Macbeth Essays (787 words) - Characters In Macbeth,

Macbeth MacBeth Everyone who is mortal has at least one flaw. Some are more serious than others. For example, some people have addictions to gambling, while other people can't remember to put the milk away after they use it. Sooner or later a person's imperfections will come back to haunt them. In the tragedy MacBeth, this premise comes to life. In the play of McBeth, many of the main characters pass away. The reason the characters die is because these characters have flaws, which will eventually lead to their downfall. Not every character is deserving of this destiny. Some characters have minor flaws, which shouldn't lead to their deaths. But, other characters have a major flaws, which is would eventually lead them to their deaths. MacBeth kills the first Thane of Cawdor, for trying to lead a revolution against England. His fatal flaw was that he was according to Ross, a disloyal traitor. The Thane of Cawdor was greedy, who wanted the throne of England for himself, and as a result was murdered. His murder wasn't really depressing because the Thane of Cawdor deserved his fate. He was leading a battle, in which many lost their lives, for the sake of greed, and he deserved to die because of his flaw. Duncan was the King of England, and was murdered by MacBeth. He was murdered, because in order for MacBeth to fulfill his plan and become King, Duncan would have to die. Duncan's fatal flaw was that he was too trusting. For example, he thought that none of his friends could really be enemies. If Duncan was more careful about his safety at MacBeth's castle, he may have had a chance to survive. But, Duncan's flaw wasn't something so horrible that he should have die. Most people need to trust each other more, and just because one person did, he shouldn't have to die. MacBeth also killed MacBeth's former best friend, Banquo. Banquo was killed, because he knew too much about the murder of Duncan. But, that was not his fatal flaw! Banquo's fatal flaw was that although he knew that MacBeth killed Duncan, he really didn't do anything about it. There were many opportunities where Banquo could tell someone such as MacDuff what he thought about the murders. Banquo didn't deserve death, just because he didn't act quickly in telling someone that MacBeth killed Duncan. Banquo knew that if he said anything, no one would believe him, and he would be executed. Lady MacBeth is MacBeth's wife. She is his coconspirator in killing Duncan. Although she helps MacBeth get the courage to commit the murder, she isn't willing to do it herself. She uses the excuse that Duncan looked too much like her father. Unlike MacBeth though, it is harder for Lady MacBeth to live with the fact that she helped cause the murder of the King. And in the end, it makes her so crazy that she commits suicide. Whether or not Lady MacBeth deserved her fate is a tricky question. Although she did encourage MacBeth to murder Duncan, she feels regret for her action. Also, she realized what she did was wrong. But in my opinion, she realized it a little too late, and Duncan was still dead so she did deserve her fate. MacBeth was the focus of the entire play, and that's why it was named after him. All of the problems start when he murder's Duncan. He commits the murder because of his fatal flaw, he is too ambitious. If he weren't so ambitious and determined to be king, then he would never have killed Duncan. And if MacBeth didn't kill Duncan none of the other characters would die. MacBeth deserved his fate more than any other characters in the Play. He did many things wrong. First he killed Duncan, and then he killed Banquo. After that, MacBeth killed MacDuff's family. Worst of all, MacBeth disturbed the balance of nature. Also, MacBeth didn't feel any remorse until he was faced with death. If MacBeth just waited for his time, he would have been king, and have had a chance to enjoy it. Every character that died in MacBeth had one fatal flaw. Thane of Cawdor was a traitor. Duncan was too trusting. Banquo

Emotion Versus Rationailty Essay

Emotion Versus Rationailty Essay Emotion Versus Rationailty Essay Allen Black V June 12, 2013 PHL 453.01 Efficient Decision-Making As human beings we are gifted with the characteristic of decision-making and in order to perfect it we must master the two methods that are involved. At the same time, we must use both methods in a compromising manner in order to become efficient decision-makers. For various reasons, some would argue that only one of the two methods should be consulted. The two views will be fully explained in detail after the decision-making methods have been made clear. This skill that we humans have developed over thousands of years has been heavily researched to our advantage. We have found that decision-making is one of the qualities that are found in leadership roles. In order to be a great leader, you must be able to decide quickly and make wise decisions that produce favorable outcomes. This kind of person also knows when they have the luxury of time to gather information and when they must decide based on a limited amount of time. For example, the president of the United States must be confident that he can make the decisions necessary to sustain our country. Decision-making is also a necessity when trying to survive in the world. In the past when civilizations were less developed and relied on hunting, the hunter must act quickly when danger is present to stay alive. There are various ways to explain decision-making. One could use philosophy to explain moral decisions and why some people make the decisions they do. Another way involves biology to prove that as humans we have evolved or have been naturally selected due to our decision-making that has developed over centuries and saved our lives. Psychology may also be used by using principles such as addicting behavior, rewards, memories, and the conscious and unconscious decisions that we make. One last practice that helps explain decision-making is neuroscience. With the help of this area of science, we can document the reactions of neurons and signals in the brain and how they relate to actions made by a subject. We can also study how brain damage, along with the areas of the brain itself, affects a subject’s decision-making. These various practices used to explain decision-making are also used to explain the two methods used in the process: emotions and rationality or logic. The question concerning decision-making is whether or not emotions and rationality must be used together, or if only a single method is properly efficient enough to master decision-making. To gain a better understanding of the research that will be presented, emotion and rationality will both be explained. To begin, emotions can be defined simply as what a person is feeling when assessing a situation. The concept is at the same time difficult and simple to understand but differs from rationality in a simple way. When we are given a situation or problem we immediately react. This reaction, in the psychology field called an automatic or unconscious response, is what we feel and does not need to follow an interaction of thought. Neurobiology is an excellent method of explaining emotions because when we feel these emotions specific chemi cal reactions are taking place in the brain. This type of science has determined that areas of the brain, like the amygdala, control our emotional responses; this relates to a topic that will be discussed later on involving a lack of emotional responses due to brain damage. Rationality, the second method in decision-making, differs from emotions specifically because it involves thought and extensive cognition. Here we rely on knowledge and information acquired over time in order to compare decisions that we eventually choose from. It is not something that is literally felt in the brain but in our mind. Several theories of rationality have been developed by economists and philosophers. Epistemic rationality involves reaching the truth in the matter while avoiding what is

Has Realism got the big things right Essay Example | Topics and Well Written Essays - 2750 words

Has Realism got the big things right - Essay Example In relation to international politics or international relations (IR), realists are of views that states are the main actors reflecting the actions of the world. The states are meant to be sovereign actors thus meaning that there would be no other actor or regulator above the decisions of the states. All other organizations are hence supposed to follow the rules and regulations set by the individual states. The activities of different states lead to inter-state relations. According to realism, the nature of humans tends to be selfish and thus when the concept of international politics is concerned, it represents a struggle between the different states, each trying to make the most of their own interests Realism in relation to politics reflects the study and practice of international politics. Generally it discusses on the roles of the different states in a nation. It also assumes and makes statements on the states being concerned with their national interests and hence are carried away by these interests towards their individual actions. Thus according to realism, all states are concerned about their individual status in the world politics as well as their territorial reliability. Besides these, according to realists, the interests of the states may vary depending on their needs and circumstances. As far as neorealism and classical realism is concerned, there are certain differences between the two concepts. While classical realists are of the view that the reasons for international conflicts and wars are the imperfect behaviors and nature of the societies or the individual states, on the other hand, the neorealists have their belief in the anarchic system of international relations. According to the belief of classical realists, the state is considered to be more advanced against the entire system, while the neorealists believe that agencies hold greater space in the system than the states. Neorealists are of the view that the individual states act as unitary actors, on the other hand, classical realists make a distinction between powers of the status-quo and revisionist powers. Another difference between the neorealists and classical realists is that neo-realists make efforts to put up a more thorough and methodical advancement to the study of international relations, profou ndly predisposed by the â€Å"behaviourist revolution of the 1960’s while classical realism confine its analyses to subjective valuations of international relations† (Pashakhanlou, 2009). Realism and International Relations: Considering the relation of realism and international relations, there are four fundamental assumptions that realists have made for the international relations. Firstly, they assume that â€Å"the state is the most important actor in international relations† (Realism, n.d.). This reflects that the most important role in these states is that of the individual governments,

Human Growth Development Essay Example | Topics and Well Written Essays - 250 words

Human Growth Development - Essay Example During the time when the sexual misconduct allegations sprouted, particularly the Monica Lewinsky scandal, Bill Clinton still managed to have a smoothly functioning society – but not necessarily a good one (Stage Five: Social Contract and Individual Rights). Although he admitted having extramarital relations with Monica Lewinsky and Gennifer Flowers, he was able to get an acquittal from the US Senate and served his complete office term. Towards the end of his last term of Presidency, Bill Clinton even managed to achieve the highest end-of-office approval rating of any US President since World War II. In this regard, the people of the United States view Clinton’s personal setback as less relevant as compared to his achievements as a working President. As emphasized by Kohlberg, â€Å"when conflict arises between individual needs and law or contract, though sympathetic to the former, the individual believes the latter must prevail because of its greater functional ration ality for society, the majority and welfare.†

Operations and Information Management Essay Example | Topics and Well Written Essays - 2250 words

Operations and Information Management - Essay Example This was a significant and big expansion by the retail shop moving towards becoming a huge retail chain in the country having its stores across in all the main places. MobUlike also had its two stores in Italy which gave the chance to Smartz to spread its business even in Europe. Through this report using various theories and aspects the importance of usage of new IT strategies like ecommerce in the business expansion and its benefits are been seen and understood. Along with this the importance of information management system for a company in its process improvement is been studied which gives a clear understanding over what and how IT system helps in growth of a particular company. The particular retail chain Smartz sells smartphones and its accessories. This company is looking to grow its chain widely across the country and trying to reach every customer by providing the best facility and good products and a good price. The company owner has looked to take up packaged software’s from commercial vendors to interconnect the whole process of Smatrz, MobUlike and also the end consumers in all aspects. The acquisition of MobUlike by Smartz is a big change in the business process for the company. The company is looking to take up the process of ecommerce to reach the end consumer which is a big step towards the growth as the ecommerce usage in the country has grown a lot and that to at a rapid pace (Doyle, 2001, pp.34-45). Business process management is basically the process involved in management of the overall business in an efficient way as per the requirements of the client or the customer to achieve the customer satisfaction by fulfilling their needs and wants. In this case the owner Imran needs to manage the process of both Smartz and MobUlike and integrate them along with launching the ecommerce process (Golden, 2005, pp. 65-72). The It systems in both the companies are different as a result the integration of

The Organization Culture Of Deloitte Management Essay

The Organization Culture Of Deloitte Management Essay Organization consist the two types such as the profit organization and non-profit organization. A profit organization looking for the generate income and the profit share with the employees. In a profit organization, the company decides to keep and arrange the profit to the lender or keep invest in their own business. For an example, the Deloittes Northern Group made a  £2,329m for the year end of May. The group made a  £569m profit share to the partners and the average profit earned by each partner increased from  £758,000 to £789,000. A non-profit organization generally founded to serve a humanitarian. It channels the entire employees income into programs and service aimed at meeting or towards other issues such as deforestation and endangered species. Non-profit organization rely almost entirely on donation and grants from individuals, government entities and organization. For an example, Deloitte launched a Womens Initiative (WIN) in 1993. The WIN hosts more than 400 developments, networking and mentoring activities to help connections, strengthen skills and positively impact our organization and community. 2.1 The Types of Structure A recent article (Miranda Brookins) states that elements of organizational structure give companies effective and efficient ways to run their business, manage their employees and ensure that tasks are completed. Each element has its own benefit to impact the employee to achieve the organizations goals. The type of the organization structure involves the decisions about the work specialization, departmentalization, chain of command, span of control, centralization and decentralization and formalization. Work specialization It shows the degree to which tasks in the organization are divided into separate jobs with each step completed by a different person. It takes each task and assigns them to specific position. From a wider perspective, a job is synonymous with the physical and social aspects of the work environment. In contrary, the overspecialization can result in human diseconomies from boredom, fatigue, stress, poor quality, increased absenteeism and higher turnover. For example, an employee specializes in auditing skill but Deloitte should manage the employee to the audit department to exert his/her professional skill to the company. Departmentalization It based on the jobs are perform in the group together. Even though, Deloitte also has its own specific way of classifying and grouping work activities. The departmentalization creates the types of the execution based on the work of the employee assign their own product or brand with the geographical of customer demand. Departmentalization grouping jobs by the functions performed, product line, the basis of territory, the basis of product and the type of customer and needs. Chain of Command It shows the continuous line of authority that extends from upper levels of an organization to the lowest level of the organization and clarifies who reports to whom. There are three importance concepts to attach with theory such as authority, responsibility and unity of command. The authority shows the rights inherent in a managerial position to tell people what to do and to expect them to do it. Then the responsibility shows the obligation and expectation of the leaded to perform for the organization. The last, unity of command is the concept that a person should have one boss and should report only that person. For an example, the video conference of Deloitte should be the chairman from the head office to take over to all branches. Span of control It determines the number of employees who can effectively and efficiently supervised by a manager. It needs the number of managers an organization needs which based on the number of employees and departments a company has. Centralization and Decentralization Centralization shows the degree to which decision making is concentrated at upper levels in the organization. Organization in which top managers make all the decision and lower-level employees simply carry out the order. Besides that, decentralization shows the organization in which decision making is pushed down to the managers who are closest to the action. An article (Osmond Vitez) said that centralization develop the companys mission and vision, and set objectives for managers and employees to follow when achieving these goals. Decentralization organization utilizes individuals with a variety of expertise and knowledge for running various business operations. Formalization It shows the jobs within the organization are standardized and the extent to which employee behavior is guided by rules and procedures. A highly formalized jobs offer little over what is to be done and the low formalization means fewer constraint on how employees do their work. For example, the IT department of Deloitte format up the time of the connection to each branch and the performance of the video conference. So that, the interviewer wont waste the time to wait for the connection and can arrange the accurate time to arrive the room. 2.2 Organization Culture Organization culture is a system of shared meaning and common beliefs held by organizational member that determines in a large degree and how they act towards each other. The implication of culture is a perception, shared and descriptive. The values, symbols, rituals, myths a practices are the way that the people do the things around here. Innovation and Risk taking According to Robert F. Brands (13, August 2012), an effective innovation leader should encourage creativity and risk taking, while also practicing a tolerance for failure. The setting and agreeing on the risk taking bandwidth help to practice the leader recognized as a learning experience when the process had failure. For an example, in 20th November 2012 a leader of Deloitte named Gartner evaluates on the ability to articulate logical statement about current and future market direction, innovation, customer needs and competitive forces. At the same time, consultants are rated on their understanding of how market forces can be exploited to create the opportunities to the provider. Attention to details It is a degree to which employees are expected to exhibit precision, analysis, and attention to detail. It defined the organization look more details to accurate the values of the organization comprise with the organization culture. For an example, the senior manager of Deloitte, Kurt Hauermann looks for the data risk management, data management technology and data governance as the dimensions that uniquely combine to deliver business value. Outcome Orientation It is a management focuses on the result rather than on processes used to achieve them. It extends into the workplace, and employees are reviewed regularly on a performance basis and the only thing that matter is the end of the result. People orientation People orientation takes into consideration the effect of outcome of people within the organization and it is also sensitive to individual with the decisions. The culture cares at the employee in the organization. For an example, Deloitte believes that the employees can do their best work when they growth and know the value. Besides that, Deloitte has 148,000 people work in 150 countries in the organization and the developing talent is a top priority because people are the very reason client service excellence is a hallmark of Deloitte. Team Orientation It defined the works organized around teams rather than individual. A recent article (Donna Eigen) shows that there are number of tactics that can foster a team orientation, from team building and diversity workshops to retreats, merit system that identify and recognize team-oriented behavior and processes that facilitate project teams. Aggressiveness It determined that the employees are expected to be competitive rather than easy going. It looks for the immediate results and lead to immediate reward. In June 2012, Deloitte discuss about the objectives of transparency and financial stability is often seen as being juxta-positioned. The impact on the public policy objective debate and highlighted the question of the interaction in the financial of Deloitte. Stability It means that the organization activities emphasize maintaining the status quo rather than change. In New York, 16 March 2012, Deloitte welcomes the Financial Stability Boards call to improve the dialogue between external auditors and prudential supervisors and regulators of financial institutions in the wake of the recent global financial crisis. 2.2.1 Relationship between organizational structure and culture The organizational culture develops around the structure and the organizational culture can change when the management changes the worker to assign to the roles in the same structure. According to Shane Thornton (April 18, 2012), an organizations culture is an informal, collectively held grouping of ideas and values, as well as the type of workplace relationships and ways of doing things within the organization. Organizational structure is the way to arrange the management and the lines of the authority. It determines the performance within the company and helps the organizational culture run with the efficiency and consistency to create its own organizational culture. Conclusion At the end in this task, it defined the profit organization and non-profit organization of Deloitte. Besides that, it shows the specialization, departmentalization, chains of command, spans of control, centralization, decentralization and formalization of Deloitte. After that, it shows the organization culture such as attention to details, team orientation, people orientation, outcome orientation, aggressiveness and stability of Deloitte. Finally I show the relationship between the organization structure and culture. Introduction It defines the functions of the management within the Deloitte. And list the approaches of the leadership of Deilotte. 3.0 Management Management involves coordinating and overseeing the work activities of other so that their activities are completed efficiently and effectively. It performs the managers function within the Planning, Organizing, Leading and Controlling. Planning Planning defined the goals, establishing strategies to achieve goals, developing plans to integrate and coordinate the activities within the company. It is close connected with the creativity and the innovation, it also set up the objectives and develops the appropriate course of action to achieve these objectives. For an example, Deloitte plans to get a new video conferencing system to get close and communicate easily with all foreign branches to get the high decision making. Organizing It is arranging and structure work to accomplish the organizational goals. It shows that how the leader organize the team to achieve the goals according to the plans. Besides that, Deloitte organized the Nortel Network Ltd to apply the video conferencing system and the Nortel Network Ltd will carry on all the setting and performing of the video conferencing system. Leading It defined the working through people to accomplish goals. It means how the leader uses their skill to lead the group to achieve the goals and the successful. Leading requires to coach, assists, and problem solve with employees. Then, the Deloitte decided who will attend the video conferencing to get the decision making. Controlling It is a continuously work to monitoring, comparing, and correcting work to check the result against goals and make sure that it is following the plan. After that, Deloitte will use the video conferencing to control the branches performances and has a close contact with the branches. 3.1 Leadership Leadership is the art to motivate the group to against the goals. A recent article (Susan Ward) states that effective leadership is based upon ideas, but wont happen unless those ideas can be communicate to others in a way that engages them. Different managers can employ the different strategies to lead the employees to against the goals. According to David Ingram, transformational and transactional leadership are polar opposites when it comes to the underlying theories of management and motivation. Transformational Leadership It determined the management of the day-to-day operation and crafts strategies to the next level of performance and success. It will provide the opportunities for personal and professional growth for each employee if the transformational leader sets goals and incentives to push their subordinates to the higher performance levels. For example, in 1June 2011 Barry Salzberg is the global Chief Ececutive Officer of Deloitte Touche Tohmatsu (DTTL), he sets the strategies direction of the Deloitte global network and it comprises 47 member firms operation in 150 countries with approximately 200,000 people. Transactional Leadership It defined the normal flow of operations by more concerned with maintaining. The leader will use the rules to motivate employees to perform at their beast. It wont care in strategically guiding an organization to a position and these ledgers are solely concerned with conform all the performance flow. For example, Steve Almond is the Chairman of Deloitte Touche Tohmatsu Limiteds (DTTL) Global Board of Directors. He had served as Managing Partner of International Markets at Deloitte LLP in the United Kingdom and he looks after Deloitte United Kingdoms International relationship and activities. Conclusion At the end, it also shows the planning, organizing, leading and controlling based on the Deloitte and it determined the transformational leadership and the transactional leadership with Deloitte. Introduction It is going to discuss about how does Deloitte motivate and perform their employee to work for them. It defines the ideas that Deloitte provide to motivate to work hard to get the advantages. 4.0 Motivation and Performance Motivation is the process that account for an individuals intensity, direction and persistence of effort toward attaining the goals. An article (Kendra Cherry) states that motivation involves that the biological, emotional, social and cognitive forces that activate behavior. It describes the purpose that the person does something. The article from Deloitte (Ivana Ã…ËÅ"à ­hovà ¡, FinanÄ nà ­ management, May 2009) states that the motivation and compensation are part of a  series of articles focused on performance management where Deloitte experts introduce individual components of the integrated performance management system in companies. This article deals with motivation and compensation. According to the official website of Deloitte within the Human Capital, it states that they using the motivation tools available to a financial and non-financial and it also determined that if the employees do not feel close to the strategys value and direction and motivates to fulfill the companys designed goals, the company is not likely to successfully reach its goals. From the Deloittes official website, the financial rewards and financial compensation system are the motivation tools available to the employees of the Deloitte. A recent article (Carol Bainbridge), states that extrinsic motivation refers to motivation that comes from outside an individual and the motivating factors are external, or outside, rewards such as money or grades. Deloitte believes that the rewards system is the right driver to the employees perform the work commitment and employees performance. However, attention should be paid to non-financial incentive tool. It is more difficult to define these tools as an important role to motivate employees to perform. Broadly speaking, they can be included in the corporate culture. The reason is often the corporate culture which the employee expects in the company of their choice. Figure 1. Relationship between the employee and the wage the employee received of the Deloitte From figure 1, the employees quality is reflected in a certain component of the employees compensation. According to the performance management of Deloitte, they consider that the compensation aligned with success in fulfill the goals of the company and often also the goals of the team and the individual. So from the figure 1, Deloitte use the proportion of the individual components of the employee total based on the job and the job description. Besides that, Deloitte indicate the high position of the employee in the structure will get the high proportion. Conclusion At the end, Deloitte use the rewards and compensation to motivate the employee to work hard and show the benefit of the reward and compensation to drive the employee work hard. Introduction It is going to show what technology that Deloitte used to communicate to the foreign branches and its functioning. 5.0 The impact of Technology on Deloitte A technology system can drive an organization to efficiency and effectiveness. The efficiency based on how we do the things right so the organization wont waste the time to delay achieves their goals. Besides that, the effectiveness is defined to do the right things, it show that the organization know what they want to do. The case study from the assignment, it shows that the video communication is the way that the Deloitte costs down through the video communication when they reach more employees and branches. Video communication can help to cut down many costs such as traveling cast. According to the Yezdi Pavri (managing partner for Deloitte Canadas Toronto office), he said that being able to meet clients and colleagues in real time without travel is an efficient, effective and environmentally considerate way to address their needs. In a high telepresence room, all the branches who in the different country appear very close and the experience can get with being there with face to face. Nortel Network Ltd is a multinational telecommunication equipment manufacturer in Canada. Deloitte had chosen Nortel Networks Ltd to manage the service of the video conferencing. In a result, Nortel said that in a statement that a company that spends $23 million a year on travel can use telepresence and videoconferencing to recover 385,000 hours of lost productivity reduce its carbon footprint by up to 4,200 tons and save up to $7 million in U.S. dollars. So, the video conference can be more environmentally considerate and go to the green innovation. In contrary, video conferencing also has its disadvantages be the barrels to communicate with each other. Deloitte has 600 offices in more than 150 countries so the time equation is the barrel that Deloitte communicate with the foreign branches. Sometimes, if unlucky have an emergency problem and the branches of England need to contract to the Singapore branches; it may be will fail to get a communication because the time between England and Singapore differ at least 8hours. Besides that, installations of the technology in video conference need a high tech equipment to fix it. For Deloitte, if needs to install the equipment, Deloitte needs to pay for the head office and the all branches. Many feathers make a bed; Deloitte has more than 600 offices in the foreign countries. So Deloitte needs to pay for the payment within these more than 600 offices and it will become a huge expense. Conclusion Finally, it shows the Deloitte uses the video conferencing to communicate to the foreign branches. It also shows that the effectiveness and the efficiency of Deloitte. Besides that, it also consists the advantages and disadvantages of video conferencing.

Teaching - A Way to Make a Difference :: Education College Admissions Philosophy

Teaching - A Way to Make a Difference To me teaching is a way to make a difference in someone’s life. If it is emotional, knowledge base or physical, we as professionals should help the student be all they can be. The reason that I want to become a teacher is so that I can make a difference. I want to help students open many doors to their future. I feel that a teacher should be the person that twenty years down the road that we still inspire the student. I cannot say that I am basically just one of the philosophies. I feel that I am a mixture of many, of the philosophies. I believe in student’s freedom, using hands on approach, and focusing on what has happened in the past to cause us to study certain items. Teachers should be nontraditional, but still have traditional values. We as professionals should keep learning and to make learning exciting no matter what philosophy or theory we use. We are there to enrich the students’ life, to make learning exciting. The classroom will be set up in a way to make learning enjoyable not dreadful. I want to have centers for every type of learner that I have. The bulletin boards will informational but fun learning materials. I feel that a bulletin board should have items on it so that it catches the eyes of the student. By going into history as a professional I would like to see the students to have many different types of learning experiences. Students would do group and individual projects, so that they would learn how to work together and alone. In the classroom, I will set it up so that a student can rise to the sky like a balloon. When it comes to discipline in the class the rules and consequences will be posted and the beginning of the year. How they are set will be by asking the students what they feel the rules should be, and what should be done if they are broken. I feel that if they students feel they helped make the rules and consequences they will follow them more closely.

A criminologist Essay

A criminologist blames economic recession and complex financial system as major reasons for the rising white collar crimes in the U. S. â€Å"In huge numbers of cases, people are not aware that they have been victims of white collar crime, for example, subjected to illegally spewed out pollution, or that they have purchased products that are unsafe, or that they have been subjected to corporate price fixing, or to the consequences of commodity speculation, which is believed to be one significant factor in driving up the cost of gasoline at the pump.â€Å"Witnesses† of white collar crime who often do not realize that a crime has occurred , may be confused about what to do in response to it. And our traditional frontline enforcement agencies ha not been organized to monitor and respond to white collar crime. In this case principal gents who handle such cases play an important role in white collar crime. Informers & Whistle Blowers: Ethics Text #6. How can corporations ensure th at their employees behave ethically? An ethical culture should be a top priority of every business, large or small. The challenge for many organizations is trying to understand what it takes to build one. From an enforceable code of conduct, to ongoing training and communications, to an anonymous reporting hotline, companies can quickly implement ethics and compliance programs and solutions that foster an ethical culture across the enterprise. In many companies today, management is dealing with a hodge-podge of different personalities, belief systems, backgrounds, ethnicities and politic affiliations. These are just a few things that may impede creating a single unified system of ethics. While many may say that right and wrong is what should ultimately determine the culture, others will argue that what is right for the majority may not be right for the minority. Having an ethical culture is an important component to running an effective business today. In fact, with the current state of legal and industry regulations, from Sarbanes-Oxley to HIPAA, not only is having an ethical culture a good idea, it is now practically a requirement. Developing an ethical culture will take more than creating a list of company dos and don’ts; although that list will help. It will take more than issuing a code of conduct via email to a new hire; although that too will help. What it will take is a combination of things. On this page, we focus on the top six steps that have the most effective and direct impact on establishing an ethical culture. The six steps are as follows: 1. Establish an enforceable code of conduct 2. Initial and ongoing training 3. Regular communications 4. Anonymous reporting hotline 5. Enforcement/Action 6. Rewarding employees that live the culture 1. Establish an Enforceable Code of Conduct A code of conduct, often referred to as a code of ethics, is the foundation of any ethics program. The code of conduct should not be designed as a reaction to past missteps. An ethical culture is built upon the proactive efforts of the organization. The development of the code of conduct should be led by those at the top of the company, and should also include employees in the process. 2. Initial and Ongoing Training There is a phrase that has been used many times when it comes to training: â€Å"The day we stop learning is the day we die. † One of the most important aspects of developing an ethical culture is the ongoing training that companies can provide to executives and employees. The purpose of training is to help employees know what is expected of them and to help them understand that a strong ethical culture can protect the company’s reputation and actually enhance profits. Employees need to know that their ethical or unethical choices will have a direct impact on the success or failure of the company. In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud. 3. Regular Communications Once the policy has been executed and training has started, communicating aspects about the code of conduct can have a significant impact on the ethical culture. Many of these communications come through the human resources department, but the voice of the executive management team is critical in these communications. The goal of communications is to make ethics a live, ongoing conversation. If ethics is something that is constantly addressed, referenced frequently in company meetings, and in personal conversations among managers and employees, then people are more aware and more willing to defend the company’s policies when they see or hear of problems. Employees will hold other employees responsible and accountable for living the company’s values. 4. Anonymous Reporting Hotline The fact that an ethics hotline exists within many companies may be a surprise to their employees. The hotline number or Web site URL is often hidden in the back of an employee handbook or within the dusty binder labeled Corporate Governance. An anonymous hotline provides employees with a confidential way of reporting unethical or inappropriate behavior. Many people are not comfortable with reporting bad behavior for fear of being considered a â€Å"snitch,† possible repercussions if the guilty party learned of who reported him or her, or perhaps impacts on their job. â€Å"Unfortunately, more than two of five employees (42 percent) who witnessed misconduct did not report it through any company channels.Others may want to report their concerns, but are not comfortable going directly to a manager or fellow employee. This is why the anonymous reporting hotline is so important. In its 2006 Report to the Nation on Fraud and Abuse, the Association of Certified Fraud Examiners concluded that â€Å"Occupational frauds are more likely to be detected by a tip (34%) than by other m eans such as internal audits, external audits or internal controls. 5. Enforcement/Action A code of conduct has to be enforceable, and a company needs to take action when problems arise. Employees should be part of the enforcement and know if and when it has been violated. While 42 percent of employees are reluctant to report unethical behavior, the good news is that the ERC study also found that â€Å"the rate of misconduct is cut by three-fourths at companies with strong ethical cultures, and reporting is doubled at companies with comprehensive ethics programs. † Unethical behavior can have a damaging effect on a variety of aspects of a business, from brand reputation to bottom-line revenues. WorldCom’s and Enron’s names will forever be connected to accounting scandals that led to the Sarbanes-Oxley Act of 2002. Lockheed Martin was forced to pay $2. 5 million for knowingly looking the other way on alleged racial discrimination. Without enforcement, ethical guidelines listed in a corporate code of conduct are simply nice suggestions. 6. Rewarding Employees That Live the Culture The final step in developing an ethical culture is rewarding employees that behave ethically and live the culture that the organization is trying to instill companywide. With an ethics policy in place, ongoing training and communications, the ability to report unethical behavior and strict enforcement, an organization will have the structure in place that will leave little doubt the importance of ethical behavior. Like a manufacturing company that brags about its safety record with signs indicating how many days without an accident, companies should publicly congratulate their employees for adhering to the code of conduct. That performance could be rewarded in terms of a bonus based on how much money the company saved by not having internal issues or having to fight legal battles over unethical business or accounting practices. If an employee completes ethics training, is responsible for blowing the whistle on questionable activities, or provides unique ways for protecting the company’s confidential information, he or she should be recognized publicly by management. Employees need to know that creating an ethical culture is important to everyone from their direct managers to c-level executives.

Paulo Freire, Pedagogy of the Oppressed Essays

Paulo Freire, Pedagogy of the Oppressed Essays Paulo Freire, Pedagogy of the Oppressed Paper Paulo Freire, Pedagogy of the Oppressed Paper Everyone has a different way of learning. Some enjoy listening to lectures and taking notes, others enjoy having a hands-on learning experience, and there are other people that enjoy doing both.I will be discussing two learning techniques that Paulo Freire discussed in his analysis of a teacher-student relationship entitled, Pedagogy of the Oppressed. One of the techniques discussed is called the banking concept, and the other is called the problem-posing method. I willfirst discuss the concept of banking, where you have the students as depositories and the teacher is the depositor.With the teacher, or educator, as the narrator in the classroom, the students are lead to memorize what is said.For example, the educator may say, The square root of 100 is 10.Later, when asked what the square root of 100 is, the students will respond with the answer 10, without knowing how they got the response.To the teacher, the more information that is fed to the students, the better he or she is as a teacher. In education, there must be a solution of the teacher-student contradiction, but this solution cannot be found in the banking concept.In contrast, this banking system maintains the contradiction through the following practices: (1) the teacher teaches and the students are taught, (2) the teacher knows everything and the students know nothing, (3) the teacher thinks and the students are thought about, (4) the teacher talks and the students listen, (5) the teacher disciplines and the students are disciplined, (6) the teacher chooses and enforces his choice, and the students comply, (7) the teacher acts and the students have the illusion of acting through the action of the teacher, (8) the teacher chooses the program content, and the students adapt to it, (9) the teacher confuses the authority of knowledge with his or her own professional authority.

Strain Transformation Essays - Solid Mechanics, Tensors, Free Essays

Strain Transformation Essays - Solid Mechanics, Tensors, Free Essays Strain Transformation California State University, Northridge College of Computer Science and Engineering Department of Civil and Manufacturing Engineering STRAIN TRANSFORMATION Submitted to: Nazaret Dermendjian Submitted for: Applied Mechanics 340 Date requested: April 6, 1999 Date due: April 27, 1999 Date submitted: April 27, 1999 The following report will be on Strain Transformation. Strain transformation is similar to stress transformation, so that many of the techniques and derivations used for stress can be used for strain. We will also discuss methods of measuring strain and material-property relationships. The general state of strain at a point can be represented by the three components of normal strain, x, y, z, and three components of shear strain, gxy, gxz, gyz. For the purpose of this report, we confine our study to plane strain. That is, we will only concentrate on strain in the x-y plane so that the normal strain is represented by x and y and the shear strain by gxy . The deformation on an element caused by each of the elements is shown graphically below. Before equations for strain-transformation can be developed, a sign convention must be established. As seen below, x and y are positive if they cause elongation in the the x and y axes and the shear strain is positive if the interior angle becomes smaller than 90. For relative axes, the angle between the x and x' axes, q, will be counterclockwise positive. If the normal strains x and y and the shear strain gxy are known, we can find the normal strain and shear strain at any rotated axes x' and y' where the angle between the x axis and x' axis is q. Using geometry and trigonometric identities the following equations can be derived for finding the strain at a rotated axes: x' = (x + y)/2 + (x - y)cos 2q + gxy sin 2q (1) gx'y' = [(x - y)/2] sin 2q + (gxy /2) cos 2q (2) The normal strain in the y' direction by substituting (q + 90) for q in Eq.1. The orientation of an element can be determined such that the element's deformation at a point can be represented by normal strain with no shear strain. These normal strain are referred to as the principal strains, 1 and 2 . The angle between the x and y axes and the principal axes at which these strains occur is represented as qp. The equations for these values can be derived from Eq.1 and are as followed: tan 2qp = gxy /(x - y) (3) 1,2 = (x -y)/2 [(x -y)/2]2+ (gxy/2)2 }1/2 (4) The axes along which maximum in-plane shear strain occurs are 45 away from those that define the principal strains and is represented as qs and can be found using the following equation: tan 2qs = -(x - y) / 2 (5) When the shear strain is maximum, the normal strains are equal to the average normal strain. These values are determined from the following equations: gmax / 2 = [(x - y) / 2]2 + (gxy / 2)2}1/2 (6) avg = (x + y) / 2 (7) We can also solve strain transformation problem using Mohr's circle. The coordinate system used has the abscissa represent the normal strain , with positive to the right and the ordinate represents half of the shear strain g/2 with positive downward. Determine the center of the circle C, which is on the axis at a distance of avg from the origin. Please note that it is important to follow the sign convention established previously. Plot a reference point A having coordinates (x , gxy / 2). The line AC is the reference for q = 0. Draw a circle with C as the center and the line AC as the radius. The principal strains 1 and 2 are the values where the circle intersects the axis and are shown as points B and D on the figure below. The principal angles can be determined from the graph by measuring 2qp1 and 2qp2 from the reference line AC to the axis. The element will be elongated in the x' and y' directions as shown below. The average normal strain and the maximum shear strain are shown as points E and F on the figure below. The element will be elongated as shown. To measure the normal strain in a

Design for Environment Assignment Example | Topics and Well Written Essays - 2000 words

Design for Environment - Assignment Example Also the regulations for environmentally friendly cars, the improvements in design of these green cars, the emission characteristics have been discussed. I. Recyclable household items: According to an article by Kat Long (2010), the most commonly recyclable house hold items are paper , cardboard, plastic, metals, glass, E- wastes, printer cartridges and batteries. Plastics: Recycling of plastic wastes has become a prime concern due to poor biodegradability of the materials used. According to Achilias.D. et al (2008), â€Å"Polyolefins (LDPE, HDPE, PP) are a major type of thermoplastic used throughout the world in such applications as bags, toys, containers, pipes (LDPE), houswares, industrial wrappings and film, gas pipes (HDPE), film, battery cases, automotive parts, electrical components (PP).† While the condensation polymers can be easily recycled, the addition polymers like PET (Poly Ethylene Terephthalate) are difficult to recycle (Karayannidis and Achilias, 2007). Achili as and Karayannidis (2004), propose a thermochemical recycling called pyrolysis that produce liquid form like gasoline. Sustained Plastic waste management involves the mechanical or chemical methods in which the polypropylene and polyethylenes are converted into useful end products. In mechanical recycling, the polymer is dissolved in a solvent and is separated. Achilias.D. et al (2008) claim that the polymer recovery can be greater than 90% by the choice of proper solvents. The end product quality has been examined by Fourier Transform – Infra Red (FTIR) and Differential Scanning Calorimetry (DSC). The end products of these recycling methods include hydrocarbon gases and oils, which can be again reused as feedstock in petrochemical plants. E – waste: E wastes are primarily the old unused computers, cell phones and other electronic gadgets. In the official website of Apple, ( iMac and the environment, ) , it is stated that the challenging task faced by the computer ind ustry with respect to environmentally friendly design is the use of materials involving mercury, arsenic, phthalates, brominated flame retardants (BFRs), PVC in their products and copper wires. The first E-waste recycling was introduced in Switzerland and later followed by the European Union with the â€Å"Waste Electrical and Electronic Equipment Directive† (WEEE Directive, 2002/96/EC). One crude method of recycling the wires include burning the wires together to extract copper from them. Researchers say that these crude methods may lead to more contamination of air, soil and water. This drives the manufacturers of electronic goods to opt for environmentally friendly materials like mercury free backlighting and display glasses that are free from arsenic. Also choosing materials that are thinner, smaller and lighter enables lesser materials to be used. This reduced usage of materials leads to lesser green gas emissions. (The story behind Apple’s environment footprint, www.apple.com/environment/ ). The manufacturers also undertake a complete life cycle assessment of the product with respect to environmental factors. They also use hybrid methods that save energy by reducing the consumption of energy. For example, Apple proposes three techniques for reduced energy consumption. They are efficient power supply, proper power management and using low

Friendship and companionship Essay Example | Topics and Well Written Essays - 500 words

Friendship and companionship - Essay Example It clearly shows how close two friends can be. The author was attracted to Queequeg because of his traits and unexpected behavior which is child like and got attracted and started observing his funny behavior by staring at him. His mental ability was so less that he can count only up to fifty. Then he starts counting from one again. By the understanding of the story it is clearly evident the kind of friendship between an innocent friend and a person with good presence of mind. Friends can be so close that they can share literally any thing between them from money to clothes. The story can be a lesson to the friends who regularly argue and fight every now and then. An eye opener, an ideal character, goodness and loyalty at heart. In today's age where gay couples are expressing their love openly, friends like Queequeg and the author are so intimate with each other but with out creating situations like Gay couples. The story idolizes that even money cannot part two friends. For example: when Queequeg took his thirty cents of silver from his pocket and mechanically divides then into half and puts in the pocket author. The author was actually spell bound with the gratitude of the Queequeg. Friends can be so close at times that they share the same bed together. A friendship like this can make an atheist to pray to god.