htm). During the 1830’s through the 1850’s, differences in social status, such as gender and class, were the main subject matter of all writers. And almost all writers were at odds with Protestant

Week 8 Essay Example | Topics and Well Written Essays - 250 words - 6

Week 8 - Essay Example In such instances, the management of multinational enterprises is always forced to the extra mile, in order to strike an ideal balance without compromising their core values, an approach that takes additional resources. Widespread public ownership and extensive government intervention somewhat presents a mixed bag for businesses. This perception is fundamentally because in as much as a section of business administrators have overtime reaffirmed that implementing some of the policies put forward by the government such as antitrust laws is a waste of both time and resources, government input has come in handy in some situations. This includes providing the businesses with information that can give them an edge over their competitors and financial loans during harsh economic conditions. Similarly, it is believed that government interventions always safeguard consumers and ensure that businesses protect the environment, hence ensuring that the businesses are in good books with the market. The relationship between democracy and economic growth has often brought up conflicting ideas, for some economic analysts hold the perception that in some instances autocratic leaderships can act as a basis for growth, as was the case during the tenure of Lee Kwan Yew of Singapore (www.wsj.com). Nonetheless, it is important to note that a democratic political system is essential for sustained economic progress. This is because democracy, when properly practiced naturally leads to a prosperous and stable economy. This is because most of the rich nations that have sustained rapid economic growth overtime are stable democracies, while most of the poor countries are either brutal dictatorships or dysfunctional

Cybersecurity Coursework Example | Topics and Well Written Essays - 2000 words

Cybersecurity - Coursework Example Considering the above two aspects cyber system is believed to be highly vulnerable for attack. Indeed, it is also being believed that cyber security is difficult to accomplish as cyber-attacks regularly overthrow the cyber defense system. The study aims to discuss the intervention of government for improving the cyber security. The objective of the study is to recognize the methods through which government intervene to enhance cyber security. The study also describes certain arguments on the aspect of government intervention (Rosenzweig, 2011). How Can Government Justify Telling Private Industry How To Set Up Or Improve Their Cyber Security? Nowadays, cyber security has become a national authoritative and governmental priority. Improved cyber security assists in protecting people and organizations, certifying the accessibility of critical structures on which the national economy as well as security depends. Therefore, government of any country can help private organizations and industry to set up and improve the aspect of cyber security. Cyber security solutions which assist organizations and industry on governmental and technological instructions can enhance the defensive power of information system. Self-defense provisions in laws have made the network and communication organizations to share information with the government regarding any kind of incident about cyber-attacks (Nojeim, 2010). Socio-Political Reasons In present days, almost every surface of life is related with internet. People and organizations both are at risk to the inexhaustible threats which impact on the networking activities. Hackers can travel thro ugh internet and can be benefitted from lack of security between autonomous network owners. This low coordination among public and private organizations makes internet defenseless, where hackers can easily enter on their network and access private information. Accordingly, it can hamper the confidence of public on organizations. Laws and regulations can be levied by government for improving the security. However, such government intervention is complicated as in reality, internet is a global network and government, businesses and people can be impacted by such governmental interventions in terms of negative market reactions, liability disclosures and undesirable discharge of private information. In every circumstance, the role of government must be prudently demarcated by law, regulation and practice so that public interest is fulfilled without the obligation of heavy burdens (Intelligence and National Security Alliance, 2009). Motivation Government can play an indirect role in fost ering cyber security by motivating organizations through several incentives. Government can provide tax recognitions, research and development supports, procurement control and implementation of prevailing regulations as a part of security motivations for organizations. As it is difficult for government to intervene in the work process of private organizat

Bridget Bishop Essay Example | Topics and Well Written Essays - 500 words

Bridget Bishop - Essay Example John Crook’s evidence in the same manner proved the witchcraft of the Bishop and narrated the event of five to six years’ before. Testimony of John Bly evolved a sow which turned out to be one of the important evidences as it was used by the Edward Bishop, the husband of the convicted and the sow was suspected of performing some uncanny activities soon after the quarrel of Bishop and Bly. Also the testimony of Richard Coman, who witnessed an unnatural circumstance eight years previous to the trial while lying awaken on his bed and saw an apparition of Bishop, was added as important evidence in the trial. Also the testimony of Samuel Shattock, John Louder and William Stacy were taken into serious considerations for the evidence of Bridget Bishop’s trial. Apart from these the witch cake, the spectral evidences and various touch tests suggested strong indication towards infliction of witchcraft. A thorough study of Bridget Bishop case indicates there are myriad social, political, local and religious motifs involved. Amid all these reasons, the local motifs are quite pertinent. In the village of Salem, issues pertaining to the demarcation of property and grazing land were disputed and quarrel related to these disputes were very commonplace in the neighbourhood. And among all these turmoil the privileges of church and its property along with the issues of the grazing rights performed a clichà © role in this case. But the obvious motif behind this case seems to be superstitions and contemporary puritan visions which protested many of the orthodox and protestant rituals of church. Apart from this, motif of jealousy and usurping of the property is one of the important motives that evolve out. Bishop was childless though she married thrice so definitely her property was actually heirless and therefore her captivation or early death

Cloud Computing In Todays Organizations And The Future Essay

Cloud Computing In Todays Organizations And The Future - Essay Example Using cloud computing, users can use a wide range of software and data management applications using cloud services. As Schauland (2011) states, â€Å"surfacing in late 2007, cloud computing is used to allow services used in everyday practice to be moved onto the Internet rather than stored on a local computer†. Cloud computing offers a number of considerable benefits to business professionals, such as, cloud-based accounting and billing, project management, website hosting, and document storage. Along with these benefits, cloud computing also provides management services to all small and large companies, such as, customer relationship management and database management services. â€Å"Cloud computing provides computation, software applications, data access, data management and storage resources without requiring cloud users to know the location and other details of the computing infrastructure† (Singh, Kharbanda, & Kaur, 2012, p. 945). Companies just need to contact cloud services providers to get these services. Some of the main companies that provide cloud services to individuals and companies include Cisco, Windows, Google, and Salesforce.com. All of these companies are highly professional and provide various cloud computing services to users all over the world. In this paper, we will discuss the ways cloud services providers help small and large companies in carrying out their IT related business activities. Description of Cloud Computing Within AT&T NextGen Inc. is a software company that uses AT&T for cloud computing services. AT&T is an American telecommunication company which also provides cloud computing services to businesses to manage their business operations. For example, NextGen uses cloud computing for customer relationship management because of which the company is enjoying increased customer satisfaction and retention levels. AT&T also manages database application and operating system software of the company. Some other services that NextGen gets from the cloud services provider include data management by AT&T internet data center, data security, audit controls, network management, storage infrastructure and server management, self-service computing, and web portal. The company pays monthly bill to AT&T on per use basis through credit card. There are no upfront charges or termination fees which shows the consumer-orientation of AT&T cloud services. The ready-made hosted inf rastructure of AT&T cloud services provides a number of considerable benefits to NextGen some of which include quick response to business needs, reliable data management, improved customer service, reduced need of long implementation cycles for employees, and reduced capital expenditures. NextGen uses Linux operating system for management of computer processes and Apache version 2.4 as the web server. Apache is the world’s most efficient and customizable HTTP server application. For secure data management, the company uses My SQL which provides scalable and reliable performance to users. The network structure being used by the company is simple. The company used wireless access point which has provides simple configuration options to the users, for example, allowing or restricting broadcast SSID to associate, enable or disable

Human Resource Management Essay Example for Free

Human Resource Management Essay I. Introduction The purpose of this paper is to analyse the characteristics of the Pre-WW II Japanese corporate management from the perspective of the human resource development. The essential framework of the Japanese-style human resource management before WW II constituted differentiated employment by a few ranks; then, different duties and treatments followed accordingly. The initial ranks were determined by the level i.e. social recognition and overall academic achievement of new employees’ schools. Thus, the approach was called â€Å"an educational class system†. The graduates of either universities or polytechnics were hired as high-ranking employees with monthly payment, whilst the graduates of technical or commercial schools which were on a level with secondary education filled the posts of employee in semi-staff condition. Their wages were paid either monthly or daily. In the case of workmen with basic education at shop floors, the payment was only made daily. The gap of prestige and remuneration amongst the different ranks was distinctive 1 . This noticeable correlation between educational background and ex officio standing was developed within a group of large corporations from the beginning of the 20th century. Afterwards, during the 1920s and 30s, it became common in large-scale firms. It has been agreed that, as a key element of corporate employment, the custom of periodically employing new graduates of universities and other educational institutions characterised the growth of the Japanese internal labour market 2 . There has been a general viewpoint that this â€Å"educational class system† was abolished by the Japanese policy of democratisation after WW II; nonetheless, my study points out a new fact that a couple of misapprehension exists there. The first misconception is that it was rather exceptional for a new employee with comparatively weak educational background to be promoted to a prestigious post despite his long commitment and contribution to his firm 3 . The second is that any potential disaccord between the highly ranked and compensated group of university graduates and the lower with basic education was dealt with by the former alongside the unique Japanese code of group behaviour. Especially, the superior engineers with university education were known to take a serious view of operatives’ works at shop floor more than assignments at laboratories; and this attitude was positively appraised in the past studies and discussed as a key success factor 4 . Yet, the two standpoints seem invalid. The statements of the management and leading engineers of the period prove that the university graduates of engineering did not possess adequate knowledge for production operation. Besides, they did not show any preference to practices at shop floor and instead complained a lot about technical operations at workshops. The Japanese firms necessitated both university-educated engineers with theoretical knowledge and shop floor technicians with operational understanding, when they developed new products on the basis of imported western technologies. My research 5 has investigated the Japanese human resource management of pre-war Japanese corporations, and it presents that the technicians were mostly the graduates of technical schools which were on a level with secondary education and, even in some cases, those with only  elementary education. They were, at the beginning, hired as a junior group of workforce i.e. workmen or employee in semi-staff condition, However, got promoted later to the higher ranks in accordance with their commitment to work and internal training programmes, and consequent appraisals of their technical capability. The Japanese firms of the period required those human resources to improve technological capacity, and facilitated the development by providing them with incentives of promotion to prestigious posts. II. Higher Technical Education and Appraisal of University-graduated Engineers Throughout the historical context of adopting western industrial technologies, Japan experienced the early disintegration of apprentice system and the swift institutional development of technical educations even before the full-scale industrialisation. Henry Dyer, a graduate of Glasgow University, attempted to integrate theoretical and technical educations, and  this resulted in the establishment of a symbolic institution of engineering in 1873, Kobu Daigakko, which was the precursor of the Engineering Department of Tokyo University. Dyer’s ideology of the combined education of technology gained high reputation of â€Å"deserving international attention†, and his approach was recognised to bring forth the university-educated Japanese engineers’ common ethos of taking operations at shop floor seriously 6 . Nevertheless, it is worth noting that a considerable number of managers, engineers, technician, and workmen brought up harsh criticism about the effectuality of the university-level technical education as well as the overall capability of university graduates. Oh’uchi Ai-Sichi, managing director of Mitsubishi Electric and an ex rear admiral of technology of the Japanese Imperial Navy, advised his men in 1938 that they should ease up on the â€Å"yet unprofessional† new recruits from universities and stop despising the â€Å"rookies of practical engineering at real workshops† since the university programmes were generally concerned more with highbrow engineering theories 7 . A few causes of the university graduates’ insufficient practical knowledge and incapacity of directing workshop technicians and workmen were discussed: firstly, the drawback of university programmes was derived from the overstress upon note takings at lectures instead of development of the ability of thinking and reading; secondly, university students of engineering tended to dislike practical trainings; and furthermore, the content of the university programmes lacked technical trainings necessary for the actual operations at shop floors 9 . Concerning the sustainable technological development, Japanese corporations began to necessitate a new group of workforce that could fill the social and professional gap between â€Å"highbrow theoreticians† from universities and â€Å"practitioners† with relatively insufficient theoretical understandings. The Japanese firms then obtained the essential human resources from their own internal training programmes as well as personnel administration. The following section will introduce the author’s research on the managerial endeavour in the shipbuilding sector, which led the noticeable growth of the Japanese heavy industry. III. Internal Development of Human Resources and Professional Promotion In the case of the shipbuilding industry, this research analyses the human  resources development and personnel administration of the naval arsenal and the Nagasaki dockyard of Mitsubishi Shipbuilding Company. The following three points deserve our attention. Firstly, along with the development of the modern educational institution, they recruited university or polytechnic graduates for the prestigious post of administration, but this was not the only approach of employment; another method of personnel was to train talented workshop technicians and workmen internally and then promote them to the superior positions. Secondly, it is worth denoting that the technological underdevelopment facilitated the industry to build up the personnel policy. Then, lastly, due to the industrial underdevelopment, the two organisations transferred newly recruited assistant engineers from university or polytechnic to workshops for a while during the initial period of their career development: the intention of this programme was to let them experience the technical practices. The three features are well illuminated in the following historical descriptions. The naval arsenal in its early phase of 1870 benchmarked a French model of technical school to set up its own, and commenced development of two kinds of human resources: superior technical staffs with education of professional apprehension of theories (similar to the French naval technical officers) and skilled chargehands at shop floors with basic theoretical education. In tandem with the founding of modern technical schools in Japan, only university graduates were recruited for the superior posts of engineering from 1882, and the corporate training programmes for professional engineers was abolished. As presented in Table 2, the rate of university graduates and polytechnic graduates within the newly recruited junior engineers during the 1920s reached approximately 50 percent. In the first half of the same period, elementary school graduates covered 20 to 30 percent of the population; then in the second half, the ratio was replaced by the graduates of corporate technical schools. The latter group were also elementary school graduates; thus, this implies that they were employed, at the beginning, as wage earners right after their graduation. They acquired technical knowledge from workshop practices, and then learned basic theories through the corporate school: therefore, the personnel administration of hiring those internally developed labourers for the junior posts continued. In addition, and surprisingly, their path of career development was extended to the positions of superior engineers. Table 3 presents that only 60 percent of the total population of the upper-class engineers was covered by university and polytechnic graduates whereas the graduates of corporate school occupied nearly 20 percent during the 1920s. The development of the personnel system of promoting a part of talented workmen and workshop technicians to engineering staffs was realised by the fact that the skilled workmen and technicians with sufficient operational knowledge and experience at shop floors played a significant role in the ship design of the time. The blueprints described, at most, ship concepts and hull structures; no information regarding how to build them was provided. Hence, engineering staffs with conceptual understanding of the blueprints, technical capability of choosing proper materials, and managerial experience of directing dockyard workmen and technicians were demanded, and the internally trained workforce from shop floor turned out to be the most capable 11 . The unique scheme of promotion was therefore developed to increase their working incentive. In contrast, the role of superior engineers with university or polytechnic  education was limited to the managerial posts of each sector and preparation of the blueprints of basic design. It was therefore inevitable to let them have workshop experiences. The largest private industrial leader, Mitsubishi Shipbuilding Company’s Nagasaki dockyard, was not an exception. The employment of university or polytechnic graduates started in 1890, and the recruitment from university increased from the beginning of the 20th century. In 1911, the corporate policy of employing only university graduates for the superior posts was forged. Nonetheless, owing to the identical context of the naval arsenal, the internally educated skilled workforce with affluent shop floor experiences and technical knowledge was constantly on demand. In consequence, the company decided to promote staffs without university education to the superior posts in engineering as well 12 . Table 5 indicates that, from 1916 to 1926, nearly a half of the new superior technical staffs were the recruitment of workshop technicians without any kind of high education. Some of the new staffs were the graduates of Mitsubishi Kogyo Yobi Gakko (preparatory school of engineering), which was established in 1899 to train operatives for blueprint reading; at least 37 men were included, and their educational background was elementary school only 13 . Just like the naval arsenal’s personnel scheme, Mitsubishi also developed a programme of transferring superior engineers with university education to  the post of apprenticeship at workshops to let them obtain live knowledge and experience. In 1923, the period of apprenticeship was fixed as a half a year, then, extended to a year in 1927 14 . IV. Concluding Remarks In the advance of the Japanese heavy industry, two sorts of technical talents were required: a group of workforce for adopting the western technologies, and the other group of skilled engineers, who could direct workmen and workshop technicians in operation and understand engineering theories as well. The former was supplied by university graduates alongside the establishment of higher education in Japan; then, the latter was grown by both the corporate training programmes for talented workmenworkshop technicians (with relatively weak educational background) and the personnel scheme of promoting them to superior posts. The Japanese firms tried out a plan of fully utilising their potentials by promoting them to the most prestigious position of workman i.e. chargehand, but the attempt was unsuccessful since chargehands did know their unsatisfactory social status and even tried to leave the post of chargehand, if possible. It was thus necessary to firstly develop an incentive system of promotion, based upon corporate training programmes, and then integrate it into â€Å"the educational class system†. The personnel ways and means enabled management of any kind of potential disaccord or communicational blockade between superior staffs (with university-level education) and workmen and workshop technicians; and the personnel scheme facilitated the efficient internalisation of the imported technologies at shop floors.

Factors That Underpin The Hr Planning

Factors That Underpin The Hr Planning Human resource planning is a very important task for any organization. This planning plays a vital role in managing the employees of the organization. This plan helps to meet the required human resources of any organization. Actually it helps to identify what type of employees, how many employees will be required in the organization. It also provides information about the sources of required human resource need of the organization. These are some business factors that underpin human resource planning in a organization. Some important factors are explained below. Nature of business Size of the business Type of business Management policy Resource of the business Organization culture Location of the business Business environment Human Resource Requirements in given situation Human Resource (HR) is an important part for any organization. It is part and parcel for every organization. An organization cannot do anything without Human Resource. The success and failure of an organization mostly depends on the successfully implementation of the Human Resource policies and programs. The reason is that most of the organizational goal is achieved through it. If any organization is not so care about human resource department it must suffer in the long run. So before planning Human Resource (HR) requirements of any firm it must have to be given very much emphasis. Human Resource (HR) is must for every department of a firm. A firm usually has many departments. It is very much essential to manage Human Resource in every department. Without Human Resource (HR) it is probably impossible to manage day to day activities of the firm. It includes from the bottom level to the top level of the firm. Generally the bottom level HR implements the decision taken by the top level management. For example if we analyze HR requirements of a production oriented firm or manufacturing firm we will see that there needs a wide range of human resource. There must have some top level executives who formulate plan for production departments. There also have some middle level and lower level human resource who will implement the plan formulate by the top level executives. Development of HR plan for an organization: Once the analysis of the required personnel is complete, then the HR planning can begin. HR planning consists of four phases that are described below: Phase1. Formulation It is very important that the HR department of an organization should have direct relation with the rest of the department. Every organization has vision objectives. This vision statement indicates the overall image of the firms. For planning HR in an organization the first step is formulation of the policy about the HR needs of various departments. Phase2. Development It is the second phase of the HR planning in an organization in this step a SWOT analysis is conducted to identify the overall strength, weakness, opportunities and threats. This SWOT analysis provides important outlook about what action should need in future to cope with the changing environment by correctly planning the required human resource in the organization. The SWOT analysis provides answer about the following question; What about internal strengths? What about internal weaknesses? What is the opportunity? What are the external threats? The topics that are included in the SWOT Analysis might include personnel capabilities, benefit, employee services, information management systems, official facilities, and the reputation of human resources within the organization. Phase3 .Implementation It is short-term objectives which should be established In order to complete long-term strategies in the firm. Short-term objectives are the objectives that can be accomplished within six months to one year. This short term objectives should be fulfill by short term goal. On the other hand long term objectives should be fulfilling by long term goal. It should be remembered that no short term objectives is fulfill by long term goal and vice versa. Phase 4. Evaluation HR planning should be evaluated in regular basis. Human resource planning must reflect the target based on the measurable items. Once the human resource planning is done, it is essential to evaluate the success of that planning. If there is any mistake found, necessary steps should be taken in an urgent manner. There are two common ways in which we can measure the success of the plan: such as time and budget. How HRM contribute to meet objectives of organization: Human resource plan plays very vital role in meeting the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s objectives. Actually organization does mean employees of the organization rather than organization itself. Objectives of any organization are achieved by the employees of that organization. One organization can be differentiated from other organizations by the performances of employees of respective organization. Because we can see that different organizations perform differently and make different level of profit in the same industry only for human resource. Human resource plan has other plans to meet the objectives of the organization. Human resource plan has the following plans: Personnel planning indicate the process of deciding what positions the organizations will have to fill and how to fill them. Training and development plan is developed to make the employees of the organization skilled necessary to perform better and increase the efficiency level that ultimately contributes to meeting t he objectives. Compensation plan is another vital part of human resource plan. It is very important because the performance of the employees depends on the satisfaction level and employees are the ultimate performers. Strategic compensation plan helps to the organization to hire high quality employees and retain them. Labor relation plan is also required for some certain reasons. It is required to maintain good relation with labor union to meet any unexpected situation. Sometimes labors strike and this hampers the normal business operations of the organization. Sometimes it is required to reach an agreement wage, working hours etc. Security and safety plan provides the security of the jobs of employees, which ultimately makes the employees more satisfied. Satisfied employees perform better for the organization. Personnel forecast means estimating the required number of employees on the basis of production volume or expected revenues. Variation in forecasting is very costly for the o rganization. In fact Human resource planning creates value by engaging activities that produce the employee behaviors that company needs to achieve organizational goals and objectives. So all these plans under human resource planning help the organization to meet the objectives of the organization more efficiently. Impact of organizational structure and culture on management of HR Organizational structure and also organizational culture have certainly some impact on the management of human resource of the organization. Actually human resource management is the policy and practices involved in carrying out the human resource aspects of a management position including recruiting, training, appraising and compensating employees and also it is concerned about labor relations, health, safety and fairness. In fact, the size of the human resource department reflects the size of the organization. Large organization generally have large human resource department and small organizations have small human resource department with few employees. It is generally found that there is one Hr employee for every 100 employees. So organizational structure affects the management of human resource of an organization. Organizational culture also has some impact on the management of human resource of any business organization. If human resource department works as an independent body it can produce better benefit for the organization. If independence is the culture of an organization in case of decision making, it is helpful for the human resource department to make wise decision. So we can conclude that a fair practice in the organization makes the management of human resources more effective and fruitful for the organization. Monitoring the effectiveness of HRM The failure or success of an organization largely depends on the HRM policies. The higher authority of an organization make HR plan and programs. This plan is implemented by the HR manager and the working level management. The HR manger also make plan for the human resource. It includes conducting job analysis, planning labor needs and requirements of the job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performances, communicating( interviewing, counseling, disciplining) , training and developing manager and building employment commitment. All these plans are prepared and implemented by the HR specialists. After implementing this plan, the HR specialists monitor to see what it impact on the organizational performances. For example the HR specialist wants to know whether they hire the right people for the right position after analyzing the performances of the employees. If the per formances are not satisfactory, HR specialist or manager arrange raining programs to teach the employees, so that they can perform better. If after all these efforts, performances are not satisfactory the HR manager can fire the employees from the organization. They also manage various incentives to the employees to get better service by satisfying them. After all the HR specialists always monitor the task performed by the employees and measure the effectiveness of the HRM policies prepared by them. Recommendations: it is clear to us that without planning and implementing a right HR policy in an organization, it is not possible to achieve the target. If the HR policy is not properly installed, the overall efforts will fail in vain. So it should be given the top most priority. We have some recommendation regarding HRM policies for any kind of organization which want to achieve success through imparting it. Some recommendations are as follows: Making clear plan on HRM Hire the right people Use right selection tools Training employees based on need Not committing unfair labor practice Increasing employees loyalty through participation Conclusion: Human resource management is very essential and effective for maintaining an organization in a prudent manner. The most success of an organization depends on the appropriate HR policy. Human resource plan plays very vital role in meeting the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s objectives. So every organization gives more emphasis for selecting the right people for the right position. After all it is most useful for any firm to implement the HR policy in prudent manner. Both long and short term objectives should be meet through it in accordance with the required necessity.

Eulogy for Grandmother :: Eulogies Eulogy

Eulogy for Grandmother I'd like to talk today about my grandmother, Ruth Smith - about who she was, what she meant to us, and what this day means. Grandma was a homemaker and a lifelong resident of Marshall. This might seem like a constrained life to some, but I don't think Grandma would have agreed, and I'd like to explain why. She was a person with great curiosity - she read all the time, she worked crossword puzzles every day, and she loved watching documentaries on television. In fact, she was working crossword puzzles right on up until the last month before she died, when she finally grew too ill to continue. Her curiosity also greatly affected me - when my brother Gus and I were little, we used to play a card game called 'Authors,' and from playing that game so much with her, I knew at a very young age who Mark Twain and Shakespeare and Nathaniel Hawthorne and many others were. The way she said these authors' names stirred in me a great desire to read them, and now, later in life, when I have read those authors, and taught them, I can sincerely thank Grandma for first creating that desire in me. I can also thank Grandma for inspiring a love of animals in my mother and in myself. Grandma always had a cat around her house that she cared for. She loved watching animal shows on television, especially if they involved cats. In fact, she considered herself a cat person, until she met my dog Alex. I say 'my dog,' but he's really my Mom's dog now, and for a lot of the time, when my Mom was traveling on business, it was my Grandma's dog too. We knew that both Grandma and Grandpa really like Alex when they let him sleep on the chest at the foot of their bed - now THAT was a big deal! She loved Alex, and she loved Libby, my replacement dog that I got once Mom had stolen Alex from me. Nothing tickled Grandma more than watching Libby tear up and down the floor, running back and forth like puppies like to do. Mom told me that she mentioned Alex and Libby to Grandma just a few hours before she died, and that she smiled when she heard their names. She also traveled widely - Grandpa always said that there was plenty here in Missouri to occupy someone, but Grandma felt a bit differently.

Philosophy of Education as a Means to Educate Humanity in a Diverse Sou

Philosophy of Education as a Means to Educate Humanity in a Diverse South Africa ABSTRACT: In pre-democratic South Africa, people never learned to listen to the stories of their fellow human beings because that was seen as a threat rather than a challenge. With the long-awaited political and constitutional changes taking place, a different societal structure is being established and a new democratic value system formally and officially being embraced. It would, however, be naive to imagine that policy changes would transform deeply-rooted attitudes, practices and existing structures overnight. The change into a democratic society does not mean, unfortunately, that a political, social and educational utopia is being created instantly. All learners will have to develop the skills, knowledge competence and attitudes to function effectively in a culturally diverse society. It will require a major paradigm shift from most educators, philosophers of education, and teacher trainers, as well as parents. I will argue for a pluralistic, problem-centered approach to teacher education and training that would be helpful in educating students to respect others and diversity. 1 INTRODUCTION In 1948 the National Party won the election in South Africa and introduced its policy of apartheid. Education became a political battle field, without considering educating human beings for a human society. A narrative of power was followed. The school was used as an instrument to support and legitimise the position of the dominant group and its political interests. The culturally divided population was kept divided to ensure the dominant group's position in all spheres of society. Conformity to and continuity of the ideologies and culture of ... ...nnecticut: Bergin and Garvey. SQUELCH, J. (1993) Towards a Multicultural Approach to Education in South Africa. In: The Black Child in Crisis - a Socio-educational Perspective edited by J. le Roux. Pretoria: JL van Schaik. TAYLOR, C. (1985) Philosophy and the Human Sciences. Cambridge: Cambridge University Press. VAN DER VYVER, J. (1998) The Democratisation of Assessment in a Pluralistic, Problem-centred Module in Philosophy of Education at Post-graduate Level. South African Journal for Higher Education, 12(2):183-197. VENTER,E. FRANZSEN, K. AND VAN HEERDEN, E. (in press) An Analysis of the Effect of Recent National Policy Changes on Values and Education in South Africa. In: Education, Culture and Values - Volume 1. Systems of Education, Theories, Policies and Implicit Values edited by Mal Leicester, Celia Modgil and Sohan Modgil. London: Falmer Press.

Its Time to Crack Down on Plagiarists and Eliminate Plagiarism :: Free Essays Online

It's Time to Crack Down on Plagiarists and Eliminate Plagiarism Plagiarize v. 1. To appropriate and pass off as one’s own (the writings, ideas, etc., of another). 2. To appropriate and use passages, ideas, etc. from. 3. To commit plagiarism. [1] Plagiarism is an age-old habit of many people, with a large portion of these people being students who write essays or passages to earn a grade in a class. However, these students are unaware of the act they are doing which meets the criteria of the definition explained above. The consequences are very clear: Using another person’s thoughts or ideas without being authorized or noting that it was from another source constitutes plagiarism and will be grounds for failure or to the extreme, dismissal from a program or from a university entirely. The fight is now against those who desire to crack down on plagiarists and the sources of the material being plagiarized. There are many ways to inhibit copywritten material being used again. The obtainment of works cited, bibliography, footnotes and notation of quotes are just the beginning. However, with the widespread use of the Internet as a cesspool of information, how is a person to discover whether the person is cheating or no t? The ball is now in the professor’s court to now use the Internet to their own advantage to catch the thieves in their tracks. When a student decides to write a paper, the first thing in the mindset of that student, as well as many other students is relatively a common thing: the Internet. Although there is so much information to be found, this information is also at the disposal of the professor who administers the assignment. In many cases, the student is simply lazy and becomes sloppy in copying. This leaves noticeable mistakes because of the failure to proofread, ultimately leading to their fate resting in the hands of the professor. The person grading the paper must know what to look for and most of the time it is detected very quickly and precisely. In one case, a professor found the probable source of a particular piece of a student within five minutes and an additional ten minutes to confirm that indeed the paper was a case of word-for-word plagiarism.

Red, White, and Black Essay

By combining they were a stronger force against the colonists. Native American Relations in the first settlements: Relations characterized by resistance to the expansion of English settlement, submission into â€Å"praying towns,† and devastation through war and disease. Many of the Massachusetts Indians sought protection from Winthrop by selling their land and surrendering their independence. Pequot War: So-called war consisting of clumsy plundering by Massachusetts troops and raids by Pequots in 1637. The colonists eventually won the alliance of rival tribes and waged a ruthless campaign. The war tipped the balance of military power to the English, opening the way to New England’s settlement. King Phillips War: War between the Native American tribes of New England and British colonists that took place from 1675-1676. The war was the result of tension caused by encroaching white settlers. The chief of the Wampanoags, King Philip lead the natives. The war ended Indian resistance in New England and left a hatred of whites. Tuscaroras and Yamasees: Two opposing Indians tribes whose disunity lead both to destruction. The Tuscaroran people were defeated by the colonists with the help of the Yamasees in 1713, and the Yamasees were themselves defeated around 1715. Both tribes were scattered and soon disappeared. praying towns: Towns set up by puritan missionaries for Indian converts to spread puritan Christianity, the first of which, Natick, was founded in 1651. As the Indian population in the east waned, assimilation as â€Å"Praying Indians† became the only option besides retreating farther west. Beaver Wars: Wars that resulted from furious trading and hunting of Beaver pelts by the Dutch, the French, and the New Netherlands. The Overhunting of Beavers sent prices so high in 1742 that the Dutch armed the Iroquois and what resulted was bloody battles against Pro-French tribes. Slavery Begins: Followed the exploration of the African coast and the establishment of a slave trade Europe during the 15th and 16th centuries. The slave trade then moved in to America as the development of a plantation system in Virginia offered a market for slavery and the first slaves arrived there in 1619. Slavery remained small among the colonies, however because it was not yet profitable for slavery under the conditions. As trade and agriculture grew and a plantation system grew so did slavery. Barbados Code: Code adopted by Carolina in 1696 to control slaves at the will of their masters. It was often noted as an inhumane code but the society revolved around slaves, so laws like this were created in order to keep control in the society. White owners relied on force and fear to control the growing black majority in the Carolinas. Maryland Slave Code, 1661: The first actual definition by the colonies of slavery as a â€Å"lifelong, inheritable, racial status. It was issued by Maryland in 1661 in order to set up a distinct place for the slaves in the society. Out of the Maryland Slave Code of 1661 came the establishing of other slave codes that set up strict legal codes. Stono Rebellion: Slave uprising in South Carolina in 1739, in which twenty slaves robbed guns and ammunition from the Stono River Bridge along with killing civilians. Officials suppressed the rebellion and stopped any more chaos and da mage. It was a significant encounter because it caused white

Inequalities in health Essay

Introduction. Mildred Baxter conducted a survey in 1990 on Health and Lifestyles, and asked 10,000 people how they defined health, her results were defined by Three answers: – Positive Definitions- where health is defined as feeling fit and able to undertake any reasonable task. Negative Definitions- where health is defined in terms of being free from pain and discomfort. Functional Definitions- where people define health in terms of being able to perform a range of tasks. Whereas Medical Definitions state that: – Illness is always based on an identifiable (physical/mental) cause. Illnesses and their causes can be identified, classified and measured. The cure lies in the physical body of a person, not their social relationships or their spiritual life. There is reliance upon drugs and surgery. During this essay I will be looking at the inequalities, (inequalities means that something is not equal to something else), in Health, with regards to class, ethnics, gender and age. There are several possible explanations for inequalities in health, these include: – Social and material reasons, (whereby because of poverty in society, it leads to ill health, because of poor housing, nutrition, etc), Cultural, religion reasons, (because of the difference in diet, and certain beliefs and habits that effect health), The effect an individual has on his or her own health, (by choosing what they eat, drink and whether they smoke or not). Social class We could argue that the standard of healthcare in different social classes are because of geographical reasons, and the level of funding that the government gives to poorer, lower class areas compared to the level that is given to richer, middle/higher class areas. This can be seen in the Black Report (1980) and The Health Divide (1987). These reports clearly show such strong evidence of social class inequalities in health that the government tried to suppress the findings. The Acheson report (1998) then went on to confirm the evidence of social class inequalities and recommend more help for poorer social classes by a means of improving their health. We can also clearly see from research that lower, poorer classes have a higher mortality rate, (including infant), than the higher classes, these are mainly seen in Respiratory Disease, Injuries and poisoning and Cerebro-vascular Disease, this is because lower classes tend to work mainly in manual work, (factories with dangerous machinery, working in bad weather conditions, etc). Tudor-Hart (1971), first suggested in the Inverse Care Law, that higher class that need it least gets more resources and lower classes that needs it most gets the least resources, So social class inequalities are made worse by inequalities in the NHS, this is because poorer areas don’t have as many GP practices, they have to depend on public transport, and are more likely to loose pay for taking time off. Whereas it is thought that the middle/higher classes have the resources to find out what healthcare they are entitled to, and are more likely to fight against poor health services, and are able to jump NHS waiting lists by paying privately. We can argue that material explanations suggest that those who suffer poor health do not have a healthy balanced diet, inadequate housing conditions, lack of education and joblessness, all stem from poverty, which shows the link between material deprivation and ill-health. Criticisms;- We can argue that poverty and class status in society is not just the reasons for poor health; it also comes down to the individual choices and cultural choices that are made by people in their life. We are not told we have to smoke or drink or take drugs, we do it because we want to, which we can argue is one of the reasons Respiratory Diseases and Heart disease are on the increase. We can also argue that another reason why these diseases and other health problems, such as obesity, which is high in lower classes, are on the increase is because of the cheap unhealthy food that is being eaten, and lack of exercise, is also an individual choice. Ethnic Inequalities We can argue that Ethnic groups experience poor levels of health as a result of inequalities in the health service. A comprehensive survey (The Health of Britain’s Ethnic minorities), was conducted in 1997 by James Nazroo, his findings challenged the view that biology and culture were the main factors that explained the health of ethnic groups in the UK, but instead focused on the importance of socio-economic factors. The findings found that: – people from black and Indian minorities are more likely to suffer from TB, Diabetes and Heart Disease, people from ethnic minorities are more likely to be hospitalised for mental illnesses, and most ethnic minorities show higher rates of still births, prenatal deaths and infant deaths as well as higher mortality rate. We can see from research conducted by the Health Authority that up to 50% of ethnic minorities described themselves as having poor health. We could argue that the reasons for this is because of poverty and material deprivation, while racism and discrimination also play an important factor, Minority groups have the lowest income, the worst housing, and the highest unemployment rates in the UK. We can also argue that other cultural reasons such as language barriers, religious reasons and the lack of knowledge of the dietary needs for ethnic minorities, from health professionals may lead to ethnic minorities not seeking medical advice and thus having poorer health. Criticisms: – We can argue that not all ethnic minorities share the same level of inequalities, Black African, Caribbean; ethnic groups are more accepted in society than Asians, Chinese groups make more money than Bangladeshi groups. We can also argue that it is also down to social class, a middle class ethnic minority doctor is more likely to be accepted than an unemployed lower class ethnic minority. We can also argue that it also individual choices that lead to inequalities, e. g.social exclusion, a lot of minority do not integrate in the community, instead they stay in groups of their own race. Ethnic minorities also believe that a strong sense of cultural identity protects against the effects of poverty. Gender Inequalities Through research we have found than women on the whole are healthier than men and that women’s mortality rates are lower than that of men. According to Hilary Graham (2002), men have fewer consultations with GP’s and have lower levels of illness. We could argue that this is because in society from the time we are born we are taught a â€Å"normal† role in society, firstly by our parents and then by schools, media etc, and boys and girls from a young age are given toys, (dolls, cleaning toys etc for girl, tools, cars etc for boys), which gives them a stereotypical role that is expected of them, because of this it is much excepted in society that women can go to the doctors more because they are a weaker sex, where a man is expected to be masculine and except illness. We could also argue that men mostly work in manual jobs, and that is why they have a higher mortality rate, whereas women take on a more domestic role, looking after the home and children, although we could argue that this is a large reason why women visit the doctors more often than men, according to Ellen Annandale (1998) women who work have better levels of health than those who do not, because of the sense of independence and a wider social network, thus lowering the number of women with depression. It has also been found that women are more like to be living in poverty than men, because for example most single parents are women on a low income. Criticisms: – We could argue that gender inequalities are lowering due to more women now having equal educational opportunities and having equal roles in a work place, it is now not so frowned upon that a man stays home with the children and women go to work. More women have become more career minded and education have become more â€Å"women† friendly. We can also argue that domestic labour has become easier for women in the home with the development of technology e.g. dishwashers, washing machines etc. There is also evidence to suggest women are biologically stronger than men, more male babies die than female, and they have a higher biological possibility of living longer. Age Inequalities We can argue that elderly peoples’ opinions of health differ greatly from those of younger people; elderly people accept a range of physical pain and limitations, whereas younger people would define them as symptoms of illness. We re-evaluate what illness is as we get older and accept greater levels of discomfort as â€Å"one of those things†, that comes with age. Mildred Baxter in her survey of Health found that young people define health in terms of physical fitness, whereas older people defined it in terms of being able to cope with everyday tasks. We can also argue that the poverty elderly people face also contribute towards ill health, because they cannot afford adequate heating, balanced diet etc, because the live on a low income, or may not know the benefits they are entitled to. Research has also found that elderly people do not visit the doctor because they see themselves as â€Å"wasting time†. Criticisms: – We can argue that inequalities can again occur because of individual choices, it could be argued that a poor diet is not just because of low income but they may live alone and cannot be bothered to cook for themselves. We also see that social class plays a part, because wealthy elderly people do not face the same inequalities in health as lower class elderly people. We can also see that the government have taken steps to improve the health of elderly people by introducing the flu vaccine and by giving heating grants etc. Conclusion. To conclude I think that there are no strong arguments to say that there is one specific social or materialist explanation for inequalities in health. I think that there are a number of factors that contribute towards inequalities, from geographical, social, financial, cultural, economical, religious reasons, to biological reasons. I also think that the choices we make as individuals’ plays a major factor towards the inequalities that we encounter in heath, and by changing certain things in our life that we have control over there would be fewer inequalities.

Albert Einstein’s vs. Newton: General Theory of Relativity

Albert Einstein, most famously known as a physicist, was a contributor to the scientific world with his many known researches and humanitarian work. As a Nobel Prize Winner in 1921, his chronicled and more important works include Special Theory of Relativity (1905), Relativity (English Translation, 1920 and 1950), General Theory of Relativity (1916), Investigations on Theory of Brownian Movement (1926), and The Evolution of Physics (1938). (Nobel Prize Foundation, 1921) In all his important works, Einstein’s Theory of Relativity has lead the way for how science currently views time, space, energy, and gravity. Relativity, which all motion must be defined relative to a frame of reference and that space and time are relative, rather than absolute concepts, consists of two principal parts: The theory dealing with uniform motion, or the Special Theory of Relativity (1905) and the theory dealing with gravity, or the General Theory of Relativity (1916). (dictionary. com, pars. 2) Einstein’s Special Theory of Relativity is the physical theory of measurement in inertial frames of reference. Although Einstein’s Special Theory of Relativity was â€Å"special† because it dealt only with inertial reference frames; his General Theory of Relativity accounts not only for these, but also for bodies that accelerate and are based on the postulate that the local effects of a gravitational field and of acceleration of an inertial system are identical. (dictionary. com, pars. 2) An example of Einstein’s Special Relativity: One of the peculiar aspects of Einstein's theory of special relativity is that the length of objects moving at relativistic speeds undergo a contraction along the dimension of motion. An observer at rest (relative to the moving object) would observe the moving object to be shorter in length. General relativity or the general theory of relativity (GR) in whole is the geometric theory of gravitation. It is what we currently define as gravity in modern physics. GR integrates with special relativity in relatively, but GR consists of Newton’s law of universal gravitation and describes gravity as a property of the geometry of space and time. Even though special relativity intertwines a lot with general relativity, these two viewpoints are really what GR is about and relate greatly to each other. In the first viewpoint of GR, it is a theory of the behavior of space and time. Before the 20th century, all physics theorists assumed space and time to be absolutes, or separated from each other. Now called spacetime, together space and time formed a background within which matter moved. (Felder, pars. 4-5) In Einstein’s theory of GR, this physical theory was to describe how different kinds of matter would interact with each other and predict their motions. The theories of space and time greatly changed after the development of the Special Relativity Theory and shortly later the General Relativity Theory by Einstein. This results that space and time came to be viewed as the important variables in physics, which are capable of being changed by the mater within them and in turn changing the way that matter behaves. (Felder, pars. 5) Spacetime is an important factor in GR. In Newton’s world and before the 20th century, physics space and time again were viewed completely separately. In relativity theory, time is the fourth dimension our world has instead of the three one would think there is. It is hard to picture a 4D world, so to make things simpler let’s picture a 2D world. As shown in diagram 1, we can view spacetime as a 2D surface where the horizontal direction is space and the vertical direction is time. The diagram below shows the world line of an object in a one-dimensional space (Felder, pars. 7): (Diagram 1) A spacetime diagram like this is very critical to help in understanding relativity. It answers questions like: What’s the world line of a particle at rest? What the world line of a particle moving with constant speed in one direction? How would you describe the motion of a particle with the world line shown below? Viewing spacetime this way allows us to formulate physics in new ways. It is a similar way in getting Newton’s first law of motion, which states that an object with no force acting on it will move in a straight line at a constant and we can just say that the world line of a free object (one with no forces on it) is a straight line. speed (Harrison, pars. 6) Comparing to Newton’s laws, spacetime are considered two separate things, while in relativity, both in special and general theory, it is necessary to view spacetime as one. In GR this team of spacetime is curved by the effects of gravity. Now in GR, curved space often refers to a spatial geometry, which is not â€Å"flat. † Spacetime becomes curved in the response to the effects of matter and there is no gravitational force deflecting objects from their natural, straight paths. This puts gravity to correspond to changes in the properties of space and time, which in turn changes the straightest-possible paths that objects will naturally follow. So the act of curving is caused by the energy-momentum of matter and affects matters behaviors. In Newton’s first law of motion, it states that, where an object at rest tends to stay at rest and an object in motion tends to stay in motion with the same speed and in the same direction unless acted upon by an unbalanced force. In a curved spacetime what used to be straight lines are now twisted and bent, and particles with no forces acting on them are seen to move along curved paths. (Physics Classroom, pars. 1) John Archibald Wheeler, an American theoretical physicist, paraphrases, â€Å"Spacetime tells matter how to move; matter tells spacetime how to curve. † (Britannica Encyclopedia, pars. ) To explain curved space in an example, suppose there are two people. Each person stands two feet apart from each other facing the same direction and begins walking straight. Even though one might think the two people are walking in parallel lines (since they are walking only in a straight line), is one will stand behind them in between them, he/she will notice that those two people will start to drift apart. In awhile the two people will become four feet apart instead of the 2 feet that they started on and both are not pointed in exactly the same direction as they started on. One might assume it’s because one is not going in a â€Å"straight† line. (Picture of Geodesics) Although, what is a â€Å"straight† line? One assumes that a straight line means being parallel or that a straight line is the shortest distance between two points. But in curved space path that stay parallel to each other are not paths of minimal distance and vice-versa, there is no path in space that fits a â€Å"straight† line being parallel or the shortest distance. In space, a straight line is curved and the shortest path between two points is called a geodesic. The second viewpoint of general relativity is described as a theory of gravity. In Newton’s second law of motion, that states that the acceleration of an object is dependent upon two variables – the net force acting upon the object and the mass of the object. (Physics classroom, pars. 2) In other words, getting two massive bodies like the Earth and Newton’s â€Å"famous† apple are going to pull each other because of the law of gravity. To explain further, if an apple started out at rest and when it just breaks off from a tree, gravity would make it move towards the Earth until it collided with it. Newton’s curiosity of a fallen apple not only explains his law of gravity and the falling of apples, but also the orbit of the moon about the Earth, the motions or the planets about the sun, and much more. Einstein’s theory of GR relates to this because it explains all of Newton’s laws, but in a very different way. In GR, a massive body like the sun causes the spacetime around it to curve and this act of curving in turn affects the motion of the planets, causing them to orbit around the sun. In Newton’s second law of motion, these objects (i. e. the earth and the apple) will have a gravitational attraction, causing them to accelerate towards each other until they eventually collide. In GR, the same effect will happen, but the description is different because gravity is not a force in GR. Objects neither exert nor feel any-non-gravitational forces, so basically the objects should act like free particles moving alone geodesics. (Felder, pars. 5) In a flat spacetime, which has no gravity, the geodesics would be in straight lines. Since objects started out at rest, their world lines would be vertical lines, this means that they would always stay the same distance from each other. However, in the effects of gravity, we know that the objects will have spacetime around it. In a curved space, parallel lines do not always stay parallel. The geodesics in this curved spacetime start out parallel but over time it doesn’t. This results in the objects colliding. Einstein shows that although Newton’s theory of two objects colliding is predicted, the underlying description of the curved space is different. To show an example about gravity and curved space with a couple of geodesics, here is another graph (Felder, pars. 14): To explain the graph in more detail, the yellow rectangle is the sun (and the space around the sun is really three-dimensional), the spatial axis is â€Å"r† (radius) instead of x, and â€Å"t† (time) instead of y. The geodesic lines (red ; blue, respectively) are the particles moving directly towards or away from the sun. The red geodesic shows that an object initially at rest will curve towards the sun. Even an object moving away from the sun could fall back in if it were moving slowly. While the blue geodesics, is for the particle starting out at the same place but with an initial outward velocity large enough that I will never fall back, objects that have an escape velocity. Explaining the basis of GR helps form a stepping stone to Einstein’s more complicated theories and consequences, along with some knowledge of the General Theory of Relativity. In this very complicated version by Einstein of Newton’s laws of motion, it in fact shows not that Einstein just complicated Newton’s theories, but showed that results are not the same. The result in fact that objects collide are there and come out slightly the same, but the behavior is different. Spacetime is therefore â€Å"curved† as a straight line. The theory of GR has brought the science world to a dramatic position of understanding the universe. Space and time, in which were two separate things are now explained as one union with each other. In GR gravity is not only viewed as a force but now as a description of the geometry of the universe. This helps scientists envision the universe in a more dramatic and insightful way. As Albert Einstein was forced to summarize the general theory of relativity in one sentence, he quoted: â€Å"Time and space and gravitation have no separate existence from matter. † Works Cited â€Å"Albert Einstein† Pac Bell. ; http://home. pacbell. net/kidwell5/aebio. html; â€Å"Albert Einstein†, Colliers Encyclopedia, (MacMillan, 1985) Volume 8, pg. 684-685 â€Å"Albert Einstein†, World Book, (World Book Inc. , 1999) Volume 6, pg. 146-147 â€Å"Albert Einstein†, Encyclopedia Britanica, ( Encyclopedia Britanica Inc. , 1997) Volume 4, pg. 403 â€Å"Albert Einstein†, Current Biography Who's News and Why, (H. W. Wilson Co. , 1953) Volume 1953, pg. 178-180 â€Å"Albert Einstein†, Current Biography Who's News and Why, (H. W. Wilson Co. , 1955) Volume 1955, pg. 177-178 â€Å"Albert Einstein†, The Biographical Dictionary of Scientists, (Oxford University Press, 1994) Second Edition, pg. 206-208 Felder, Gary. North Carolina State – Math and Physic Help. 2003. ;http://www4. ncsu. edu/unity/lockers/users/f/felder/public/kenny/papers/gr1. html; â€Å"general relativity. † Dictionary. com Unabridged (v 1. 1). Random House, Inc. 05 Feb. 2009. ;Dictionary. com http://dictionary. reference. com/browse/general relativity;. General Relativity† Albert Einstein Biography, Spark Notes. 05 Feb 2009 ;http://www. sparknotes. com/biography/einstein/section7. rhtml; Geroch, Robert. General Relativity from A to B. Chicago: University of Chicago Press, 1978. Harrison, David M. Homepage. 18 August 2007 ;http://www. upscale. utoronto. ca/GeneralInterest/Harrison/GenRel/GenRel. html; Leaving Certificate Physics Homepage. â€Å"Einstein’s Theory of Special Relativity. † ;http://www. teachnet. ie/torourke/Physicswebsite/Relativistic%20Length%20Co traction. htm; â€Å"Newton’s Laws. † The Physics Classroom. 1996-2009. ;http://www. physicsclassroom. com/Class/newtlaws/u2l1a. cfm; Nobel Prize Foundation. Nobel Lectures, Phys ics: Albert Einstein. 1901-1921. ; http://nobelprize. org/nobel_prizes/physics/laureates/1921/einstein-bio. html; Truth ; Reality. â€Å"Einstein Relativity. † 1997-2009. ; http://www. spaceandmotion. com/albert- einsteins-theory-of-general-relativity. htm; Wald, Robert M. General Relativity. Chicago: University of Chicago Press, 1984.