The history of special education

AbstractionThis essay will explicate how over the past 100 old ages particular instruction has become more diverse and invariably altering the manner handicapped pupils are being taught in public schools. How it views of the manner instructors are developing IEP programs for their pupils. I will explicate the different stages of particular instruction in its largest span of clip. It will discourse how the term† learned handicapped â€Å"was derived after it took the topographic point of phrase â€Å"brain injured† . And it will explicate the phases in which the IEP ‘s are developed and how a kid with particular demands should be taught to bring forth success. Additionally, this essay will discourse the tribunal instance of Brown v. Board of Education ‘s determination to demand that all particular demands kids be granted an chance to have a free and appropriate instruction. In past old ages people would lock their handicapped kids up in suites and insulate them from others because they were ashamed of them or because they were different and they did n't cognize how or what to make with them. This made affair worse, handicapped kids were left isolate and entirely, sometimes being abused physically and sexually, they were non considered human. This continued to go on until a few innovator, people who were advocators for kids with particular stood up for them and brought their instances to tribunal, but that ‘s something of the yesteryear now. The Torahs covering with particular instruction have changed for the better now. Particular instruction was one of the major country in instruction that was considered to be outraged and or considered to assist each other. Education for kids with acquisition jobs had emerged from no instruction for kids with particular demands to particular support for plans particularly for those persons with larning jobs. Mos tert, M. , & A ; Crokett, J. ( 2000, June ) The particular instruction for particular demands kids went through adult male Y phases before they were recognized by the tribunal systems. From 1800 ‘s to 1930 ‘s the first stage was called the foundation stage. This is when pupils who were identified and placed in particular instruction plans were treated and labeled as being brainsick, retarded, or encephalon dead. Some pupils were considered to hold some type of encephalon hurt because of the different research workers and surveies that have been performed on me. In the1930 ‘s to the 1960 ‘s. the passage stage began and this was considered to be the best clip of all time for these types of kids. They were taught were taught that they could n't truly assist these people. Researchers developed instruments for appraisals, analyzed specific types of larning jobs and besides presented a program for learning â€Å"brain injured† kids. At this phase the labeling of the kids with larning jobs was non every bit rough as â€Å"brain injured† . The pupils were called â€Å"children with minimum encephalon dysfunction† Then the turning stage for the instruction of pupils with larning jobs was subsequently called the Integration Phase which lasted from, 1960 ‘s to 1980 ‘s. Samuel Kirk, is responsible for the term â€Å"learning disabled† . He took those words and used it to replace the name of the first term â€Å"brain injury† . After this term took the topographic point of† encephalon injured† and minimum encephalon dysfunction† , it seemed like there was hope for kids with larning jobs. The U.S. legislative assembly began to acknowledge the rights of persons with disablements, which prevents schools from know aparting against particular needs pupils. The US legislative assembly Torahs demand that all of the rights be reserved for the rights of an person with particular demands to hold an appropriate instruction, even if the disablements are non covered under the particular needs jurisprudence. The instructors and pedagogues of particular needs pupils remain accountable for the appropriate instruction of these pupils, and they will be held accountable in the tribunal of jurisprudence even if it means losing their occup ation or locked up in gaol. Schools started set uping plans for the acquisition disabled. Support was provided for instructors to be trained in larning disablements. The most of import portion of the Integration Phase is the Education for All Handicapped Children Act ( PL 94-142 ) in 1975. This act was to guarantee that all pupils no affair what type of job they had would have a â€Å"free and appropriate public education.† ( IDEA, Individuals with Disabilities and Special Needs Act ) . The last stage is the Current Phase, from the 1980 ‘s to the present. One of the most of import stages in the plan is inclusion. Inclusion is when schools mainstream pupils into regular categories pupils with disablements in regular schoolrooms in their vicinity schools, with collaborative attempts and support services as needed for each single pupil. Another facet of the Current Phase is when the EMA of 1975 was written as IDEA in 1990. IDEA, persons with Disabilities Education Act, made it difficult to suspend or throw out pupil s with larning disablements because of their behaviour. IDEA besides required that each acquisition disabled kid have an IEP, Individual Education Plan. An IEP is a papers that must include current public presentation of the pupil, the one-year ends the pupils need to accomplish, particular instruction and related services. This Plan besides included the kid demands, engagement, if any, with nondisabled kids, alterations needed to take province trial, day of the months and topographic points of when and where particular services will be provided and the mensurating advancement of the kid, and any particular adjustments that the kid may necessitate. Before a pupil can hold an IEP, they foremost must be labeled as a pupil with a learning disablement. The parents, particular instruction instructors, the school counsel counsellor, regular instructor, the school ‘s psychologist, and the rule are ever notified and included in the programs for this meeting. There are phases to calculate out whether or non a kid has a learning disablement and need particular services. The first phase is detecting if a pupil is holding trouble in one or more capable countries. The following measure is to measure the kid ‘s suspected disablement country, but before this can take topographic point the school must have permission from the parents to measure the kid. The eligibility is decided by a group of qualified professionals along with the parent to find if the kid has a disablement defined in IDEA. If the kid is found eligible, the IEP squad will run into to discourse and compose and IEP for the handicapped kid within 30 yearss of the pupil being identified as handicapped. The IEP squad meeting is held and the IEP is written in collaborative attempts from all members of the IEP squad. ( U.S. Department of Education, 20, Feb, 2001 ) Services are so provided for the pupil. At the terminal of the twelvemonth, advancement is measured and the IEP is r eviewed. After this procedure takes topographic point, every three old ages the pupil is reevaluated. By jurisprudence certain persons must be involved in the authorship of a kid ‘s Individual Education Program. Parents must be involved because they know their kid and what their kid may necessitate. Regular instruction instructors, if the pupil will be mainstreamed into regular schoolrooms some clip during the twenty-four hours, are a demand on the squad, because they know the general course of study of the pupil. They besides have cognition of how to manage pupils with behavior jobs. The following member of the IEP squad should be a particular instruction instructor. This individual will be able to lend their cognition in how to modify general course of study and proving to assist the particular demands kid learn and demo what they have learned. The particular instruction instructor besides has the duty to learn the pupil and transport out the IEP procedure. The persons invol ved in the IEP squad are single who can construe ratings result ‘s, represent the school system, persons with cognition of particular expertness about the kid ‘s, representatives from transitional service bureaus and the pupil who the IEP is being written for. In decision, particular instruction has gone through many stages and phases of the manner a kid should be taught in the past decennary. The jurisprudence has made a way for those with larning jobs and now there is non halting them. Children with larning disablements eventually have a opportunity to stand out in school and the Torahs have made it possible for them to take advantage of the chances for them to hold normal life.

Choicepoint Data Breach Essay

Abstract The ChoicePoint data breach occurred in 2005. This insider data breach brought to light how a company can still be vulnerable to having data stolen from its databases even without any type of hacking of their system. By not properly vetting request for new accounts and request for information led to the theft of over a hundred thousand records of people’s personal information. ChoicePoint Data Breach ChoicePoint, A data broker, suffered a data breach in 2005. This breach led to the disclosure of thousands of people’s personal information. We will discuss the type of breach this would fall under, how it occurred, the losses of confidentiality, integrity, and availability (C.I.A.), and the types of improvements ChoicePoint could or did undertake to help prevent this from happening again. The ChoicePoint data breach was a type of insider attack that occurred between 2003 and 2005 (Otto, Anton, & Baumer, 2007). According to the textbook, the definition of an insider attack is someone with legitimate access intentionally breaches information (Pfleeger & Pfleeger, 2007). This can typically be from an employee or a contractor. But with the ChoicePoint data breach is was actually from â€Å"customers†. The ChoicePoint data breach led to over 145,000 records of personal information being stolen (Polstra, 2005). This was not by any type of hack into ChoicePoint’s systems but by an individual or a group of people who used previously stolen information to create fake businesses that would have a need to preform background checks on people. They used the fake businesses to apply for accounts with ChoicePoint. When ChoicePoint reviewed the application for membership they ran a check on the businesses and did not find any criminal activity on the owners of these fake companies since they were from stolen information and not the criminals themselves. Since no flags were thrown up ChoicePoint authorized the accounts, and these accounts now had access to retrieve information on people. In terms of the losses of confidentiality, integrity, and availability there was really only a loss of confidentiality with a minor loss of integrity. The data breach led to the PII of an estimated 145,000 people to be possibly used by the individuals or groups that took the information for improper use. This use could have been for anything like creating credit accounts, loans, etc. Since ChoicePoint data broker of all types of information on people, this loss of data is basically the person’s entire life story and everything needed to take control of that life. The loss of integrity is minimal since the bogus accounts could not change information on the people; the integrity of that information was intact. But since the people that performed this breach created accounts from previously stolen information, that was used to create fake businesses, the account it self was not reliable. This then could of put every â€Å"real† account at risk of not being able to perform its needed task due to the possibly of all accounts being re reviewed to verify proper reasoning for needing the account. There are multiple things that ChoicePoint can do to improve upon with what happened in 2005. While ChoicePoint will point out that they were a victim of fraud themselves since it was not an actual hack into their systems (Polstra, 2005). They still failed to vet the applications for accounts and not reporting the breach of data until it was made public. Even then, they still failed to notify everyone until they were made to. This type of handling of the situation does not help with consumers trusting the company. Another thing they can do is to require more information on the individual that a company is requesting information on. This way if someone is trying to steal PII on someone they will have to have some of the more important information from the start. This will also make the request look more real and other request that are not stand out that much more. If they better vet the applications for accounts then just simple background checks, it would lead to a lesser chance of people having access when they shouldn’t. In conclusion, the ChoicePoint data breach exposed a serious threat to PII, even when not being hacked or databases being accesses without permission. If anything good could be said about this breach is that it led to the implementing of numerous state laws requiring notification of PII breaches (Payton, 2006). References Otto, P. N., Anton, A. I., & Baumer, D. L. (2007, September/October). The ChoicePoint Dilemma: How Data Brokers Should Handle the Privacy of Personal Information. IEEE Security and Privacy , 15-23. Payton, A. M. (2006). Data security breach: seeking a prescription for adequate remedy. Proceedings of the 3rd annual conference on Information security curriculum development (pp. 162-167). New York: ACM. Pfleeger, C. P., & Pfleeger, S. L. (2007). Security in Computing. Indianapolis: Prentice Hall. Polstra, R. M. (2005). A case study on how to manage the theft of information. Proceedings of the 2nd annual conference on Information security curriculum development (pp. 135-138). New York: ACM.

Abdominal Aortic Aneurysm Ultrasound Screening Programme

Abdominal Aortic Aneurysm Ultrasound Screening Programme Susmi Suresh Role of the National Abdominal Aortic Aneurysm Ultrasound Screening Programme in Improving Health Outcomes: a systematic review Abstract Background: Abdominal Aortic Aneurysm (AAA) is one of the common conditions that affect men aged 65 and older. Described as a ‘ticking bomb’ (1) , rupture of such an aneurysm results in fatal bleeding and death. Early detection allows appropriate treatment to be given to patients as an effort to reduce mortality rates. The National Abdominal Aortic Aneurysm Screening programme, an initiative of Public Health England, offers screening to men in the prevalence group by following its objective of reducing mortality rates of preventable illnesses (2) . Ultrasonography is the chosen imaging modality due to its high sensitivity and specificity (3) . The aim of this study is to examine current literature on AAA and to understand whether screening programmes are effective enough to reduce mortality rates of AAA. Quality of life (QoL) as a health outcome will also be examined and evidence analysed, to see whether screening programmes affect patients’ quality of life. Method: A thorough search of prominent databases was carried out and the search-results underwent application of inclusion and exclusion criteria developed for this review. Four major randomised controlled trials were identified. Following data extraction, quality assessment was carried out using the CASP tool. Risk of bias was checked using the Cochrane’s tool for assessing risk of bias. All of these ensured a valid conclusion to be drawn.   Results: The four chosen RCTs were the MASS trial, the Chichester trial, the Viborg trial and the WA trial. The Mass and Chichester trials were conducted in the UK whereas the Viborg and WA trials were carried out in Denmark and Australia, respectively. The data pool of 125595 people added to the reliability of the findings of this review. A significant reduction in mortality rates of AA A was found in the intervention groups following an ultrasound screening of the abdominal aorta (4-7) . QoL was looked at as the secondary outcome in the MASS trial which concluded that there was no adverse effect on QoL (4) . Conclusion: The review showed evidence on reduced AAA mortality rates in men aged 65 and older following ultrasound screening. No adverse effect in patients’ QoL was found. The NAAASP is a commendable initiative of Public Health England and it is suggested that similar screening programmes be introduced through an evidence-based healthcare. Introduction       An aneurysm forms when a section of a weakened arterial wall dilates permanently. The walls of an artery can weaken and dilate due to cardiovascular diseases like arteriosclerosis, inflammation of the arterial wall or trauma. When this dilation occurs in the abdominal aorta, which runs from T12 to L5, it is considered to be an Abdominal Aortic Aneurysm (AAA)(8). Several studies have found smo king, hypertension and alcohol consumption to be the major risk factors of AAA(9). A family history of AAA is also considered to be a risk factor(10). AAA is age and sex-dependent as concluded by a retrospective prevalence study that looked at a cohort of 100,000 men and women each. The prevalence among men was found to increase rapidly after the age of 55 and that among women increases after the age of 70(11). Therefore, women are considered to be at low risk of developing AAA and hence screening programmes focus on a male population of 65 years or older(12).

Case study Research Paper Example | Topics and Well Written Essays - 1000 words

Case study - Research Paper Example As discussed earlier, the main objective of the marketing plan for Vitro and nitron is the acquisition of new customers for this innovative product and generating more revenues from the existing customers. The acquisition of new customers can be done mainly by Advertising and sales promotion strategies whereas generating more revenues from existing customers is possible through generating more returns on investments for its retail customers, implementing proper strategies, reaching out the customers in a way that all the latest news about the new product should reach them at the earliest so that they can gain maximum by buying the product. Apple should maintain its focus on operational efficiency and customer intimacy. As discussed earlier, the target markets for the company would be all the organizations that currently use vitro or some other technology for holding meetings and presentations. As per the demographics, the product will be launched firstly all over the US as a test market to see it response. Based on the response the company can also adjust the price and features of the product suiting to the needs of various demographics. If the product launch becomes a success on US, its next target market would be Asia, specifically countries like India and China as these have high growth potential. Another industry that would be targeted for the promotion of the product apart from the companies is small and big educational organizations. Over the years, the tools and methodologies in the educational industry have transformed and no more manual system of education is followed. Every class has a projector for teaching the students through presentations and live seminar. This would also act as anot her target market for the launch of the product as popularity in the education sector could act as a further gateway to service industry. The company will position its product as a high end

Managing and Leading Change Essay Example | Topics and Well Written Essays - 2500 words

Managing and Leading Change - Essay Example To sustain in this competitive business market, an organisation needs to implement lots of change tactics. Change may be in terms of technological aspects, accounting principles, human resource planning and also of expansion programs among others. Organisational change is viewed to be a sort of structured approach from the viewpoint of organisational perspective. Smoother adoption as well as execution of making effectual changes may support a specific organisation to avail significant benefits. The benefits might comprise enhancing profitability along with overall productivity, mounting market share, competing with major rivalries and most vitally accomplishing superior competitive position. It can be stated from a broader circumstance that gaining momentum of globalisation and the constant changing technologies increased the business market competition amid the marketers by a greater level. Organisations must have to adopt change process in order to survive in this competitive lands cape (Bollen & Emes, 2008). ... From a theoretical perspective, change is often viewed to a deliberate initiative of a particular company for the purpose of attaining its expected business targets by a significant level. While defining the perception of change, it has often been viewed that customers are largely influenced by various sales promotional based tools. Change may be in terms of capital structure which combines both debts along with equity. Change may be regarding the human resource policies that amalgamate the aspects like leadership and superior-subordinates interrelation among others (Bollen & Emes, 2008). Change is important in respect of the particular discussion in respect of the multinational company presented in this case wherein, a number of points need to be highlighted. Overcapacity is a kind of situation where any company fail to sell all its broad assortment of products. Thus, in order to overcome this critical situation, change plays a decisive part in supporting the companies to effectivel y selling their respective products with ease by adopting any significant measure relating to the change in corporate culture or strategies. Relating to the case, the manufacturing company faced certain significant pressures particularly upon its profit margins due to overcapacity especially in manufacturing. The aspect of change might certainly support this company towards lessening from such pressure in terms of changing its respective organisational matrix along with the functions of its various operational departments (Canada's Health Informatics Association, 2013). Critical Analysis of the Challenges According to the case, it can be critically analysed that the major manufacturing company faced certain crucial challenges or issues regarding various important aspects. The main

Vaccinating cattle against E.coli could cut human cases of infections Article

Vaccinating cattle against E.coli could cut human cases of infections by 85 percent - Article Example When the excretion from the cattle contain high percentage of the bacteria, the infection becomes significant. Nevertheless, there are vaccines, which reduce super-shedding in cattle. The findings of the study were that the vaccination of the cattle is likely to reduce human cases by approximately 85 percent. This is a strong figure supporting the adoption of the vaccine by livestock industries. Various countries like Scotland have engaged in research to establish an economic program for similar vaccination programmes. The aim of these countries is to develop more effective vaccines, which will reduce the impact of the bacterium on human life. Treating the cattle to cut down the number of human infection is justifiable, but there is need to put more effort in implementing the program and meeting the costs of the program. Public health has to be taken seriously to achieve this perspective. The hypothesis of the article was supported because nations across the world are responding positively to the implementation of the program. For instance, Scotland tackles an average of 235 culture positive cases of infections resulting from E.coli. This application continues to be extended to various nations for adoption. For example, the vaccine has been taken up in US. A version in US is not fully licensed yet the authority insists that veterinary medicines must indicate the improvement of human health. Louis, Matthews, Reeve, George, Gally, David L. Low, C. Woolhouse, Mark, McAteer, S. P. Locking, M. E. Chase-Topping, Margo, Haydon, Daniel, Allison, L. J. Hanson, G. Gunn, Joshua, and Reid, S. â€Å"Predicting the public health benefit of vaccinating cattle against Escherichia coli O157†. Proceedings of the National Academy of Sciences, 2013; DOI:

Comparing and Contrasting Culture and Education in Saudi Arabia and Essay

Comparing and Contrasting Culture and Education in Saudi Arabia and The USA - Essay Example or Mr. as titles. University students however can just call their professors by their first names and mostly, they are encouraged by their professors to do so, which in Saudi would be unpleasant to the ears and may be deemed a sign of disrespect so that adaptation has been difficult for me in this area. In addition, I also observed the form of instruction in the schools. American schools are interactive, with the teachers encouraging the students to participate in discussions, arguing about the subject matter and voicing out their minds with the teacher ready to aid them in channeling their thought to the right decisions, which is greatly different in my country where most of the talking comes from the teacher. The students are expected to sit down and listen in return, never challenging, negotiating or discussing the topic whether an individual agrees or disagrees, a student’s duty is to keep his mouth shut. Christianity is the widely embraced religion in America and the gove rnment founded its constitution in Christian beliefs. Saudi on the other hand established her laws from Islamic ideologies. Although both religions claim an identical story of creation and trace their ancestry to the same patriarchs, the differentiation would be as the names suggest, between the prophets Muhammad and Christ as well as their teachings. Speaking of government, the form used in Saudi is monarchy with council of ministers and consultative council helping the king in his government affairs. The king’s authority is limited because of the context of his role indicated in the Shari’a and other traditions (U.S. Department of State). America on the other hand,... This paper approves that media could be found to be a common phenomenon, affecting the countries’ success and legislation through the distribution of highly competent publications not only in the native tongues of both countries but in other languages as well. Legal issues and individual concepts are placed into the assessment of different sectors as the media make available the information released through broadcast or paper. And this is not just for people to express their interpretations of events but in response to the shared belief of a better environment we all could make. America has a greater number of immigrants from a wider scale of immigrants than that of Saudi. thais paper makes a conclusion that Nations could be entirely different but the fact cannot be denied that somehow, we are somewhat related to each other in unique ways. Looking at the data discussed in this paper, one could easily come up with an analysis of the approach a nation could employ in the making of its policies to meet the specific needs of different nations as each are different. A characteristic may be stronger in one nation than the other but this does not mean that the virtue is solely for that particular nation. In conclusion, as each have varied resources, nations should get involved in the exchange of benefits to build a global relationship that allows every nation to survive in this chaotic world.

Laputa, Castle In The Sky Essay Example | Topics and Well Written Essays - 1500 words

Laputa, Castle In The Sky - Essay Example â€Å"Laputa- Castle in the Sky† was enthused by â€Å"Gulliver's Travels† by Jonathan Swift. The film is the first one that came from Japanese animation thrust Studio Ghibli. It was also the third major film produced by its master Hayao Miyazaki. Young Pazu lives in a charming mountain town. He is a worker in a coal mine that is located in the mountain. One day as he carried on with his daily activities, an unconscious girl fell from the sky and landed on his arms, to his amazement. Sheeta was being chased by several people who wanted her for interrogation thinking that she was connected to the secret of Laputa, castle in the sky. These people comprised of a group of military, pirates and some government officials. They followed her because of the blue crystal that was tied on her neck. This crystal made her almost weightless and allowed her to fly in to the sky without much effort (Books, Macias & Aoyama, 2003). Pazu carried her into his house. They did not take long before they became acquainted. However, their stay at Pazu’s house was short-lived because after a short time, the bad people who were in search of her showed up at Pazu's doorstep wanting to arrest Sheeta and take the crystal that was tied around her neck. Pazu could not allow them take Sheeta and the crystal. Therefore, he helps her escape with him. The people who wanted to capture Sheeta did not give up. They chased them across the mountains, through the mines and into the air. The escape helps the audience understand the flying castle of Laputa and the fact that Sheeta knows more information about it than she reveals. Laputa follows Pazu and Sheeta who fly in a floating castle in the sky. On the other hand, the family of pirates and the military personnel follow them using an aircraft that flies through a steam-powered engine (Beck, 2005). Hayao Miyazaki tells the story through the beauty of the animation. He uses a design that is phenomenal and constructs mechanical cont raptions that fly. The landscapes where the chase occurs have been developed with a magical touch that gives the film beautiful environments where the action occurs. The scenes are painted using deep earthly colors that fill up the large spaces that follow the action. The action happens without stopping from the very beginning through the whole film to its final stages. Despite the fact that the film features a lot of action that constantly occupies the screen, Laputa, castle in the sky, features quieter moments that have strong characterization and diverse humor. This is achieved through the use of fully fleshed-out back stories and motives that are created from the adventurous ways of the characters. For instance, the family of pirates is handled in a way that depicts them as simple caricatures. Their domineering mother is given best dramatic scenes that bring out her character as a pantomime villain that, in turn, develops into a full-fledged protagonist (Cavallaro, 2006). As the story develops, the audience is led to a switch that occurs between opposites. It happens in a rather fulfilling manner. At one time, the audience is led to scenes where Pazu and Sheeta find themselves as partners in an unlikely situation characterized by a shady bunch. Pazu takes the duty of ensuring that the enemies do not get them by surprise by constantly paying attention to what happens in the crow’

WORKING IN PARTNERSHIP REFLECTION Essay Example | Topics and Well Written Essays - 1750 words

WORKING IN PARTNERSHIP REFLECTION - Essay Example This complies with the NMC professional code of conduct (2008). The Royal College of Nursing (RCN 2007) argues that Inter-professional collaboration looks at teamwork, communication, professionalism and modern issues that influence practice at present. According to Kendall & Lissauer (2003) various health care professionals have a range of expertise and skills different from others and their experiences and insights into situations capture dissimilar care needs. It therefore enables the patient Like Jessica to receive the best care. Working in a multidisciplinary team can help different professionals to collaborate with each other in order to benefit the patient and deliver person-centred care. (DOH 2004). The government decided to implement a plan to reform the National Health Services in 1997. That included both inter-professional collaboration and patient-centred care (The plan aimed to offer mutual participation in a shared decision-making partnership (Antai-Otong 2006). This would offer a patient-led National Health Service that would work closely with the social services providing patients like Jessica with social support once discharged from hospital.   (Department of Health and Royal College of Nursing 2003). Whilst on placement I accompanied Ms. B from my team to undertake a CPA review at Royal Ground Mental Unite hospital. On our way, Ms. B took the lead by explaining Jessica’s mental health state. She informed how long she had been involved in her care. Also, she told me the type of intervention that she may need to be put in place while Jessica is either in hospital or discharged. As our discussion continued to prolong, Ms B alerted me about CPA processes and procedures and how the professionals involved with Jessica’s care were aiming for her improvement so that she could be discharged soon. The information shared with me was very interesting as Ms B was discussing the reasons behind her

Hispanic American Diversity Research Paper Example | Topics and Well Written Essays - 1000 words - 4

Hispanic American Diversity - Research Paper Example Mexican Americans have been living for a very long time in the United States and have adapted accordingly to the demands of the culture and society. In 2006 it was found that 14 percent of the documented immigrants in the United States belonged to Mexico. These Americans are diverse when it comes to their language. Twenty-six percent of the Mexican Americans can talk in both Spanish and English, 23 percent of them talk English whereas 51 percent speak Spanish. The political stance of Mexican American remains the same as the other Hispanic groups as they have been long ignored in the political arena because of their language differences. However, their voting rights were established long back and they are able to vote easily. It has also been realized that they form a great portion of the voters and they have been specifically targeted by many leaders. Although their political strength is increasing with every passing day it can be still seen that injustice prevails against these immi grants in terms of education, testing and immigration reforms. The Mexican Americans follow the principles of Catholicism accordingly. The economic condition of these Americans has not become any better as there still remains a huge gap between the born Americans and the immigrants. The rate of poverty, unemployment is higher in this group if compared with the Whites (Schaefer 2010; Keedle 2010). Puerto Ricans form another major group of Hispanics in the United States. These Americans tend to be more oriented towards the English Language as they have been a part of the US history. These people have known to be undergoing a phenomenon known as neocolonialism as they are not able to accept the American identity as a whole. The economic stance of the Puerto Ricans is not as good as the whites and they are known to suffer from a higher rate of unemployment too.     

Hobsons Choice Summary Essay Example for Free

Hobsons Choice Summary Essay The class divisions of the 1880s are clear to see in the little scene when Alice, Vickey and Hobson find out Maggie intends to marry Willie. Alice says, what you do touches us and this is true, as Maggies marriage to a man from a lower social class would be seen by many as a disgrace. Hobson says that Willies father was a work-house brat and that he would be the laughing stock of Salford if he allowed Maggie to marry one of his workmen. At this stage, Maggie does not seem to be thinking about starting up in business on her own, merely working in the shop as before but being paid for it. Willie seems to be a down-trodden, easily intimidated man. He has no doubt been bullied by Hobson for years. Hobson however misunderstands Willie when he takes his belt to him as this physical insult changes Willie immediately who is outrage and, in his temper, kisses Maggie. Hobson is amazed and doesnt know how to respond. ACT TWO Scene One Act Two opens a month after Maggie and Willie have left Hobsons. The business is obviously in trouble and Alice and Vickey are finding it hard to manage things without Maggie. We learn that they have lost a lot of their high-class trade. Alice doesnt know how to organise the work in the workshop and tells Tubby to carry on making clogs. Hobson is spending more of his time in the Moonrakers. Alice is finding it difficult to balance the books. This brief scene serves to prepare us for the decline of Henry Hobson and the rise of Willie Mossop. Vickey and Alice wish they were married and their plans will soon be furthered as a result of their fathers excessive drinking. Scene Two Maggie announces that she has heard of the relationship between Vickey and Freddy. She sends Freddy to fetch Albert Prosser. Freddy explains that Hobson has fallen down their cellar trap and is unhurt but sound asleep on some bags. Notice how quickly Maggie thinks. She has just met Freddy outside Hobsons shop and from what he has told her, immediately works out a plan to get money out of Hobson for the weddings of her sisters. Scene Three We learn in this scene that Willie now has his own shop. Maggie is obviously proud of the progress they have made in such a short time. She is determined that Willie will be treated with respect as part of the family and makes her sisters kiss him as a token of their acceptance of the situation. Maggie is also quick to cut Alice down to size when Alice says, scornfully, Willie Mossop was our boot hand. She is quick to point out that Willie is master of his own business and her sisters are just shop assistants. Maggie announces that she and Willie will be married at one oclock at St. Philips church. She buys a brass ring to use as a wedding ring. This shows that Maggie has her feet firmly on the ground as she is not prepared to waste money on sentiment when they need all the money they can to get their business off the ground. Willie and Maggie use a hand-cart to take away some of Hobsons old and unused furniture. Alice and Vickey are appalled that Maggie is willing to live in two cellars using secondhand furniture. Alice and Vickey clearly want to start married life with everything new and this shows the difference between them and Maggie. Vickeys selfish streak is apparent when she sees the two broken chairs Will is carrying out and immediately resents Maggie having them. Maggie has always been confident and in this scene is even more sure of herself. Her language is the language of command. When Alice tries to tell her that she doesnt know what she is aiming at, Maggie replies swiftly, The difference between us is that I do. I always did. There are also signs in this scene that Willie is growing in confidence from the timid, frightened, dirty workman who first appeared.

Importance Of Motivation For Organizational Success

Importance Of Motivation For Organizational Success Related to the magnificent changes that have happened in technology that leads the world towards Common denominators, and a diversified change happened in the world economic extension. The main economic change that result the most challenge not only for the domestic organizations but also for the multinational one is the up growth of the universal market. In order to be successful in long term business handling employees is one of the most critical equipments for a universal business to compete with others especially for multinational organizations. From here it raze the importance of the HRM (Human Resources Management) as necessary process to handle the complexity requests and needs of those multinational overseas organizations and to differentiate those successful organizations from each other. The core business of the human resources management is to attract the talents from the markets, help the organizations to achieve their goals through retaining the organizational talented employees and improve the employees performance through different motivational tools. From here the organizations started to understand that inspiring employees motivation needs more than the old tactic of carrot and stick. Today organizations need to understand the needs and advices of their employees and start to submit rewarding systems that can match those needs. To increase the level of motivation to improve the performance of individuals the organizations started to make rewarding systems that can works on the Intrinsic and extrinsic needs of the employees as employees differ as individuals from one to another. Some employees may be in need of extra wages or incentive and the others may need more responsibilities or opportunities to growth. Accordingly, motivating staff is part of an employers responsibility to attract and retain employees. The motivation process will help maximize the ability of human resource and develop sustainable management strategies for the organization seeking success and longevity. This research will introduce the many factors and provide answers to the questions that affect employee motivation as follow: What employees look forward to gain from their job Intrinsic and Extrinsic, How leadership style affect the employees and the whole organization motivation, The Effective techniques to reward employees, The importance of creating a supportive workplace, The role of open communication in maintaining motivation spirit inside the organizations, How to handle the demotivated employees, How to keep motivation spirit inside the organization. Importance of motivation in todays workplace environment The most important challenges that are facing the employers are two, the first one is how to motivate the employees to work achieve the organization goals and the second one is how to meet the needs of the employees to keep them motivated. Meeting the goals and achieving the organizational goals are both the most difficult factors facing any managers and they become more and more complex with the huge changes that has happened in todays technology and economics that leads to more and more changes in employees needs. : Importance of motivation for organizational success What is Motivation? How it effects the workplace environment? And why is it important for both employers and employees? These are the main questions that need to be handled as indicated below. Motivation is a management style of operating attitude based on the knowledge of what make people act and achieve it starts with physiological needs that turn on employees behavior, Luthans (1998) confirmed that motivation is the operation that wake up, energize, command, and reinforce the employees performance and behavior. Daft (1997) indicates that motivation refers to the power even intrinsic or extrinsic to the employees that trigger eagerness and assertiveness to pursue a specific course of action. Motivation could be defined as the interesting to spend high level of efforts and persistence towards the organizational goals conditioned by this high performance the ability to satisfy the employees desires and needs (Stephen, 2000). Decenzo (2001) define motivation as a result of interaction between the individual employees and the status, employees differ in the motivation drive, but the employees motivation changes from status to status and from place to another. Motivation is the willing to spend high level of work effort to allow the organization to reach its goals, conditioned by the ability of the organization to satisfy some individual needs of the employees Robbins, et al .(2001). Motivation defined related to the dictionary Websters something inside people that causes them to action and that this motivation is different from one to another. While the new Merriam-Webster dictionary defined it as a need that makes a person work and achieve. There are key words that can conclude the definition of motivation such as behavior, process, attitude, physiological needs, management style, energize, performance, needs, individuals, aim, goals, drives, some of the researchers like Luthans )1998) and Evans (1998) agreed that the motivation starts from the behavior and it is management process starts with physiological shortage that stimulate employees behavior towards a desired incentive. And to understand this motivation process everyone has to understand those three key words needs, motives and rewards. Daft, (1997) and Decenzo (2001) agreed that motivation is a result of interaction between intrinsic and extrinsic rewards and it differs from status to status and from individual to another. While Stephen (2000) and Robbins, et al (2001) agreed that motivation is the willing to spend high level of work effort to allow the organization to reach its goals, conditioned by the ability to satisfy the employees needs. Understanding the meaning of the work place environment expression is very important as it effects the employee performance and motivation in direct way, The work place environment is like the iceberg the apparent part of it is the physical one that can be identified as the place that one works in an office building or from home, the air quality, decoration, equipment, and the safety measures while the hidden part which is the most important and it reflects about 80% of the work environment is the culture, values, believes, relation between employees and the employer, all those factors effect directly the employees motivation. Approaches theories for understanding employees motivation Motivation theories provides a way to understand the employees and human behaviors in different situations and status, and it gives attention to know what is the main factors and drivers that effects employees performance and increase the level of commitment and achievements, it also takes care of knowing what is the employees and human needs and how to satisfy those needs. Maslows Needs Hierarchy Maslow (1954) an American professor of psychology he arranges the human needs in a hierarchy pyramids starts with the physiological needs which is the basic needs and ends with the self-actualization. Maslow confirmed in his theory that once you fulfill the basic level of his hierarchy you can move to the upper one until you reach the top of the pyramids (figure 1). The five levels in Maslows Hierarchy are, (1)Physiological needs- the basic needs of employees which is comfortable workplace, fresh air, healthy food, main physical tools that allow the employee to finalize his day to day work. (2) Safety needs- rules that can keep secure employees safety such as life insurance and medical insurance, affording rules against harassment and violence, fair salary and incentive schema.(3) Belonging and affection needs- social needs, by affording the ability to work in groups, team building activities inside the organization. (4) Esteem needs- Ego/status the ability to be promoted, adding employees to talent of pool employees inside the organization, getting the opinion of the employees in company decisions. (5) Self-actualization- Special assignments to employees to allow them to show themselves against the others and to gain more personal and professional experience, giving more responsibilities in decision making and in handling other employees and ta sks inside the organization. Maslow indicates that the satisfaction progression allows the employees and humans to move from one level to another, which is not the case in practice as some employees can move from one level to any level else based on his capabilities and his level of maturity and not in that systematic way. Alderfers ERG Theory Alderfer condensed Maslows five needs hierarchy into three levels only: Existence needs- include all physical and safety desires, he merge the first two needs of Maslows hierarchy into one level. Relatedness needs- which show the belonging and affection needs of Maslow. Growth needs- which include esteem needs and the self-actualization in one level (figure 2). Alderfer also submit the Frustration-regression principle, which suppose that the employee can move in and out of the different levels based on if their needs have been done or not which is more logical than Maslows theory. Alderfer theory priorities the needs level based on the realistic, existence needs is the most realistic and the Growth needs is the low realistic as it based on the special capabilities of each employee. Herzberg Theory of Factors Frederick Irving Herzberg an American psychologist he adjusted Maslows needs theory and reached two areas of needs that motivated employees and those two areas are shown in (figure 3) as follow: Hygiene which includes the factors that leads to job dissatisfaction and this shows the lower level of motivators that include pay, work conditions, supervision and how the business is run. Motivators which include the factors that lead to motivation in the workplace and this show the higher level of motivators that include responsibilities, the nature of the work, recognition and achievements. Herzberg theory is very easy one that shows that the employees desires and needs is more than that on the hygiene level but the motivators in workplace is more important than the physical needs. McClellands Acquired Needs Theory McClellands build his theory in that the employees needs is not a natural or inherent but it is obtained learned and improved based on the experience that employee gained during life experiences and the three types of needs in this theory are shown in (figure 4): The first indicates the need of achievement- the n-ach employee is achievement motivated that needs challenging realistic goals, always willing to success, they prefer to work as an individual or with another high achievers employees and asking for feedback regarding their work progress. The second one is the need of affiliation- the n-affil person is belonging motivated that needs to belong to a team, like the cooperation environment than the challenging and competition one. The third one is the need of power- The n-pow person is authority motivated, want always to win and to control over things, enjoy emulation and wining. All the above theories have explained the human and employees motivators and how to motivate employees based on their needs and desires from different perspective. McClellands concept of achievement motivation is relative to Herzbergs motivation-hygiene theory, people with achievement motivation resort to be interested in the motivators. The motivation theories also furnished a ways and tools to understand and deal with employees behaviors in different situations. No theory of the above is suitable for all employees or for all situations as each employee has his own values, believes and capabilities and the reaction of each employee will differ from another based on the organizational tools submitted to increase the level of motivation of its employees. Motivation Framework Model Motivation framework Model consists of the rewarding systems; extrinsic rewards systems that cover the physical rewards that come outside the job and the other is intrinsic rewards system that reflects the personal satisfaction that comes from the job itself ( figure 5). And it covers leadership style and develop communication process. Extrinsic rewarding system Extrinsic rewards come from a source outside the job, mainly by management; extrinsic rewards are physical and material rewards they are divided into financial and non-financial type of rewards. The financial extrinsic rewards are divided into three main categories: The first one is performance based- such as bonus, commission, incentive plans and merit pay plans. The second one is implied membership-based- such as cost of living increase, labor market adjustment and profit sharing. The third is the explicit membership-based- such as protection programs, pay for time not worked and services perks. While the non financial extrinsic rewards that make life on the job more attractive are for example: Business cards, assigned parking space, own secretary and impressive titles. The role of the extrinsic rewards yes is important but it becomes to shrink nowadays after the huge change that has happened in transferring of data and information technology and increasing the complexity of handling business after merges and accusations that has happened in both multinationals and domestic organizations that leads to huge change in the world economical situations. Intrinsic rewarding system Intrinsic rewards reflect the personal satisfaction that comes from the job itself, the intrinsic rewards is more intangible and it is working mainly on the individuals and how they feel about their organizations and their job. There many types of intrinsic rewards such as: (1) Participation in decision making, (2) Greater job freedom, (3) More responsibility, (4) Opportunities for growth, (5) Diversity of activities. The intrinsic rewards appears to create a winwin equation for both employers and employees and it does not depend on more financial rewards to gain more performance achievements and it becomes more convenient when resources are scarce. Leadership Style Leadership style plays a vital role on workplace motivation; these styles may leads to very positive effect or very negative effect according to the leadership style that managers and leaders within organization use, and these styles may even vary from department to another within the same organization. The following characteristics are essential triggers to measure the leadership style: A. Leader Vision: If the number one factor that inspires employee motivation is a manager with vision, so the biggest challenge as a manager is to figure out a clear-convey to employees a clear vision of what Manager hope organization, division, department, or team will achieve, Then enabling employees to live out that vision by helping those set objectives, or strategic imperatives. When employees fully understand where their organization is headed and what their role is in meeting that goal, they are far more motivated than employees who are left in the dark. Organizations that have a clear, well written, and well communicated vision or mission statement that describes their ultimate goals has a higher chance to achieve its strategic objectives. It is also very important that all departments within all organizations articulate a vision for their own department and convey it to department team; and this vision will be very efficient when employees input are welcomed and treated with respect toward achieving this vision. B. Creating and Setting Strategic Imperatives: Employees should have individual strategic imperatives that will contribute to reaching departments overall vision. Get all employees involved in the process, not only in creating their own objectives, but in developing objectives for the department. Departments overall goal should already be evident or at least outlined departments Manager. It never hurts to remind staff members of the goals if Manager hasnt done so lately. Its hard for employees to remain inspired when they have no specific and clear goals. Organizational and departmental mission statements are good motivational starting points, but to keep and maintain such motivation, Managers are in need to set objectives, or strategic imperatives, for department and individual employees. Strategic imperatives are limited, specific goals that we can complete and measure. Employee who are willingly to take on more responsibilities, need their manager to Support their ongoing motivation by making their objectives extended to the others. Manager need to Explain to employees that though there is a defined list of strategic imperatives, if they see another item that needs to be included, by all means manager need to add it. Most importantly, managers must reward those employees for their strategic vision and the extra work they do. C. Recognition: Leaders must think positively toward their subordinates, so Leader need to be able to create more ideas when introduces some of his objectives on areas that are already successful. Plus, its fulfilling for employees that have good leader ship style be reminded of the things they have done well. Employees will be much more motivated to meet their strategic imperatives if they know that their work will be appreciated and recognized. That means that Managers or Leaders needs a way to measure their productivity and achievements. Praising is one of the most influential tools that leaders use to get the most and impressing ideas and innovative from employees. D. Creating Job Measures: Job measures provide a way to quantify employees improvement in meeting their strategic imperatives. Job measures should relate to the type of strategic imperatives that Manager and an employee have agreed upon. Here are a few variables leader might take in consideration when quantifying the job of his employee: first one is Timeliness- The number of times deadlines are met and the reasons why deadlines are missed. The second is Accuracy- The ability of employees to perform without mistake. And the third is Following procedures- The ability of employees to follow guide lines, policies and standard procedures in their work. To help employees get the most from performance measurement, leader need to keep these guidelines in mind: Encourage employees to believe on the measurement as a way to promote self-growth, not as a way for Manager to check up on them. Communicate measurement results when it will help to do so. Make sure that Manager are always measuring processes, and not assessing the value of people. Measure processes related to own position too. Some employees have a strong level of self-motivation; so Continuous Improvement can be an important part of managers drive to help them succeed and achieve outstanding results. The following are some guidelines to help Manager or leader Support employee motivation to maintain high quality: Manager or leader need to emphasize and confirm that every employee is a link in the quality chain. If one link breaks, the chain breaks. Leader need to Help employees recognize that quality rests not only on the performance of the entire group but also on the performance of each employee. Manager or leader need to allow each employee to refuse everyone when she or he knows something is not top quality. Quality needs to be the ultimate authority. Manager or leader need to Respect employees judgment and give them both responsibility and authority. Authority without responsibility is dangerous, but together they provide the essential support for accountability and motivation. Manager or leader need to make results measurable and transmitted those results so that everyone can see progress. Manager or leader need to make quality part of the operation even when its difficult. The test of a real quality organization is its qualification to maintain high standards under pressure. People who have difficulty maintaining their motivation over a long period of time are not suitable for an organization practicing Continuous Improvement, total Quality Management isnt a project that starts today and is finished tomorrow, it is a continues process. Employees are inspired by values as well as vision. Practicing values, such as honesty, transparence, respect and fairness, will not only inspire employees, but it will also reinforce them to use the same values when dealing with internal and external stakeholders. Communication Process The communication is one of the essentials elements for any motivation process and it has a very big effect on the success or failure of motivation, and to assure getting the most positive effect of communication there are a lot of considerations as follows: A. Maintaining Open Communication: Maintaining open communication with employees helps inspire and maintain their motivation. But open communication means more than just accelerating employees meeting or a good word from managers; open communication includes a number of factors: Communicating regularly with employees in ways that meet their needs, visiting employees in their work areas, listening to employee concerns and accepting constructive feedback from employees. B. Communicating Regularly-and Appropriately: When Employees use certain expressions such as I dont know, I just work here. this must be considered as a clue that something wrong, as When employees feel eliminated and ignored, they often believe that their contribution to the organization did not recognize, which impede their motivation. Manager can support high motivation by communicating regularly with employees and by adjusting communication to meet their needs. Communication in todays workplace should be easy. No matter you are working on the same building, same city, same country or even same continent as the technology development reached levels that one cannot imagine. C. Visiting Employees Work Areas: It is very important for managers to get to know and understand their employees in order to be able to offer them effective rewards and reinforcement, the fact that a manager need to spend some time with employees in their own work areas to allow them to understand and inspire motivation on them. One work situation that shows a real communication challenge for the manager is the telecommuting employee. Managers have not to ignore or miss those employees the improvement of the technology and telecommunication since has solved this problem as manager can meet those employees through webinars, video calls, e-mails, and managers can also allow those employees at certain period of time to visit the organization Head Quarter (HQ) as a sign of appreciation and showing interest on him. D. Listen to Employee Concerns and accepting Constructive Feedback: Communication with employees must be a two ways communication, managers have to accept the constructive feedback from their employees and to practice the active listening style when communicating with their employees, to improve their active listening there are some strategies that can help in that: Managers have to pay attention and show interest when employees speak with them, Managers have to provide communication alternatives, seek clarification, give feedback, and summarize employee comments, Managers have to respond to employees ideas and opinions, without attacking verbally or putting them down, to respond honestly and openly, and to treat employees the same way they want to be treated and Managers have to show employees that they can trust them by avoiding making assumptions, listen to the full feedback or opinion without interfering with their own comments. E. Shows Respect: When Manager are paying attention and making efforts in developing open communication with their employees, they start to feel that their point of view have been respected and that their contribution in business are appreciated. When employees know that they are the first one to know what is going inside their organization and their department and they are apple to participate by their ideas and opinion in decision making they believe that their work is valued, and this helps build their motivation. Towards successful motivational framework à ¢Ã¢â€š ¬Ã‚ ¦.. Maintaining Effective Work Environment Managers have to support their employees who believe in their jobs and have high sense of motivation by creating a work environment in which employees feel appreciated, deputized and empowered. Two ways that can be used to create such type of positive and effective work environment: (1) Broadcast positive reinforcement- There are three basic types of reinforcement Positive, negative and punishment. Positive reinforcement given when managers rewards positive employee behavior or attitude with a positive reaction, while negative reinforcement given when manager rewards positive employee behavior or attitude by not carrying through on a negative response. The management uses the punishment when they meet negative attitude or behavior with negative reaction. Managers has to know the best type of positive reinforcement that can work efficiently with their employees as the motive changes from employee to another, and the only way to allow any manager to use this tool efficiently is to deal with his employees as individuals and this needs a lot of time from managers to spend with his employees to know them deeply and this is positive reinforcement by itself. (2) Create a friendly organizational culture- Besides working with employees as individuals managers have to spread a friendly work environment culture within their departments to increase the level of motivation, loyalty and team work culture, such as offering flexibility working hours, respecting diversity of workforce, opportunities for education and training courses, and some social exercises outside work. Handling Demotivated Employees Motivated employees are critical for the success of any organization, but a lot of managers are struggling to handle their demotivated employees, the problem of the demtivated employees in any organization is not only on them but also on the negative atmosphere that they spread inside the organization that for sure will have an impact of the motivation of the others. Sometimes the reason behind employee demotivation and poor performing is not related to the quality of the employee itself but to some other factors that effects his behavior and attitude, some of those reasons me be from outside work and the others are related to the job itself. Here is some reasons related to the job that can make the employee demotivated: If employees feel uncertainty related to stay in the same job or doing the same work for a long period without any increase in his responsibility or getting more empowerment that will him to lose the sense of achievement, If managers expectation for performance is so exaggerated that the employee cannot achieve it, If the employee did not have the enough skills that can help him to meet the expected performance. If the employee time is fully used in his current job and did not have much more time to spend in extra responsibilities, If the rewarding system inside the organization is not fair enough, If the rewarding system inside the organization can not fit the diversity of the experience and talented employees. The best way to determine the reason behind the poor performance is to have open discussion with the employee regarding his problem, and the manager has to be able to accept the unexpected feedback from his employee as the problem may be related to the leader ship style of the management. If the employee is consistently unable to meet performance standards for whatever reason will not allow the other team members to meet their goals and will decrease their motivation so it is the time to get red of such employee. Conclusion ( Must answer the introduction questions and complete it ) Related to the globalization that has happened during the last few years this requests high performance organizations and employees, the dilemma that there is a shortage of qualified employees and many business opportunities, this what makes the motivation systems a very hot topic inside the organizations as they are in need to extract the talented employees from market and at the same time keep the current high talented employees inside the organization. The second problem is that motivation is an internal factor and its benefit appears after a long period, and the needs of the employees are growing. The efficient development organizations and its management have to make feasibility studies about motivation types, the impact of it on employees performance and execution, and motivation sensitivity towards different external and internal stimulations. Organizations has to understand that they are handling humans, and those employees are the most important assets they own, and that motivation participation is to get the employees to do something because they want to do it, no business or job can be done without knowing or offering to the employees what they are in need of. The rewarding systems are extrinsic come from a source outside the job, mainly by management and they are mostly financial rewards, while intrinsic rewards reflect the personal satisfaction that comes from the job itself and are working more on individual needs and target mostly the talented people and they are not financial rewards. Organizations has to use the most suitable motivational programs intrinsic or extrinsic and to focus more during the next period on the intrinsic rewarding systems as it appears to create a winwin equation for both organizations and employees and it does not depend on more financial rewards to gain more performance and achievements and it becomes more convenient when resources are scarce. Based on the findings of this research, the following recommendations are made; Organizations should design developmental programs to increase its employees motivation in order to reduce their turnover, Organizations has to submit motivational programs that can retain their talented employees such as talent pool programs and career path programs, Organizations have to use fair rewarding systems to increase the level of motivation of their employees, Maintaining Open Communication and accepting constructive feedback from employees, Motivation on the job should not be restricted to extrinsic rewards only, but also intrinsic rewards, Organizations have to use employees Satisfactory Surveys (ESS) to measure the level of satisfaction and motivation of its employees.

Skills Required For Effective Management

Skills Required For Effective Management Personal and professional development is a systematic series of actions by which a person enhances the quality and germane of professional services and personal life as well. ATTAIN MAXIMUM PRODUCTION AND EFFECTIVESS: Managers are always eager to learn new ways to achieve maximum productivity and effectiveness in the organization. New technologies help organization to produce a low cost product due to decreased labor cost. Supervision and regular visits to the work environment are a priority and should be scheduled properly. Supervising employees at work, making effective strategies, and interacting work flow is foundational to implement settlements to improve results. To have credibility, a leader should remain up-to-date with whatever is happening in the organization. BUILD AND EXERT PROFESSIONAL REPUTATION: Managers should focus on how to build and exert their professional reputation. A managers task is to overcome adversities and solve organizational conflicts. His basic work is to manage the indeterminacy in projects, build a supportive project team, understand and prevent the issues that can crumble the team performance, and last but not the least increase the commitment level within teams. MONITOR AND CONTROL: Employee performance should be monitored in an effective way. Organizational policies and procedures should be clear. It is important to discuss and consult the issues on a regular basis. This helps the managers to identify where organization is lacking. Assessing and evaluating the performance in different ways and reward your employees is important, because the power of a reward is the best way to motivate employees. Organizations should be clear in defining ongoing goals to the team and individual. TRAINING AND CAREER DEVELOPMENT PROGRAMS: Arrange a career development program for employees for future enhancement. The first progression is to identify the specific job performance skills needed in your organization, evaluate the considered trainees skills, and develop targets to achieve, measureable knowledge and performance objectives based on any paucity in the organization. In the second progression, didactic design, you decide on, collect and construct the training program content including workbooks, exercises and activities which gives zeal to the trainees towards their work. The third progression is to make substantiate steps, in which you make sure that your bugs are worked out of the training program by demonstrating it to a small evocative audience. The fourth progression is to implement the program by actually training the targeted employee group. The fifth progression is an evaluation, in which management assesses the programs successes or failures. ESTABLISH WORKING KNOWLEDGE AND EXPERTISE: Good leaders always have strong knowledge and experience who adds the diversifications in different areas and better work on the inadequacy. If the leader does not seize the expertness and knowledge personally, then it prevails consultation with experts working in the department should be held. This is an important to maintain the accuracy and the paucity in the organization. GOOD DECISION MAKING: Good leaders use their ability and past experiences to make good decisions. A leader designates all the inconsistent factors before making any decision. Conspicuous firm decisions, combined with the compliance and flexibility to harmonize and reconcile decisions when necessary, and develop confidence in leadership. The Personal and Professional Skills Required For Your Job Role BASIC UNDERSTANDING AND SKILLS ABOUT: Realizing your strengths and effectuate your potential is the basic way to understand how much you are enthusiastic about learning new things and how to move towards innovation and explore the areas intensely in which you are interested. Realize what you are conveying to people and in what manner. This is observed by a famous author (Robert Greene, 1998) when you try to impress people by words ,the more you say, the more common you appear ,and less in determination hence powerful people impress by saying less, and they avoid to speak superfluously. PRESENTATION SKILLS: Converse your forces and energy by keeping them concentrated at their strongest point. Mastering your presentation skills and build up your confidence in order to gain more rich mine and mining it underground, then by flitting from one absorb mine to another intensity defeats extensive every time .When you are looking for sources of power to evaluate yourself, find the one key patron, the fat cow who will give you milk for a long time to come. Selecting the best way to convey your message without any ambiguity in the material you are presenting. Matching your presentation style to audience needs and mood. TEAM BUILDING: Think as you like but behave like others. Organization is already known how to attain its target by effective team works which some organizations indicate team as (Together Everyone Achieve More) which create more passion and fanatical feeling towards their work. SELF-DIRECTED LEARNING ANS SELF MANAGEMENT: Create powerful goal in order to vindicate the focus. Learn the secrets of productive relaxation. Schedule your time effectively and master the art of timing .Never seem to be in hurry, hurrying usually betrays a lack of control over yourself and over time. Always seem patient, as if you know that everything will come to you eventually. Learn to stand back when the time is not yet ripe, and to strike furiously when it has reached to fulfillment. ORGANIZE, LEAD AND COORDINATE ACTIVITIES IN AN ORGANIZATION: Construct a personal success and your organization success strategy by mapping up and evaluating situations. Identify your long term goals and alternatives; try to achieve balance with the wheel of life. Control your work environment in order to lead and coordinate your organizational environment accordingly so that you can organize your stuff in an efficient and in more productive way. TRUST YOUR OWN ABILITY TO MANAGE: Evaluate your aptitude, style and potential growth areas where you would be a multi talented manager or a leader for a great example for your employees so this is another way to retain your employees and increase their commitment level of work. Trust yourself to make good decisions. VALUE OF LESSON LEARNED: Understanding that in learning you dont always get what you pay for, but you get out what you put in. Mentor always manages learners learning better than the learners themselves. If you have a sense of adventure experience whatever you have learned up till now and try new ways of doing things. The classification of the above skills and progression contributes an effective way to attain organization and personal goals and objectives through which a person and the organization learn the art of supervising employees at work place , and make convincing strategies to accomplish organizational and personal goals and overcome adversities. Managers know where the risk is and how to build professional prominence. Apprehend the issues spring up in the organization and deal with the conflicts. In order to balance work, life and family the person should know how to monitor and control by discussing on the regular basis and find the lacking areas and imprudence. By considering the right job fit asking the right questions, the right person, and the right structure that works to fit your lifestyle. Construct the training program content which helps you to attain your goals. Conduct evaluation session by talking to your current employees and trainees who keep learning from them and consider yourself to take care of their notions. Conspicuous firm decisions, combined with the compliance and flexibility to harmonize and reconcile decisions when necessary, develop confidence in leadership. drawing on examples from your own management experience, select three personal skills and three professional skills, and write a reflective evaluation of how you have applied these in different management situations, identifying any personal development issues that were raised PERSONAL SKILLS SELF-DIRECTED LEARNING ANS SELF MANAGEMENT: I have learned how to build genuine and desirable confidence when I failed to recognize the importance of time, concentration, persistency, tolerance level and lack of awareness because of less attention towards my work. So my lesson of failures has taught me how to lead and how to treat it as a marvelous learning experience. TRUST YOUR OWN ABILITY TO MANAGE EMOTIONAL STABILITY: Emotional stability plays an important role in everyones life .I remember the time when I used to be angry one in friends and family as well, where my tolerance level was at the low peak season, but after realizing that season I started realizing where I am leading, apparently it was the wrong path, so I started to read anger management and emotions management articles and tried to implement in every aspect of my life where I am dangle down the most important stuff. PROFESSIONAL SKILLS GOOD DECISION MAKING: Good companies always know if managers are trained and charged with responsibility for the success of the reports, departmental and organizational performance will take care of itself. Good leaders are delineated by the ability and past experience to make good decisions. A person who is very dedicated to his work designates all the inconsistent factors before making any decision, and harmonizes and reconciles decisions when necessary, develop confidence in himself. COMMITMENT TO GROWTH: When the manager is socially wise to the employees the commitment towards work will increase and turnover rate will decrease in the organization which is surveyed in 2008 in different companies and the best companies take to meet the goal of enriching employees experiences, skills and capabilities. Regardless of the mission and vision of the company, a hallmark of the truly successful organization is promoting and maintaining a culture that enables employees to continually learn and update their skills in efforts to achieve true high performance as a business. Identify learning methods you will adopt to improve your personal and professional skills in the future, justifying reasons why these are more effective: ENCOURAGEMENT: Try to digest out difficulties and learn how to praise your own self in order to lead, even start from the lower level, and try to set some long-term goals for your family life and for your organization. AWARNESS: Give a better understanding and attention to detail. Be clear about the task and rules you have to follow in order to complete your task. PERSISTENCY: Be persistent of what you are doing .Constantly giving way to difficulties and try to resolve issues arises in your personal life and professional life. GENEROSITY: Be generous and avoid supremacy when it comes to maintaining relationship whether it is your personal life or professional life. ALL superiority is odious and fatal. SELF-ESTEEM: Try to build your self-esteem and prove your worth to yourself and to others. Stay focused and always try to find the way in which you feel creative and innovative. Build a strong self-believe. LOYALTY: Be loyal and dedicated to your work; love whatever you do, and how you do, and find new ways to improve your work quality.

The School Voucher Debate Essay -- essays papers

The School Voucher Debate In the education community, few issues stir up as much debate as the notion of providing government-funded aid, in the form of vouchers, to parents so that they may send their children to private schools. The voucher movement has been gaining momentum since Wisconsin implemented the first voucher program in 1990, but only few states have adopted such programs. Although the courts have upheld the constitutionality of vouchers, there is still a lack of consensus amongst the public over the issue. The underlying disagreements that surround the issue of vouchers revolve around three main controversies: constitutionality, influence on student achievement, and impact on public schools. The idea of school choice is not a new one. Since the late 1980s school choice has become a popular strategy for â€Å"reforming American education and equalizing educational opportunities† (Hadderman, 2002). School choice is a broad term that is used to describe charter schools, home-schooling, for-profit companies, and vouchers. Parents who wish to select schools for their children do so for academic, religious, or moral reasons, and usually select schools that reflect their own beliefs. The concept of educational vouchers originated with Milton Friedman, known as the grandfather of vouchers, in the early 1960s. Friedman argued that vouchers would improve educational efficiency. Vouchers equal to the per-pupil expenditure in the public schools would be given to parents for the purpose of sending their child to whichever school they wished their child to attend, public or private. In the 1970s it was proposed that â€Å"vouchers be used for students in poor districts to remedy unconstitutional school-funding inequiti... ... community, and will continue to be an issue as more programs develop around the country. References Good, T. L., & Braden, J. S. (2000). The great school debate: Choice, vouchers, and charters. Mahwah, NJ: L. Erlbaum Associates. Hadderman, M. (2002). Trends and issues: School choice. Clearinghouse on educational policy and management. Retrieved March 7, 2005 from http://eric.uoregon.edu/trends_issues/choice/index.html Hanus, J. J., & Cookson, P. W., Jr. (1996). Choosing schools: Vouchers and American education. Washington, D.C.: American University Press. Reid, K. S. (2001, October 3). Poll finds support for vouchers wanes if public schools affected. Education Week, 21(5), 7. Retrieved February 27, 2005 from http://www.edweek.org Vouchers (2005). Education Week. Retrieved February 27, 2005 from http://www.edweek.org

Capital Punishment Essay -- Death Penalty

Capital Punishment is the legal infliction of the death penalty. In the United States capital punishment is legal in thirty-nine of the fifty states. Beginning in 1973, prison populations began an inevitable growth. There were 204,211 inmates in 1973, and by 1977 the number of prisoners had grown to 285,456, which later grew to 315,974 in 1980. By 1976, it was clear that the death penalty had to be reinstated. America’s experiment with capital punishment has resulted in a total of 944 executions, fifty-nine of which took place in 2003. Every year about 15,000 killers are charged and only about 300 wind up on death row. The death row population is constantly increasing. It is now more than 3,000. Because of constant appeals, it takes a person on death row typically between five to eight years to finally get executed. To kill all the prisoners on death row, it is estimated that it would take two executions a day for seven years. Crimes such as aiding in suicide, causing a boat collision resulting in death, forced marriage, procuring an abortion resulting in the death of the mother, espionage, castrating another, rape, homicide, child molesting resulting in death and conspiracy to kidnap for ransom among many others are, in some states, crimes that are punishable by death. What the law permits, however, is not always used by the courts or the executive authorities. Most executions are a result of a murder or rape, and a small number for robbery, kidnapping, burglary, aggravated assault and espionage. In the US, the death penalty is currently authorized in one of five ways: hanging, which has been the traditional method of execution throughout the English-speaking world; electrocution, which was introduced by New York S... ...ting crimes. A sweeping sixty percent don’t think that vengeance is a legitimate reason for killing a murderer. Many court decisions of the 1980s and early 1990s have lowered bars to executions. In 1986 the Court ruled that opponents of executions may be barred from juries in murder cases. The following year the Court ruled that the law may be applied to accomplices in crimes that led to murder, then rejected a challenge to capital punishment based on statistics that indicated racial bias in sentencing. In separate decisions in 1989 the Court decided that the death penalty could be applied to those who were mentally retarded or who were underage, but at least 16, at the time of the murder. In the early 1990s the trend of Supreme Court rulings was to cut back on the appeals that Death Row inmates could make to the federal courts. Capital Punishment Essay -- Death Penalty Capital Punishment is the legal infliction of the death penalty. In the United States capital punishment is legal in thirty-nine of the fifty states. Beginning in 1973, prison populations began an inevitable growth. There were 204,211 inmates in 1973, and by 1977 the number of prisoners had grown to 285,456, which later grew to 315,974 in 1980. By 1976, it was clear that the death penalty had to be reinstated. America’s experiment with capital punishment has resulted in a total of 944 executions, fifty-nine of which took place in 2003. Every year about 15,000 killers are charged and only about 300 wind up on death row. The death row population is constantly increasing. It is now more than 3,000. Because of constant appeals, it takes a person on death row typically between five to eight years to finally get executed. To kill all the prisoners on death row, it is estimated that it would take two executions a day for seven years. Crimes such as aiding in suicide, causing a boat collision resulting in death, forced marriage, procuring an abortion resulting in the death of the mother, espionage, castrating another, rape, homicide, child molesting resulting in death and conspiracy to kidnap for ransom among many others are, in some states, crimes that are punishable by death. What the law permits, however, is not always used by the courts or the executive authorities. Most executions are a result of a murder or rape, and a small number for robbery, kidnapping, burglary, aggravated assault and espionage. In the US, the death penalty is currently authorized in one of five ways: hanging, which has been the traditional method of execution throughout the English-speaking world; electrocution, which was introduced by New York S... ...ting crimes. A sweeping sixty percent don’t think that vengeance is a legitimate reason for killing a murderer. Many court decisions of the 1980s and early 1990s have lowered bars to executions. In 1986 the Court ruled that opponents of executions may be barred from juries in murder cases. The following year the Court ruled that the law may be applied to accomplices in crimes that led to murder, then rejected a challenge to capital punishment based on statistics that indicated racial bias in sentencing. In separate decisions in 1989 the Court decided that the death penalty could be applied to those who were mentally retarded or who were underage, but at least 16, at the time of the murder. In the early 1990s the trend of Supreme Court rulings was to cut back on the appeals that Death Row inmates could make to the federal courts.

Ancient Egypt :: World History

Ancient Egypt The Egyptians were the first to make bread that is soft, light and filled with air. They also made the first ovens, because they need a different way to bake the larger mass of dough used for this new kind of bread. The Egyptians used mud bricks that have been dried in the sun to make houses. The sun is shining on our backs. In town ,we shall be paid fish for our barley. That was a song of Egyptian farmers , more than 3,000 year ago. Wall paintings in ancient tombs show farmers at work in their fields. The early Egyptians had hundreds of signs for words or for parts of words. Like other ancient people, the Egyptians often wrote on clay tablets or stone. It was from one such stone, the Rosetta Stone, that we learned ancient languages. Cheops was the name of a king in ancient Egypt who wanted a place to stay when he died. So he ordered his men to build a huge stone house in the shape of a pyramid. A pyramid looks somewhat like a giant tent. The base of this pyramid is almost big enough to fill ten football fields. Its peak is as high as a stairway with more than eight hundred stairs. Kings of Egypt used to be buried in great tombs with jewels and golden vases, and even thrones and chariots. The tombs had so many valuable things in them, that thieves used to break into them and steal their treasures. So later kings decided to hide their tombs. They left orders for their burials to be in a secret place called the Valley of the Kings. The graves were not to be marked. But, still, the jewels in golden vases and thrones and chariots were stolen. When historians checked it out they found out who stole the treasures, that’s right the men who were supposed to guard the tombs. The Great Sphinx The Great Sphinx was built almost 5,000 years ago , when Khafre was king of Egypt. It had a human head and a lions body. It stands 66 feet high and more than 240 feet long. Both head and body were carved from solid rock. The head of the Sphinx has been damaged more than once by people who destroy things on purpose. Over the centuries, desert sand storms have also warn away some of the stone. Ancient Egypt :: World History Ancient Egypt The Egyptians were the first to make bread that is soft, light and filled with air. They also made the first ovens, because they need a different way to bake the larger mass of dough used for this new kind of bread. The Egyptians used mud bricks that have been dried in the sun to make houses. The sun is shining on our backs. In town ,we shall be paid fish for our barley. That was a song of Egyptian farmers , more than 3,000 year ago. Wall paintings in ancient tombs show farmers at work in their fields. The early Egyptians had hundreds of signs for words or for parts of words. Like other ancient people, the Egyptians often wrote on clay tablets or stone. It was from one such stone, the Rosetta Stone, that we learned ancient languages. Cheops was the name of a king in ancient Egypt who wanted a place to stay when he died. So he ordered his men to build a huge stone house in the shape of a pyramid. A pyramid looks somewhat like a giant tent. The base of this pyramid is almost big enough to fill ten football fields. Its peak is as high as a stairway with more than eight hundred stairs. Kings of Egypt used to be buried in great tombs with jewels and golden vases, and even thrones and chariots. The tombs had so many valuable things in them, that thieves used to break into them and steal their treasures. So later kings decided to hide their tombs. They left orders for their burials to be in a secret place called the Valley of the Kings. The graves were not to be marked. But, still, the jewels in golden vases and thrones and chariots were stolen. When historians checked it out they found out who stole the treasures, that’s right the men who were supposed to guard the tombs. The Great Sphinx The Great Sphinx was built almost 5,000 years ago , when Khafre was king of Egypt. It had a human head and a lions body. It stands 66 feet high and more than 240 feet long. Both head and body were carved from solid rock. The head of the Sphinx has been damaged more than once by people who destroy things on purpose. Over the centuries, desert sand storms have also warn away some of the stone.

Payne vs Cave Essay

The defendant had made the highest bid in an auction. The defendant had withdrawn his offer before the auctioneer had knocked his hammer. The plaintiff’s counsel opened the case with as: the goods were put up in one lot at an auction. There were several bidders of which the defendant was the last bidder. The defendant had bid 401. The auctioneer had dwelt on the bidding. As the auctioneer dwelt the defendant said, â€Å"Why do you dwell? You will get no more. The defendant said he was informed the worm weighed at least 1300 cwt and was worth more than 401. The defendant asked him if he could warrant it to weigh so much, and receiving a answer in the negative he then declared that he would not take it, and refused to pay for it. It was re-sold on the subsequent day’s sale for 301 to the defendant. Against which the action was brought for the difference. ISSUES OF THE CASE The issues in the case PAYNE against CAVE Saturday, May 2nd, 1789 are: 1.The highest bidder (the defendant) withdrew his offer before the hammer was knocked. The hammer is put down to assure that the bidder’s bid is accepted and there are no more bids to come in. The time given between the bid being made and  the hammer knocked is for other bidder’s to bid higher or the highest bidder to withdraw his offer. When a bidder bids an amount he is giving an offer and the offer is accepted when the auctioneer knocks his hammer. An offer can be withdrawn before it has been accepted. 2.Walton set aside the nonsuit, on the ground that the bidder was bound by the conditions of the sale to abide by his bidding, and could not retract. The defendant when he started bidding he is to abide by the rules of the auction that is that the highest bidder will be the buyer of the property. He withdrew his bid because of a negative reply from the auctioneer. But he should have paid the amount he had bid. PRINCIPLES OF THE CASE An auction is a public sale of property where willing buyers bid prices at which they are ready to buy the property. The basic rule of an auction is the highest bidder is the buyer. A contract of sale is formed in an auction by means of competitive bids, submitted and confirmed according to the pre-established terms and conditions that govern the auction sale. The act that presides over auction sales is â€Å"Sale of Goods Act 1979† section 57 where it says: Auction Sales 1.Where goods are put up for sale by auction in lots, each lot is prima facie deemed to be the subject of a separate contract of sale. 2.A sale by auction is complete when the auctioneer announces its completion by the fall of the hammer, or in other customary manner; and until the announcement is made any bidder may retract his bid. 3.A sale by auction may be notified to be subject to a reserve or upset price, and a right to bid may also be reserved expressly by or on behalf of the seller. 4.Where a sale by auction is not notified to be subject to a right to bid by or on behalf of the seller, it is not lawful for the seller to bid himself or to employ any person to bid at the sale, or for the auctioneer knowingly to take any bid from the seller or any such person. 5.A sale contravening subsection (4) above may be treated as fraudulent by the buyer. 6.Where, in respect of a sale by auction, a right to bid is expressly reserved (but not otherwise) the seller or any one person on his behalf may bid at the auction. As we can see the law states according to the second point the auctioneer confirms the sale with the knocking of the hammer or else the bidder has the right to withdraw the bid. This law was setup in 1979 in reference to the case stated above. HELD The court thought the nonsuit very proper. The auctioneer is the agent of the vendor, and the assent of both parties is necessary to make the contract binding; that is signified on the part of the seller by knocking down the hammer, which was not done here till the defendant had retracted. Every bidding is nothing more than an offer on one side, which is not binding on either side till it, is assented to. But according to what is now contended for, one party would be bound by the offer, and the other not, which can never be allowed. Rule refused. COMMENTS The decision given in the case â€Å"PAYNE against CAVE. Saturday, May 2nd, 1789† is according to us a correct decision. The decision that an offer was made but the acceptance was not shown is an accurate decision. The defendant had the right to retract his offer if he is not willing to buy at that price. ISLAMIC PRESPECTIVE If we look at the case form an Islamic perspective we can look at the case from different views. The case can be seen from: 1.The perspective of the plaintiff. When an offer is made by the defendant, he should not retract the offer. As he knows that the bidding means he willing to buy at that price he should keep his word and pay the price he bid for. In Islam a person should not say anything which he will not be able to keep his word against. Whatever man says he should do so. 2.The perspective of the defendant. The defendant should have the right to withdraw his bid is he is not happy with the price he bid or the environment. He withdrew is bid not because he could not pay the amount he withdrew his bid because of the negative answer from the auctioneer. He did not like the way the auctioneer had replied as we can imply from the case. The decision given by the court is right if we look at it from an Islamic perspective. The defendant has every right to withdraw the bid if he if it not accepted. If a person offers something and the other does not accept it, till the acceptance the offer can be withdrawn.

Aspects of Human Nature in “Heart of Darkness” by Joseph Conrad Essay

Joseph Conrad’s novel Heart of Darkness encompasses many themes and concepts dealing with the very nature of humanity and its complexity. This novel is set up in two different locations, the Thames River and the Congo River. Conrad uses these two rivers to represent the different cultures that clash in this novel, which are the â€Å"civilized† and the â€Å"savages†. While exploring these two different worlds Conrad exposes the human nature at its core through the characters in this novel proving that not everything is straightforward and is at it seems. The Thames River located in Southern England represents the advanced European world. In this novel the Europeans regarded themselves as civilized and cultured. On the other hand, Conrad embeds numerous dark intense imageries to describe this â€Å"enlightened† culture such as violent, death, brooding gloom, and more. While the Congo River represents the uncivilized native inhabitants that are described as â€Å"utter savagery† (Conrad, 1990, p. 4), but the nature that surrounds the Congo is described as mysterious, glittering, and precious. The contrast of these locations and representations reveals different aspects of human nature. One un-admirable quality of human nature that is shown is pride. The European characters in this novel had the mentality that they were superior to the natives. Because of their superior status they felt that European Imperialism and the stations set up were meant for â€Å"humanizing, improving, instructing† (Conrad, 1990, p. 29) the uncivilized savages. Instead these civilized European men â€Å"Christianizing† and trying to conform the natives to their standards they have succumb to the darkness within the jungle displaying their true nature. Another aspect of human nature shown by the ironic descriptions of the â€Å"civilized† and â€Å"uncivilized† locations is man’s destructive nature. There were numerous events in this novel that portrayed man’s destructive nature due to ulterior motives. An example that destructive behaviors are apart of human nature is when Kurtz raids countless tribes for ivory for the very purpose of gaining wealth and power. Another example of man’s destructive nature is when numbers of â€Å"pilgrims used to turn out in a body [hippopotamus] and empty every rifle they could lay hands on at him. Some even had sat up o’nights for him. † (Conrad, 1990, p. 25). These men waited for and wasted shots just to kill an old and innocent creature not for survival purposes, but for amusement. Conrad enforces the concept of mans destructive nature in the beginning of the novel when he is describing the â€Å"civilized† world. An example on page one Conrad describes the scenery of this â€Å"superior† civilization as â€Å"The air was dark above Gravesend, and farther back still seemed condensed into a mournful gloom, brooding motionless†¦ † Later on in the novel Marlow reads Kurtz pamphlet and is led to believe that Kurtz is not another greedy, self – serving, and power crazed individual like the many characters he has met up with on his journey, but that Kurtz shares the same beliefs that he does. Marlow’s belief that the purpose of European Imperialism in Africa was to improve the culture and to benefit them equally rather than cause chaos for their own personal gain. Marlow’s excitement to meet Kurtz based off his pamphlet and how well everyone speaks of him is an example of how not everything is straightforward. Kurtz wrote his pamphlet in a way that intrigued Marlow and convinced him that they shared the same beliefs, but when Marlow finally met Kurtz he realized that Kurtz is ill physically and mentally. Trickery and inconsistency is embedded within human nature. As much as one would like to believe that humans are consistent and honest, that is not true and apparent in this novel. The main character is not exempt from human tendencies of inconsistency. Earlier on in the novel Marlow states, â€Å"I hate, detest, and can’t bear a lie,† (Conrad, 1990, p. 23). On the other hand at the end of the book he lies to Kurt’s intended to give her sense of peace and saves her from more pain and grief. Though his reasoning is not selfish he still went against his own beliefs and proves inconsistency. Throughout this entire novel Conrad introduces several European characters that portrayed so many non – admirable qualities such as greed, arrogance, envy, vengeance, sloth, and much more. Yet they are considered the â€Å"civilized† ones. Ironically the cannibals and the other natives in this novel show more admirable qualities such as loyalty, hard work, obedient, strong will, and most importantly restraint. While the civilized men were plotting against one another thinking only of themselves the natives displayed much more honorable character. For example, the native tribes that pledged their loyalty to Kurtz were obedient and remained loyal. They would accompany him on expeditions and kill on his command. Another example of honorable qualities portrayed by these â€Å"uncivilized savages† was restraint. The cannibals that assisted Marlow on his journey had been starving for months and never made a move to attack their fellow crew- members. These â€Å"heathens† displayed true character in this situation because â€Å"It takes a man all his inborn strength to fight hunger properly. It’s really easier to face bereavement, dishonor, and the perdition of one’s soul – than this prolonged hunger †¦ no earthly reason for any kind of scruple. Restraint! †¦ the fact facing me – the dazzling fact. † (Conrad, 1990, p. 38). Through the novel â€Å"Heart of Darkness† Conrad portrays and exposes human nature at its best and at its worst. Conrad embeds irony throughout the entire novel to show that not everything is as it seems and that when involving humans there are contradictions. The main point that Conrad is conveying to his reader is that technological advances do not make a culture superior or civilized, but rather the moral code that they live by. There is not one culture superior to the other. Also that each human being is responsible for their own civil or savage behaviors. What makes one civilized is based off of what they do when no one else is around and how they react to any given situation good or terrible. This novel served as a warning from Conrad of man’s true darkness and the â€Å"human secrets that baffle probability†. (Conrad, 1990, p. 37). One is not civilized based on where they grew up, but their reactions to the world they live in. To be civilized is to act with morality, but to be a savage is to embrace the heart of darkness.