Epic Heroes Essays - Ancient Greek Religion, Epic Cycle,

Epic Heroes Furthermore, we have not even to risk the adventure alone, for the heroes of all time have gone before us. The labyrinth is thoroughly known. We have only to follow the thread of the hero path, and where we had thought to find an abomination, we shall find a god. And where we had thought to slay another, we shall slay ourselves. Where we had thought to travel outward we will come to the center of our own existence. And where we had thought to be alone, we will be with all the world. Joseph Campbell, The Power of Myth Heroes have been popular throughout the existence of human beings because that's what's worth writing about (Campbell 123). Hero myths help us to evolve into better humans by learning from the trials and triumphs of the hero. In classical Greek literature, the epic hero can be defined in terms of the contrasting characters of Achilles and Odysseus, the two most important figures in Homer's great epic poems The Iliad and The Odyssey. The two heroes represent the two different types of heroes that we have, a hero with a spiritual deed and a hero with a physical deed: There are two types of deed. One is the physical deed in which the hero performs a courageous act in battle. The other is a kind of spiritual deed, in which the hero learns to experience the supernormal range of human spiritual life and then comes back with a message. (Campbell 123) Achilles, the greatest warrior of the Greeks in the Trojan War, is actually a demi-god rather than a human hero, having been dipped in charmed waters by his mother and given the gift of invulnerability. He represents the physical deed. Odysseus, on the other hand, is a fully human character, and his heroism consists more in his cleverness, boldness and cunning than his martial ability. He represents the spiritual deed. The contrast between these two models of the epic hero could not be stronger, for although Achilles is godlike and almost immortal in his fighting prowess, he remains childish and petulant in his personality, even in the moment of his greatest triumph he lacks the nobility and generosity expected of a truly great hero. The man of many ways Odysseus, however, rises above his purely human limitations to achieve a much greater destiny, triumphing over the dangers of war and wandering to come home to his wife and family. Achilles, the first tragic hero in literature, depicts both sides of human nature: Achilles personifies what is best and worst in human nature. He is at his best when he?offers compassion and consolation that reveal his profound understanding of the human condition. However at his worst he behaves like a selfish child and acts like a brutal beast. (Rosenberg 121) We observe the more unpleasant aspects of Achilles' character shortly after we first encounter him in The Iliad, during his quarrel with Agamemnon over the possession of a concubine. Before the assembled Greek leaders, Achilles complains that he never gets his fair share of the prizes, that the Achaeans do not give him sufficient honor, and that he has grown weary of fighting the Trojans, since to me they have done nothing (Lattimore, 1967:63). When Agamemnon decides to teach him a lesson and take his concubine Briseis from him, Achilles demonstrates a fit of temper and warns all the Greeks that they will be sorry they refused to cater to his desires: And then you will eat out the heart within you in sorrow, that you did no honour to the best of the Achaeans (Lattimore, 1967:65). Then he leaves to sulk in his tent. Achilles unarguably is indeed the best of the Achaeans in combat, but since he is the son of a goddess and blessed with invulnerability in battle, heroism is not the quali ty that makes him a great warrior. His counterpart among the Trojans, Hector, in truth, is a much nobler character-- loving to his parents, wife and children, fearless in battle, and willing to sacrifice everything for his people. In comparison with Hector, Achilles resembles something of a mama's boy; in fact, we see him crying to his mother Thetis

Defining Millennials and Theyre Role in the Workforce

Defining Millennials and Theyre Role in the Workforce Millennials, like baby boomers, are a group defined by their birth dates. A millennial refers to someone who was born after 1980. More specifically, Millennials are those born between 1977 and 1995 or 1980 and 2000, depending on who is writing about this generation at the moment. Also referred to as Generation Y, Generation Why, Generation Next, and Echo Boomers, this group is quickly taking over the American workforce. As of 2016, nearly half of the countrys employees fall between the ages of 20 and 44 years old. Estimated at 80 million, millennials outnumber baby boomers (73 million) and Generation X (49 million). How Millennials Grew Up The nickname Generation Why refers to the questioning nature of millennials. They have been taught to not take everything at face value  but to really understand the reason why something is. An increase in available information thanks to the internet has only fueled this desire. Some of this is due to the fact that this is the first generation to have grown up entirely with computers. Even many born in those disputed years of 1977 to 1981 had their first interactions with computers in elementary school. Technology has played a great role in their lives and it progressed quickly as they grew up. For this reason, Millennials are at the forefront of all things tech. Raised during The Decade of the Child, Millennials also benefitted from greater parental attention than in generations past. Quite often, this included fathers who were more involved in their childrens lives. Their childhoods have influenced their understanding of gender roles in the home and the workplace as well as their future expectations. The Desire for Meaningful Work Millennials are expected to create a cultural shift in the workplace. Already, Millennials have expressed a desire to pursue work that is personally meaningful. They tend to resist corporate hierarchy  and are accustomed to getting work done in a variety of environments- not simply sitting at their desks.   Flexible scheduling is of great appeal to millennials who place a high value on work-life balance. Many companies are following this trend by providing an employee-centered workplace that is flexible in both place and time. This generation is also changing the traditional approach to management. Millennials are known as multitasking team players who thrive on encouragement and feedback. Companies that can appeal to these attributes often see great gains in productivity. Millennials Are Closing the Wage Gap The millennials may also be the generation that closes the gender wage gap by the time they retire. Although women typically earn 80 cents for every dollar a man makes, among the millennials that gap is closing tighter.   Every year since 1979, the U.S. Department of Labor has issued a report on the annual average of womens earnings compared to that of men. In 1979, women earned just 62.3 percent of what men did and by 2015, that reached 81.1 percent. In that same 2015 report, women in the millennial generation were earning as much, if not more, on average each week than older women. This trend shows a significant increase in skilled labor jobs that have opened up for women in the workforce. It also tells us that millennial women are competing more and more with their male counterparts in a technologically-driven society. Source Highlights of womens earnings in 2015. November 2016. Bureau of Labor Statistics, United States Department of Labor.  https://www.bls.gov/opub/reports/womens-earnings/2015/home.htm

Analyzing WordPress Security Essay Example | Topics and Well Written Essays - 2000 words

Analyzing WordPress Security - Essay Example In addition, at the present, there have emerged a number of dangerous automated security breaches and threats that take advantage of newly discovered privacy and security issues and vulnerabilities in WordPress. Until now, WordPress has been dealing with the security holes by releasing updates within a few days To date, WordPress has been dealing with the security holes by releasing updates within a few days of latest updates being established, however in the last few days new updates have come into view that nobody seems to have answers for.1 This report discusses different aspects of WordPress security, such as information security, breaches and possible security attacks. This report outlines a number of security aspects and possible kinds of attacks on WordPress websites. This report also discusses the reasons behind security attacks. This report will also present the potential solutions and paramours we can formulate for the effective security management while using the services of WordPress. Moreover, this report also outlines some real world examples of WordPress security and privacy breaches. ... In this scenario, divided security based vulnerability on one of the development web servers allowed a security hacker to initiate usable dirty code in the form of a back door to a number of downloads of WordPress version 2.1.1. However, the WordPress version 2.1.2 was released to deal with this problem. It was a recommended released at that time directed all the clients to improve instantly.2 In 2007, a research study outlined that 98 percent of WordPress blogs being executed were exploitable for the reason that they were operational out-of-date and using an unverified edition of the software. In June 2007, Mr. Stefan Esser, who was the initiator of the PHP Security Response Team has given an interview in which he seriously stated on the WordPress's security track record, stating issues with the system's architecture that made it gratuitously hard to write code that is protected from SQL injection vulnerabilities, and a number of further issues. Since then, WordPress has always been struggling for improving the overall privacy and security. In this scenario, the latest versions of the Wordpress offer additional features to deal with security issues. There were also some issues with the security plug-ins like that WP safety, WP safety Scan and a lot of other features.3 Attacks against WordPress This section presents an analysis of the security and privacy attacks that can be used against the WordPress website. In this scenario, the cross-site scripting is one of the most often seen web application vulnerabilities. Basically, vulnerability allows the security attackers to add dirty and malicious web scripts into the web sites. In this scenario, the malicious

Impact of different variables on the economic growth of Sweden Dissertation

Impact of different variables on the economic growth of Sweden - Dissertation Example This paper has conducted a comprehensive research on finding out the effects of tax policies, employment and wages on the level of economic growth of Sweden. Using empirical data, it has been found that economic growth of Sweden does not depend on tax policy, employment status and wages. I. INTRODUCTION Sweden is a very economically significant country in the world. Although it is a very small country, it experiences significant economic growth. A very interesting thing to note about Swedish economy is the dispute over the character of the economic system of Sweden. Its economic system can not be characterized as a complete socialism or pure capitalism. In Sweden private sector dominates in all production areas. In fact, around ninety percent of total production in this country is produced in private sector. Looking at the dominance of private sector, it seems that there prevails full corporatism in Sweden. But the interesting thing is that majority of production in private sector, a round fifty percent, is exposed to state controls. Looking at this nature of Swedish economy, it is some times characterized as a system of welfare state socialism. Some, however, like to view this system as welfare state corporatism. ... Government undertakes various policies relating to tax, employment and wages. Tax accounts for a major place in fiscal policies. While in one hand, tax is an important source of revenue to the government, on the other hand it also reduces consumer purchasing power by reducing disposable income. Hence, changes in tax policy will definitely have effect on consumer purchasing behavior, and therefore, on aggregate demand of the economy and consequently on GDP of the country. Employment and economic growth has a strong association as well. In fact, there is a cyclical relationship between employment and economic growth where both are dependent on one another. While the level of employment of a country is dependent to a large extent on the level of economic growth, economic growth is also affected by various employment policies. Economic growth of a country is also related to wage level. While some think that a path of low wage can lead to economic growth, some others feel that a high wage economy is more efficient in achieving higher growth. Hence the level of growth of an economy is also dependent on wage policies taken by the government. In Sweden government has a significant role to play in controlling various economic operations. Hence, economic growth of Sweden can well be expected to be dependent on various economic policies undertaken by the government of the country. Hence, it can be assumed that governmental policies in the areas of taxes, employment and wages, produce some impact on economic growth. Aim and objectives It would be, therefore, quite interesting, to find out how tax policies, employment and wages affect economic growth of Sweden. Since the economy of Sweden can not be characterized as a nation which is fully controlled

Motivation Essay Example | Topics and Well Written Essays - 500 words - 3

Motivation - Essay Example His vision is geared to improve the existing working dynamics within his organization as well as to properly scrutinize the effects of productivity as per the domains of the organization. Rewarding employees for the sake of motivation could work wonders for them since these employees are mostly dependent on fiscal and economic upheavals within their lives. If the entrepreneurial firm understands these concerns, it would not be wrong to suggest that growth and development within such reins would happen in a very quick way. The employees will understand the fact that the organization is sincere towards their working basis and hence it makes all the more reason for them to remain loyal and dedicated as per the cause of the entrepreneurial firm itself. This will thus form a symbiotic relationship – where each of the stakeholders within the organization itself will look to provide benefit to the other party (Brewer, 2000). An entrepreneurial firm must be proactive in its approach towards motivating its own employees as this will manifest its attachment with the work processes, business realms and so on. If this firm does not pay proper heed towards the concerns of the employees and has no interest in motivating them on a consistent basis, it is a given that the employees will either start taking their work for granted or would leave their respective jobs and pursue their careers elsewhere. An entrepreneurial firm cannot afford such inactions and needs to devise policies and mechanisms through which growth levels could be further boosted (Wright, 2001). This can however exponentially increase and in a dramatic way if motivation comes about in full circle. If the rewards are in monetary terms, the employees appreciate the concern shown by the organization itself. Also at times, promotions and other incentives like bonuses, added privileges, etc are given to the employees who in essence get

Systematic Review Dignity In Care For Adults Nursing Essay

Systematic Review Dignity In Care For Adults Nursing Essay Introduction: Dignity is a broad and complicated notion that can be used in legal, religious, bioethics, scientific and political contexts with different meanings. The term dignity signifies that a person has a birthright of being respected and treated morally and ethically by others. Dignity implies that people should be treated in such a manner that they feel their value and worth as individuals within the societal context (Soulen and Woodhead 2006). Dignity can be elevated and alleviated by several factors in a healthcare facility. These factors include the facility culture, surroundings and environment, attitudes and behaviour of caregivers and the practice of care being carried out in the facility. People feel more comfortable, confident and in control for making various decisions on their own in the presence of dignity but if there is a lack of dignity they may feel discomforted, devalued, embarrassed and humiliated (Weisstub and Pintos 2007). Dignity is concerned with how people feel, think and behave in relation to the worth or value of themselves and others. To treat someone with dignity is to treat them as being of worth, in a way that is respectful of them as valued individuals (RCN, 2008). As dignity creates a sense of comfort and control, it is quite important that caregivers in medical institutions realise the importance of dignity while giving care to adults with learning disabilities. The proposed research will analyse the literature associated with dignity in care for adults with learning disabilities in the United Kingdom. The study Aim: The primary aim of the proposed research is to analyse the meaning, perceptions and quality of dignity in healthcare with respect to adults who have learning disabilities in the United Kingdom and study the range of healthcare services available for adults with learning disabilities. The Study Objectives: To assess challenges of access, inclusion, choice, attitudes and legislation faced by adults with learning disabilities in healthcare. To determine whether dignity in care for adults with learning disabilities exists in reality as proposed and promoted by the UK Department of health or not. To understand and compare the types of health care services offered and available to adults with learning disabilities. To analyse the quality of healthcare provided to adults with learning disabilities in the United Kingdom and inequalities faced by them. The following section of the research proposal will discuss the literature as methods and methodology used to achieve the research aim. As it is systematic literature review in general and as it used to this study in research particular. Methodology: Research methodology is an important aspect through which researches are conducted. A research methodology will actually depict that what is the appropriate approach of conducting a research and which research strategy will be applied in this research. In the similar manner it would also depict that which data will be collected for the research and how it will be collected. This entire research would focus on learning disabilities with adults and the issue of dignity will also be addressed in this research. The main objective of this research is to understand the issues of meaning, perceptions and quality related to learning disabilities and how dignity of these individuals is affected. The primary method that will be utilised in this research is based on systematic literature review which is useful for several reasons such gives a genuine, clear idea about the issue being studied. This method is implemented in this research because it would definitely be helpful because of several reasons. First and the foremost reason is that it would give a clear about the issue that is being studied. Wolf (2008) presented an idea about that systematic literature review that philosophy of science, development of health related materials etc can be analysed through systematic literature review. In the similar manner it gives a genuine and a clear idea about the issue that is being studied. Through this approach findings can be properly analysed and systematic literature review helps the researchers in the decision making process. Wolf (2008) believed that through this approach the information that is collected for this research can easily be summarised. The benefits of this approach would be that past researches can easily be utilised and this would definitely reduce the cost of researching. Another important factor for choosing this approach is the benefit of time that is at tached with systematic literature review. According to Britton and Jonsson (2004) systematic literature review is actually a cost effective approach for conducting a research. Both the researchers agreed with Wolf (2008) that generalisation and collection of data in this approach is quite simple and easy as compared to other approaches. Therefore, it can be said that because of these benefits this approach of systematic literature review is selected for this research. Ethical Considerations: Ethics is the term used for differentiation of right over wrong, good over evil and signification of justice or equality in the general behaviour or actions of individuals in a society (Hinman 2007). Confidentiality and privacy of individuals participating in a research is quite important especially if the research topic is quite sensitive as the case is with dignity in care for adults with learning disabilities. The researcher needs to understand and realise the seriousness of ethical issues and considerations in such a research. Although there is a danger of participants being named or personal information being compromised, the approval from the ethical issues committee is not necessary, as the proposed study will only present a systematic literature review of the data already accessible by public. The information collected in the proposed research will only be used for research purposes and real identities will be replaced by codes or false names when required. The following sect ion provides an analysis of literature relevant to the research topic that will be used in the proposed research. In this research proposal, there is no need to seek the prior approval of the research ethical issues committee because the study will be beleaguered to summarise the related literature only. All the subjects included as a part of the literature review and studied / observed are free from any such biases. This research does not use any kind of personal information of patients or people suffering from learning disabilities and hence there is no incidence of violation of rights on moral or ethical grounds. Study of the Literature: According to The UK Department of Health (2001) learning disability is a combination or collection of several disabilities and disorders. These disabilities may include disability to understand new information or skills, impaired function in society and an onset of any disability that started before adulthood and had a lasting effect. Learning disability or intellectual disability also referred to as learning difficulty in the United Kingdom is quite difficult to explain as it covers a broad collection of disorders or disabilities that people may face. These disabilities include but are not limited to challenges in processing information, understanding written or spoken language and other challenges that may affect quality of life (Corley and Taymans 2002). This notion by Corley and Taymans (2002) is backed by Turnbull and Chapman (2010) who suggest that people with learning disabilities face several problems in understanding and processing complex information and face challenges in developing new skills. These descriptions of learning disabilities indicate that adults with such disabilities may have difficulties in processing information in several social circumstances including healthcare. This implies that adults with learning disabilities will have a higher degree of healthcare needs as opposed to people with no learning disabilities at all. McGrath (2010) argued in an extensive literature review that people with intellectual disabilities have greater healthcare requirements as compared to the general population. While explaining the nature and intensity of these healthcare needs he argues that the health care needs of people with intellectual disabilities are more complex in comparison with the general population and can result in premature death, which could otherwise be prevented through effective care. This argument by McGrath (2010) is also backed by several other researches conducted in the context of healthcare needs of people with learning disabilities (Michael 2008; Leyshon et al. 2004; Cooper, Melville and Morrison 2004; Paxton and Taylor, 1998; Nocon, Sayce and Nadirshaw 2008). Gaskell and Nightingale (2010) also agree with McGrath (2010) regarding the greater healthcare needs of people with learning disabilities. They suggest that healthcare needs of adults with learning disabilities tend to be higher in comp arison to the general population due to a variety of reasons including visual and hearing impairment, challenges in mobility, heart conditions, diabetes and osteoporosis. The greater needs for healthcare of adults with learning disabilities are also perceived by caregivers as Vecchio, Cybinski and Stevens (2009) in their study analysed the effect of disability on needs of caregivers. They implemented descriptive statistics and regression analysis to conclude that caregivers of adults with disabilities indicated that they required assistance while providing care to such adults. It was also concluded in the study that the needs of adults with learning disabilities were even greater than the needs of adults with physical disabilities with respect to healthcare (Vecchio, Cybinski and Stevens 2009). Adults with learning disabilities face several challenges with respect to societal factors including unethical treatment, abuse, undue pressure in interpersonal communication and biasness from the general population due to their specific disability (Slater 2005). Slater (2005) argued that the most prominent challenges with respect to societal factors in healthcare were neglect, poor treatment and abuse by caregivers. He argues that adults with learning disabilities have every right to dignity in life as the general population and should not be subject to abuse due to a specific disability. The Department of Health (2001) provides a clear strategy regarding treatment and care of elderly people especially when they face challenges due to learning disabilities. The recommendations presented by Slater (2005) are in line with the department of health framework with respect to poor treatment and abuse. The framework clearly outlines that dignity should be a top priority in healthcare where people should be treated in an ethical, moral and respectful manner. The importance of dignity and equality in healthcare services is iterated by another report of The Department of Health (2002) by implying the importance of fair access to care services irrespective of age and any disabilities a person may have. Philp (2007) recommended that dignity in care should not be an afterthought and caregivers should understand and realise the importance of dignity in healthcare of adults with learning disabilities. He suggests that caregivers are very busy and they need to incorporate dignity into the overall framework for providing care. In his study, Philp (2007) emphasised the need for treating adults with respect and integrity while giving them a sense of freedom and control over their actions and behaviour. He concluded that there are various forms of abuse and caregivers need to provide care with thorough understanding and realisation of dignity in care of adults with learning disabilities (Philp 2007). Holland (2000) on the other hand, analysed how ageing affects people with learning disabilities with respect to social, psychological and biological issues. He argued that adults with severe learning disabilities faced more challenges in later parts of life with respect to services as compared to adults without any disabilities. He concluded in his study that gaps were present in the healthcare and social services provided to learning disabilities and the standards established by the department of health (Holland 2000). This implies that albeit healthcare providers may focus on providing the most effective quality of services but improvements can still be made to make the quality of services more effective especially with respect to dignity in care. Batesa and Davis (2004) in their study of social inclusion and services for people with learning disabilities presented several societal challenges faced by adults with learning disabilities. These challenges include hindrance in local community participation, perceptions of general population, problems in safety and trust, limited access to social networks and limited access to services being offered. The study indicates that these challenges are faced by adults with learning disabilities mainly due to the perceptions of community and general population with respect to these people. The research concludes that social capital concept provides an effective model for services that focus on promoting social inclusion of adults with learning disabilities (Batesa and Davis 2004). The concept of social capital, which is based on social networks, and standards of trust and reciprocity Batesa and Davis (2004) can also be implemented in healthcare for adults with learning disabilities for bet ter outcomes. Health care services are of utmost importance to individuals who are suffering with different learning disabilities. McGrath (2010) believed that people with learning disabilities needs health checks to monitor the discrepancies they have. Annual health checks is a type of health care service that is offered and available to adults with learning disabilities. Usually, people who are facing these difficulties are less likely to receive continuous screening and they have less frequent routine checks. That is the reason why annual health checks should be offered by different health care institutions so that they can benefit from it in both the short and the long run. However, a concern is that whether these health checks are needed or not because if they are not viable enough so there is no need to have an exercise that would engage them in such activity. Albroze (2005) discussed that these annual health checks are very important because they assist the patients in every aspects and peo ple who are suffering from these difficulties can gauge that what is their current situation. People who have learning disabilities usually live in communities and they have the right to access different mainstream health care services. Deshler, Schumaker and Bulgren (2001) discussed that individual importance should be given to people who are suffering with learning disabilities and this can be considered as a health care service. Nurses should be effectively trained in this regard and they should help the individuals who are facing learning difficulties. These researchers also believed that equal health care services should be provided to patients who are suffering from learning disabilities. In the similar manner disability awareness should be given to them in different regards like trainings and workshops should be organised so that they can easily benefit from these activities. Certain special health care services should be allotted to those individuals that have complex and special needs (Bergmark, Parker, Thorslund, 2000). In the similar manner, certain action plans should be developed for this cause so that all these health care services would be implemented in a proactive manner. Besides certain annual che cks individuals suffering from learning disabilities should be offered regular checkups. This will provide an equal opportunity to learn about their health and they can lead a happy and a prosperous life. Certain picture-based books should be provided to them so that they can learn how they can face different complex situations (Deshler, Schumaker and Bulgren 2001). Emerson, Davies and Spencer (2005) analysed that learning disability in adults is a condition that is quite long lasting. A survey showed that about 62% of all the people who are suffering from this disability live with their parents or with their relatives. Similarly, 30% of the people especially adults live in certain form of residential care or they live with people who are also suffering from learning disabilities. However, only 7% of the people live with their partners or they live alone. There are different inequalities faced by adults when they are receiving health care facilities. Michael (2008) believed that at times people receive unequal health care treatment and this can be considered as an important issue for people who are providing learning disabilities and for those who are accessing it. People that are facing learning difficulties are not always offered the same level of services and treatment as the general population. People and health care service providers assume certain things when they are dealing with individuals facing learning disabilities (Kuntz, Minnes, Garcin, Martin, Lewis, Holden, 2005). In the similar manner the routine health care services received by these adults over the year in the United Kingdom is patchy too. Finally, people who are suffering from learning disabilities as not served and perceived as a priority (Michael 2008). Cooper, Melville and Morrison (2004) believed that people who are facing learning difficulties face unequal atmosphere. They are not treated as equal citizens in many conditions and this creates a sense of inequality in them. People with learning disabilities are discriminated in the society and there are different health care professionals who do not understand much about learning disabilities. In the similar manner many professionals in the society are not familiar with the laws associated with capacity to consent. There are certain professionals who are aware with this scenario but most of them do not consult the family of these individuals who are suffering with learning disabilities (Corley and Taymans 2002). Individuals that are suffering with learning disabilities may not understand the significance and importance of health care screening or it is highly probable that they may not recognise the symbols of ill health. This factor might create issues for the carers in both the s hort and the long run. Therefore, people with learning disabilities should be dealt with extreme care and the level of dignity should be maintained so that they can lead a healthy and a prosperous life. Summary: The primary aim of the proposed research is to analyse the issues related to dignity in healthcare with respect to adults who have learning disabilities in the United Kingdom and study the range of available healthcare services. This primary aim will be accomplished by achieving several underlying objectives. All the researches that were analysed in the literature review depict that adults with learning disabilities face several challenges especially with respect to dignity and they should be dealt with extreme care. There are certain discrepancies and difficulties in this regard and there should be a proper equal approach adopted to care for adults with learning disabilities. It was also stressed in this research paper that dignity of these individuals is the main issues and once the dignity of these individuals are present they can live with self respect in the society. Relevance to Practice: The entire research would be quite useful in enhancing the level of dignity in adults who are suffering from learning disabilities in United Kingdom. However, one of the major points that should be focused by different agencies and social workers would be how fast and effectively they can implement all these processes. A significant amount of research has been conducted in this regard but the reviewed literature shows several gaps in standards laid down by government health authorities and current practices. The proposed research will be helpful in filling these gaps. The proposed research would be beneficial for adults who are facing with learning disabilities and it would be beneficial for caregivers who are planning to implement these processes.

12th Night - Orsino Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  William Shakespeare’s Twelfth Night depicts the trials and faults of several characters’ loves. There are many downfalls and unrequited loves, and the story basically ends up in a confusing love triangle. He especially shows the many quirks of Orsino in his quest for winning the true love of Olivia. In this play, the reader can easily understand the many mistakes that Orsino makes in love.   Ã‚  Ã‚  Ã‚  Ã‚  For a majority of the play, Orsino is very oblivious to the fact that Cesario is actually a woman. Viola, disguised as Cesario, makes many comments to him that could possibly lead him to finding out her secret. For example, when Orsino asks what kind of woman Cesario loves, she replies â€Å"Of your complexion† (2.4.27). Orsino does not catch this, but describes that one should love a woman younger than himself. â€Å"For women are roses, whose fair flower Being once displayed, doth fall that very hour† (2.4.40-41). This is most likely a positive point for Viola, being that she is clearly younger than Orsino, and once the disguises are taken away, he will realize that he can love her. Orsino 1 actually describes a platonic love between himself and Cesario. This is a hint to the reader that the unveiling of Viola could, in fact, lead to a true love. For instance, Orsino tells Cesario â€Å"If ever thou shalt love; in the sweet pangs of it remember me† (2.4.13-14). This is almost ironic, and foreshadows the follies yet to come including the growin...

Performance Management & Reward System

Performance Management â€Å"How I get my people to do what I want them to do, in the way I want them to do it! † Performance management (PM): Organisations that take performance management seriously, manage a range of different but inter-related topics: †¢Mission †¢Vision †¢Strategy †¢Business plans †¢Values (how people should and should not behave) †¢Culture in which improving performance is valued and developed †¢Monitoring of performance – at individual, unit and Team levels †¢Feedback of that monitoring to staff †¢Clear goals †¢A set of competencies Appraisal discussions †¢Personal development (training, coaching, reading, sittings etc) †¢Management development †¢Good job design †¢Team working (interaction and mutual responsibility) †¢Extrinsic reward and recognition (basic pay, performance pay, awards, saying ‘well done’)†¢Intrinsic rewards (the satisfaction from doing a w orthwhile job reasonably well) †¢Effective remedies for under performers. Performance management levels: †¢Organisation †¢Department †¢Unit †¢Team †¢Individual Data collection for PM: Data is collected at four levels: Inputs: Staff time, budget, data, consumables, energy, and equipment †¢Processes: Support, sales, teaching, research, paperwork, IT, purchasing etc. †¢Outputs: Customers served, bills paid, items sold, students helped, degrees awarded, research written up †¢Outcomes: Profit in a commercial enterprise or service delivery in a service organisation (usually assessed through customer satisfaction).Rules for monitoring performance: (a) Objective: †¢Introduce monitoring as one part of a bigger drive to improve customer experience. (b) Positive: †¢Seek information to improve the customer experience and not to blame people. c) Involvement: †¢Involve responsible people to work on the monitoring, as a part of their driv e to improve the customer experience. †¢If you choose items to monitor and impose those, staff will probably be de-motivated and performance will drop. †¢Treat your staff as professional, responsible and motivated (d) Outcomes: †¢Measure outcomes in preference to outputs. (Governments are obsessed with outputs – numbers of patients treated, lengths of waiting lists, numbers of students receiving degrees, numbers of children who can read and write etc). (e)Tough: Challenge those who like the fuzziness of not knowing how they are doing. (f) Choosy: †¢Pick only the most important factors to monitor as too many measures will be Counterproductive. (g) Numbers: †¢Measure performance numerically, by getting the customer to grade them on a scale 0 to 5. (h) Benchmark: †¢Use the results as your baseline or benchmark, from where you can improve. (i) Communicate: †¢Make sure the targets are known, understood and accepted. (j) Reliable Use reliable sour ces of data. HIGH PERFORMANCE WORKING High performance working (HPW): The four elements of HPW are: )Employee autonomy and involvement in decision making †¢Develop flexibility of skills †¢Team working to give variety and responsibility. 2)Support for employee performance †¢Appropriate selection and recruitment processes (finding staff at all levels who will support a high performance culture) †¢Comprehensive induction programmes †¢Sophisticated and wide training†¢Integrated and wide ranging performance management †¢Emphasis upon work-life balance. 3)Rewards for performance †¢Offer a career not just a job †¢Harmonised terms and conditions †¢Pay that is competitive with other employers Rewards linked to individual and team performance 4)Learning †¢Plenty of effective communication †¢Quality improvement teams †¢Lean systems (this can be expanded upon at the workshop) †¢Spending on training. Details will vary from org anisation to organisation. Why HPW: Because if you are not driving up performance: †¢Staff motivation will be lost †¢Quality, quantity and innovation will decline †¢Pressure to reduce your prices will grow or †¢Customers may simply stop buying your goods or services altogether or †¢Competitors may take your work. What does this mean in practice?Employee autonomy and involvement †¢Develop flexibility of skills †¢Team working to give variety and responsibility Support for employee performance †¢Appropriate selection and recruitment processes (finding staff at all levels who will support a high performance culture) †¢Comprehensive induction programmes †¢Sophisticated and wide training †¢Integrated and wide ranging performance management †¢Emphasis upon work-life balance Rewards for performance †¢Offer a career not just a job †¢Harmonised terms and conditions †¢Pay that is competitive with other employers Rewards linked to individual and team performance. Learning †¢Plenty of effective communication †¢Quality improvement teams †¢Lean systems (this can be expanded upon at the workshop) †¢Spending on training. According to 2004 research, by the Engineering Employers’ Federation and Chartered Institute of Personnel and Development, effects of HPW are: †¢About 20% of increases in productivity and profit in manufacturing †¢Increased job satisfaction and commitment: quality, quantity and innovation †¢Employees more likely to say ‘a great place to work’ †¢Increased earnings potential for employeesImplementing high performance working Things that may need to be addressed are: †¢Getting top management’s commitment, particularly to resource, to communicate and to demonstrate the required behaviours. †¢Getting the resources HPW needs (both financial and risk taking e. g. new reward structures). †¢Carrying out team and in dividual appraisals that make a real difference. †¢Seeking and rewarding discretionary behaviour (Ability x Motivation x Opportunity = AMO). †¢Allowing employees to re-design jobs to maximise interest and challenge. †¢Changing existing strong cultures Increasing levels of trust between management and employees. †¢Getting staff to be understand about organisational performance †¢Involving employees in design and implementation of HPW. †¢Integrating initiatives, so they reinforce each other, therefore: ? Implementation is in bundles ?Staff understand it and show commitment ?Other organisations are used as benchmarks ?Continuous improvement is developed. THE CONTRASTING OBJECTIVES OF THE EMPLOYER AND THE EMPLOYEE †¢Ã¢â‚¬ËœThe employer wants as much productivity for as little cost as possible, whilst the employee wants as much money for as little effort as possible. †¢Life is more complex than this, but this is a useful start! This is the left win g pluralist approach. †¢The right wing unitarist approach is ‘Prosperous employers make prosperous employees. ’ What is the employer trying to get out of the employee?Principally, an employer wants three things from employees: †¢Quantity (productivity) †¢Quality (producing good work with low wastage) †¢Innovation (finding new and better ways to get the work done). But there are also management issues: †¢Cost †¢Control (of cost and of the employees) What do the elements of good performance look like? We now talk about ‘discretionary behaviour’ i. e. the voluntary effort people put in, over and above the bare minimum, below which they will get into trouble. †¢Employers seek discretionary behaviour and good organisations will establish performance management processes to generate it. It is normally expressed as: Discretionary behaviour = ability x motivation x opportunity †¢If the value of any component on the right is z ero there will be zero discretionary behaviour.†¢Ability is the assumption that people want to apply for jobs, have their attributes recognised and are willing to learn new skills. Motivation assumes that people can be motivated to use their ability in a productive manner. †¢Opportunity assumes people will perform well, engage in high-quality work and participate in wider activities, such as team initiatives or problem solving, if they are given the opportunity to do so. What are the employees’ objectives? This will vary from person to person. Work published by Guest and Conway (2001) on the psychological contract suggested the most common were: †¢A reasonably secure job †¢Fair pay for the work done†¢A career †¢Interesting work †¢Fair treatment by managers †¢Equality of treatment To be kept informed about changes affecting them †¢Involved and consulted about changes affecting them REWARD AND MOTIVATION †¢Motivation is concerne d with WHY people do or refrain from doing things. †¢A motive† is a need or a driving force within a person. The process of motivation involves choosing between alternative forms of action in order to achieve some desired end or goal. †¢As the following formula shows, goals can be tangible – such as higher earnings – or intangible – such as personal reputation or prestige. Motivation at work: We can divide motivation at work into internal and external motivation. a) Internal motivation†¢This is related to the work, where there is a close identity between the task itself and the human needs, e. g. where a cabinet-maker or motor-fitter derives satisfaction from a job well done. (b) External motivation †¢This is independent of the task i. e. the task is merely a means to an end; for instance, when a person works on an assembly line to get high wages. †¢Clashes of interest are resolved in the traditional manner by offering financial in centives and/or threatening the loss of employment – providing external motivation. This traditional â€Å"carrot and stick† idea still lingers – the carrot often being money and the stick, fear. Money: The â€Å"great motivator†. It is a fact that most people go to work because they get paid to do so. However, this basic need for money will only make a worker turn up and do the acceptable minimum. There are a range of other â€Å"carrots† – or positive incentives – offered as an incentive to work, or to particular types of performance, including welfare amenities, holidays, etc. Fear: The â€Å"big stick† theory is rather outdated now, but it is still occasionally appropriate to motivate people through fearIntrinsic and extrinsic motivators: †¢Intrinsic reinforcements of behaviour, which are â€Å"inside the individual† reward feelings, like finding work interesting, feeling appreciated, etc †¢Extrinsic reinfo rcements of behaviour, which are the outside influences and rewards such as money, extra holidays, company car, etc; Problems in work role: (a) Alienation: †¢Psychologists use this term to refer to the feelings of an individual when they are estranged from their situation at work. E. g. the salesperson forced to sell goods in which they have little belief or confidence. b) Anomie: (lack of the usual social or ethical standards) †¢The causes of anomie are to be found in the confusion that arises in large organisations. The individual may be faced with pressures and problems at work that they do not fully understand. (c) Status: †¢Social status refers to the amount of respect paid to an individual. A work role can confer prestige upon a person.Status may be perceived through the possession of symbols, e. g. salary, title of job, work surroundings, dress, company car, etc. †¢Many modern theorists are becoming convinced of the value of the Japanese approach of reduci ng status differences, e. g. veryone to wear the firm’s uniform; single canteen; parking and toilet facilities for all staff, etc. (d) Stress: †¢Psychologists define stress as strain experienced by an individual over a period of time, which impairs the ability of the individual to perform their role. †¢Stress can produce physical or mental symptoms and can be generated by pressures and problems in the work situation. Managers view of motivation: F W Taylor was an early proponent of the dictum that workers should share the same goals as those of the organisation, and the way to achieve this was through the application of scientific management principles.The basis of this approach lay in the following principles. †¢Planning †¢Time and motion study †¢Incentives †¢Working conditions †¢Training The essence of the practical application of the scientific approach is to try to reconcile the needs of the organisation and the needs of the individual. Individual and Organisational Needs: Factors that improve an employee’s level of job satisfaction are: †¢Responsibility †¢Challenge †¢Self-improvement and personal growth †¢Recognition †¢Sense of achievement NEED THEORIES OF MOTIVATION Maslow’s Hierarchy of Needs:Hierarchy of Needs D C McClelland’s theory: D C McClelland is another theorist who, from the early 1960s, was concerned with the analysis of human needs. He concentrated on three key needs: i)Need for affiliation: The need of human beings for friendship and meaningful relationships. ii)Need for power: Some people seek power in their work situations; they wish to make a strong impression on people and events. iii) Need to achieve: To many people, the sense of â€Å"getting on†, progressing or being promoted, is very important. Frederick Herzberg’s Two-factor Theory: Frederick Herzberg, writing in the late 1950s and early 1960s, identified two distinct sets of needs in individuals working in organisations: the need to avoid pain and discomfort and the need to develop psychologically as a person.Herzberg proposes several ways in which a higher level of motivation might be promoted: †¢Good quality training: the more a person can do, the more that person can be motivated. †¢Focus on quality of communications, rather than quantity: communication should be direct whenever possible. †¢Job rotation: improving the variety of tasks and responsibilities. †¢Job enlargement: making a person capable of more. Job enrichment: creating meaningful, interesting work. Herzberg believes that it is difficult or impossible to achieve if the job is basically dull, repetitive or uninteresting Douglas McGregor developed a typology of two opposed views about employee behaviour, related to Maslow’s categories of need and considered their implications for management and motivation.The two views are known as Theory X and Theory Y. (a)Theory X â⠂¬ ¢This traditional approach of management, which accepts the worker as a lazy, grasping individual, who must be bribed or coerced into working, McGregor called Theory X. It rests on the following assumptions: The average human being dislikes work. †¢The average human being will avoid work whenever possible. †¢Not only is the average employee lazy but they also lack ambition and do not wish to take on responsibilities. †¢Because of the above characteristics, employees must be strictly controlled and directed. †¢Control of employees must be backed by coercion and threats, if the objectives of the organisation are to be achieved. †¢The average person prefers to be directed and not to have to think deeply for themselves in the work situation. (b)Theory Y McGregor then put forward the set of assumptions that modern managers should act upon.He calls this Theory Y. †¢The physical and mental effort people put into work is a natural human response; it is simil ar to the effort individuals make in games and sport. Hence, work can be enjoyable. †¢Employees do not have to be controlled or threatened; they have reserves of self control and self-motivation †¢Given the opportunities and training, employees will not only take, but also desire and seek, responsibilities. †¢Employees have reservoirs of imagination, creativity and ingenuity and given the right environment and encouragement, they will use these to help solve problems in the work situation. In some modern organisations the potential of employees is not fully utilised; not only is a waste of resources, but it also causes frustration among the workforce. Hence, when workers do not co-operate to achieve organisational goals, the fault may lie in the structure of the organisation rather than in the workers. Ouchi’s Theory Z †¢William Ouchi agreed with the basic ideas put forward by McGregor’s Theory Y and related these to certain of the ideas he detected in Japanese organisations. †¢Ouchi’s theory argues that participation is a crucial motivator.Employees will be motivated to higher levels of performance if they are involved in meaningful participation in decision making in their organisation. PROCESS THEORIES OF MOTIVATION Difference between a content theory and a process theory: †¢Content or need theories suggest that there are universal needs that all humans have for example security, socialisation, self respect etc. †¢Process theories do not look at the content of the motivational package but at the mental processes that we go through when faced with a situation. Process theories Expectancy Theory:Expectancy Theory is a cognitively based motivational theory, put forward by Victor Vroom. According to this theory the strength of a tendency to act in a certain way depends on the strength of our expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to us. Attrac tiveness †¢This is the importance we place on the potential outcome or reward that can be achieved on the job. This will consider the unsatisfied needs of the individual. Performance-reward linkage †¢This is the degree to which we believe that performing at a particular level will lead to a desired outcome.Effort-performance linkage †¢The probability that we perceive that exerting a given amount of effort will lead to performance. The theory can be expressed by the formula: †¢Motivational force (F) = Valency (V) ? Expectancy (E) †¢Valency is the value of the outcome to the person; expectancy is the perceived likelihood of the outcome. Porter and Lawler †¢Porter and Lawler developed expectancy theory in the 1970s. They suggest that the amount of effort (motivation and energy exerted) put into work depends on: †¢The eventual reward †¢The amount of effort necessary to achieve that reward †¢How probable it is that the reward will be forthcomi ng.Attribution theory Kelley’s attribution theory examines the way in which people explain success or failure and the impact on subsequent motivations. Four variables are frequently used: †¢Ability †¢Effort †¢Task difficulty †¢Luck Handy’s motivational calculus Handy looks at motivation as though when a person takes a decision, they give attention to three sets of factors: (a) The individual’s personal needs (b) The desired outcome or results (c)The E factors: Effort, Energy, Excitement in attaining the desired outcome, Enthusiasm, Emotion, Expenditure. The motivation decision will depend on: i) The strength of the person’s needs. (ii) The expectation that by contributing one of the Es, the individual will achieve one of the desired results. (iii) The extent to which the result will contribute to satisfying the person’s needs. Connection with the psychological contract A psychological contract is the perceived relationship betwe en the individual and the organisation and involves the various factors that bind the individual to the enterprise. Three examples of psychological contracts are: †¢A coercive psychological contract exists when a person works because they are forced to do so.They may be tied into the job because the salary and fringe benefits prevent them from moving elsewhere. †¢A remunerative psychological contract exists when a person works for the money. The person may tolerate the job to attain the lifestyle it provides. This differs from the coercive contract as the remunerative contract may bind the person in the short term, only to be severed if a better deal is available elsewhere. †¢A collaborative psychological contract is one in which the worker is bound to the organisation by a belief that personal objectives can best be attained by enabling the organisation to fulfil its objectives.From an employer’s point of view, this is more likely to result in having a highly motivated workforce. The person’s desire to achieve can facilitate the company’s performance objectives. EXCELLENCE THEORY AND MOTIVATION †¢Excellence theories originate in the works of writers in the early 1980s, principally based on the work of Tom Peters and Robert Waterman. †¢The nature of these ideas is essentially one of observing successes and failures in actual business scenarios and attempting to draw universal lessons that can then be applied elsewhere. †¢Peters and Waterman did not set out to rite specifically on motivation, but their work comments much on the ability of successful companies to get a high level of commitment from their workers.Among their conclusions were: †¢Original ideas and ingenuity are grossly under-utilised. Drucker’s idea of the â€Å"entrepreneur† (the original thinker and innovator) was extended to suggest that if such persons are employed, their gifts should be harnessed for the benefit of the orga nisation. †¢To motivate workers, it is necessary to get close to the workers and understand the issues affecting them as well as their drives and motivations. They believe that workers respond more positively when they feel more in control of their destiny. †¢In one control group experiment, two teams were given the task of proofreading some text material against a noisy background of a tape containing foreign speech, loud music and other distractions. One group had a button to cut off the noise whilst the other did not. †¢The group with the button made far less errors than the other group. It was found, however, that no one had pressed the button!The fact that the workers felt in control made them work more effectively. Peters and Waterman record a direct application of this in a Ford Motor Company plant whereby any worker could (temporarily) stop the assembly line. This had stunning results in terms of increased productivity and reduced defect rates. PERFORMANCE BAS ED REWARDING IN NOKIA Nokia provides employees with market competitive rewards through a flexible global structure, which can address diverse and changing business and employment environments, as well as specific individual preferences.Our Total Compensation Package is tailored for each country and typically consists of elements such as annual base salary, incentives, bonuses, possible stock options or performance shares, flexible Work-Life balance solutions, and other local benefits. Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. Higher erformance and contribution will lead to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. The basic salary is set to meet market conditions, the demands of th e job and individual competence and performance. The variable part may consist of incentives or bonuses and other compensation, such as overtime pay and call-out pay. Bonus System Employees should have the opportunity to share in the success of Nokia.Short-term incentive programs such as individual, team, project/program incentives and the Nokia Connecting People Bonus allow Nokia to offer immediate rewards for employee and team achievements. The Stock Option Plan is a long-term reward that may allow employees to share in sustained company success. Eligibility for an incentive, bonus or stock option plans is defined by the content and nature of each individual's job. Local Benefits Additional local rewards and benefits are also developed to complement the global programs and to ensure that the local market conditions are met.Annual Reviews Nokia has implemented a global process, where the change in the pay level for each employee is based on the results of the annual performance rev iew. Health Nokia cares for its employees right throughout the cycle of their working life: from induction and training, through development and advancement, and on to retirement. Nokia's Work-Life balance solutions mean that health benefits and possible local retirement benefits are tailored to individual needs according to factors such as tenure, contribution, performance, roles and responsibilities.The environment in which we do business is evolving continuously. To succeed, we must have the passion and courage to look for new ideas beyond existing products, services and ways of working. Only with truly innovative ideas will we be able to define the future development of our industry and profoundly shape the way in which people understand and use our products and services in their everyday lives. Rewarding performance Nokia rewards employees competitively through a global reward framework designed to recognize individual contribution and achievement.Levels of compensation are det ermined by local labour markets and take into account both individual and company performance. Their reward programs – including bonuses – recognize performance based on individual, team and company results. We introduced changes to their incentive plans in 2007 to make the plans simpler, more consistent and able to deliver equal or higher payouts if target performance or above is achieved. A wide number of employees are eligible to join their equity programs, based on rewarding performance and retaining top employees.Their broad-based equity compensation programs include stock options and performance shares. Both are linked to the company’s performance over a number of years. We communicate with employees about the effect of business results on their incentives after each quarterly announcement, through articles and video messages on our intranet news channel, the News Hub. We also communicate through quarterly letters, blogs, webcasts and face-to-face meetings . In addition, information is available on the Know Your Business section of our intranet.

Free Essays on Battle Of Gettysburg

THE BATTLE OF GETTYSBURG The Battle of Gettysburg was a crucial battle that changed the outcome of the Civil War due to the decisions made by the generals of both the Union Army and the Confederate Army. The Gettysburg Address given by President Lincoln continues to remind us of the outstanding military achievements and devastating human sacrifice our country suffered due to this battle and the Civil War. Gettysburg did not turn out to be just another clichà © of battles and wars; just because you have won a battle doesn’t mean that you have won the war. Gettysburg turned out to be the largest and most important battle that signified a beginning of the end of the Confederate States of America. Orchestrated by generals and won by the brave men who spilled their blood in order to defend an idea conceived under a new nations declaration of equality and freedom (Axelrod 197). The events that led up to the bloodiest battle of the Civil War transpired in the month previous when after the death of Confederate General â€Å"Stonewall† Jackson, General Robert E. Lee Commander of the Army of Northern Virginian reorganized his army into three Army Corps under Generals Longstreet, Ewell, and A.P. Hill with a Calvary division under J.E.B. Stuarts total strength was about 75,000. The Northern Federalist consisted of about 95,000 strong under General Joseph â€Å"Fighting Joe† Hooker who commanded the Federal Army of the Potomac. General Hooker’s defect as a commanding officer became apparent when Confederate General Lee with fewer than half the men, outmaneuvered him and caused a Union retreat. On June 13th Confederate General Ewell’s corps appeared at Winchester and proceeded on the 14th and 15th to attacked the 9,000 strong Union garrison at Winchester and defeated it taking valuable war materials and inflicting heavy losses for the Union. On 25th June General Lee agreed to General Stuart’s plan to take three brigades of Calvary acro... Free Essays on Battle Of Gettysburg Free Essays on Battle Of Gettysburg THE BATTLE OF GETTYSBURG The Battle of Gettysburg was a crucial battle that changed the outcome of the Civil War due to the decisions made by the generals of both the Union Army and the Confederate Army. The Gettysburg Address given by President Lincoln continues to remind us of the outstanding military achievements and devastating human sacrifice our country suffered due to this battle and the Civil War. Gettysburg did not turn out to be just another clichà © of battles and wars; just because you have won a battle doesn’t mean that you have won the war. Gettysburg turned out to be the largest and most important battle that signified a beginning of the end of the Confederate States of America. Orchestrated by generals and won by the brave men who spilled their blood in order to defend an idea conceived under a new nations declaration of equality and freedom (Axelrod 197). The events that led up to the bloodiest battle of the Civil War transpired in the month previous when after the death of Confederate General â€Å"Stonewall† Jackson, General Robert E. Lee Commander of the Army of Northern Virginian reorganized his army into three Army Corps under Generals Longstreet, Ewell, and A.P. Hill with a Calvary division under J.E.B. Stuarts total strength was about 75,000. The Northern Federalist consisted of about 95,000 strong under General Joseph â€Å"Fighting Joe† Hooker who commanded the Federal Army of the Potomac. General Hooker’s defect as a commanding officer became apparent when Confederate General Lee with fewer than half the men, outmaneuvered him and caused a Union retreat. On June 13th Confederate General Ewell’s corps appeared at Winchester and proceeded on the 14th and 15th to attacked the 9,000 strong Union garrison at Winchester and defeated it taking valuable war materials and inflicting heavy losses for the Union. On 25th June General Lee agreed to General Stuart’s plan to take three brigades of Calvary acro...

Great Awakening, The essays

Great Awakening, The essays The Great Awakening was the first real event in America that did not include any other country. The Great Awakening was a revivalism of religion and the purpose of going to church. Many ministers in congregations of different religions caused the people of their churches to fall to their knees to obey God in fear of hell. These events led to the realization of the need to go to church in many of the colonists in the 1730s and 1740s. The Great Awakening began among Dutch settlers around New Brunswick in Northern New Jersey, in the 1720s. The growth of towns, the increase of commerce, and the expansion of overseas trading caused new distractions from church. It spread in the 1730s to the Congregationalists under Jonathan Edwards in the Connecticut valley, and to Presbyterian revivalists (who had come directly from Northern Ireland to eastern Pennsylvania and Southern New York). These Scottish-Irish carried the movement with them, wherever they settled, mostly along the frontier from Maine to Georgia (Garraty 95). In America, the Awakening signaled the coming of an encircling evangelicalism, which is the belief that the core of religious occurrence was the new birth, inspired by the preaching of the Word. It invigorated even as it divided churches (www.loc.gov/exhibits/religion/rel02.html 1). One of the earliest of the revivalists to make a stir was Theodorus J. Frelinghuysen, a New Jersey preacher of the Dutch Reformed Church. He preached up and down the Raritan valley and other areas in that region. He preached a doctrine of hellfire and damnation. He worked his congregations into a fever of excitement. More conventional preachers of the Reformed Church objected to Frelinghuysens methods and by 1726 he had already brought about a split in the Reformed Church. (Wright 91-92). Gilbert Tennent also had a major influence on the Great Awakening. He led the Scottish-Irish Presbyterians. Gilbert Tennent h...

The Military Draft Should Not Be Reinstated Essay

The Military Draft Should Not Be Reinstated - Essay Example The Military Draft Should Not Be Reinstated The draft ensured that these young men were enlisted in the military force. It was compulsory the young men to be in the military as the few in the military and the volunteers could not sum up to a number that would ensure the country’s safety. Refusal of anyone to be inducted to the military, would lead to severe consequences, like lack of jobs and funds for college. This way, most young people joined the military, trained and when wars came up, they went out to fight for their nation. Thus, the government ensured that they had a strong enough military for wars like the world war. The military draft today should not be upheld. It is a draft that was used a long time ago for reasons that were important to the state. However, today, retaining the military draft would lead to more negative effects than positive ones. The government has discussed the draft a few times in congress. Coming back to the draft would lead to losses like jeopardizing the futures of most young people; wars are less today and more funds would be used to ensure that the ones, who enrolled, were maintained. These are but a few reasons that would make the draft a heavy task. First, it is important to note that the military draft was helpful back then due to the reoccurrence of wars and because the military had few people. However, the military today has had quite a success. So many people have volunteered to join the military as an occupation. The number of people in the military force is not little. ... The military has enough people who are experienced and well trained and are ready to fight for the country in case of anything. The force already fully represents the nation well, thus retrying the draft would not be important. Secondly, the draft would require the government to spend so much, which is unnecessary. As said earlier, the draft required so many people to enroll to the military. This would lead to a huge number of young people who need to be maintained and trained in the military. So much money would have to be spent to maintain the number of young people who joined the force (Pickering 2). Also, the kind of training and the facilities required would be doubled, or even tripled to ensure each recruit was well equipped to join the military force. This is another main reason why taking on the military draft would incur a loss to the state. Thirdly, the draft, if picked up, would jeopardize the futures of so many young people in the country, from men to women. Each young pe rson has plans and dreams to reach for the futures. The country needs more doctors daily, lawyers, business men and women, among others. The young people aged eighteen to twenty five were able bodied and in school, studying to achieve their dreams and improve the economy of the country (Congressional Digest 83). Forcefully enrolling most of this young people to the military force meant that the country would lose the labor force for other many occupations. This scarcity would eventually jeopardize the economy of the state. Another reason why the draft would not be fit if replayed is that, it is seen as a panic move. The country, like every other country has a military force to ensure the security of all citizens is upheld. However, enrolling so many young people to the

Cash Flow Statement Analysis Essay Example | Topics and Well Written Essays - 1250 words

Cash Flow Statement Analysis - Essay Example 2012). Operating activities are the main activities of the business because they reflect the underlying health of the company. It reflects the money that comes into and leaves the firm that is associated with the ordinary activities of the company (Warren, et al. 2012). Based on the above analysis of operating activities of the five companies, it is clear that Emaar Properties PJSC is the best performing firm because it generates most of its income from its primary activities compared to the remaining four. This implies that Emaar Properties PJSC is putting more emphasis on its core activities than the other companies hence more income from operating activities. Additionally, it shows that the operating activities of the company are more vibrant than the other firms. At 63.72%, Emaar has a good performance because its primary activities generate more than half of the total revenue. The second company, Deyaar PJSC Development, also has a good performance because it generates most of its income from its core business activities. The third company, Drake & Scull International PJSC, is also performing well because it has a positive net cash flow from operating activities. The third and fourth positions are taken by Arabtec Holding PJSC and Al Mazaya Holding respectively. From the analysis, it is clear that all the companies are good investments and the investors will be willing to invest in any of them because they produce a net positive cash flow from operating activities (Kapil, 2011). This implies that all the companies are putting more emphasis in their core activities thus more income from operating activities. However, investors would prefer Emaar because it generates more cash from their core business activities. The net cash flows from investing activities largely reflects the amount of cash associated with the sale and purchase of long-term business investments (capital expenditures) like assets, property, securities and equipment. From the