Friday, November 29, 2019
Sickle Cell Disease Essays (513 words) - Hemoglobins,
Sickle Cell Disease The genetic disorder I was told to research was the Sickle Cell Disease. I will explain what mutation causes this disease, the characteristics of it, and what has developed in the area of gene therapy because of it. The Sickle Cell Disease is an inherited disease. The gene for hemogoblin-S (which causes the disease) is the most common inherited blood condition in America; although most people only inherit one copy of the gene for HbS, while the other gene, hemogoblin-A, is normal, and can override HbS, blocking the disease. These people have the HbS trait, but not the disease, therefore leading a normal life. For an offspring to acquire the disease, both parents must have the HbS gene, yet the child only has a 25% chance of having Sickle Cells. You cannot catch the disease, you are born with it and it is present for life. There are many complications and harmful effects as the result of the Sickle Cell Disease. The disease causes hemoglobin in the red blood cells, when it does not receive sufficient oxygen, to form into long, sickle shapes with a sticky, chemical surface. When blood cells are this form, they cannot go through the capillaries, blocking off both blood and oxygen. Fortunately only 20% of all red blood cells become Sickle Cells; the sickle cells have a shorter life span; and most blood cells go through the capillaries before becoming sickle-shaped. The most painful effect known from Sickle Cell Disease are episodes of pain called Sickle Cell Crisis, where the body is in need of oxygen, either from physical activities or a sickle blood cell blocking blood passages that lead to organs. The first day is the worst, where devastating pain goes to the arm, leg, and back, along with the shortness of breath. The other symptoms of Sickle Cells include: strokes, increased infections, early gallstones, yellow discoloring of eyes and skin, low blood cell counts (anemia), and delayed growth. For the cause of the Sickle Cell Disease, there has been many research going on in the area of gene therapy. Labs around the world are trying to fix the basic genetic defect, by placing the correct amino acid in the hemogoblin before or shortly after birth. This method would result in the cure of the root of the problem. Currently researchers are finding a safe way to perform this method. To try to ease the pain caused by Sickle Cell Disease, a substance that can prevent red blood cells from sickling without causing harm to other parts of the body, hydroxyurea was found to reduce the frequency of severe pain, acute chest syndrome and the need for blood transfusions in adult patients with sickle cell disease. Droxia, the prescription form of hydroxyurea, was approved by the FDA in 1998 and is now available for adult patients with sickle cell anemia. Studies will now be conducted to determine the proper dosage for children. The Sickle Cell Disease is a state of suffering, yet it is not as serious as it used to be, where children with the disease was not expected to live through childhood. Now with aggressive treatments, victims' lives are prolongs and improving its quality; and with the researching completed, a full cure of the disease can be possible.
Monday, November 25, 2019
How to Build Basic Interpersonal Communication Skills in College
How to Build Basic Interpersonal Communication Skills in College College is an excellent setting for students to hone their communication skills. Becoming a responsible communicator is a coveted skill with high value to prospective employers. It’s also a sign of maturity, humanity and leadership. Whether practice a sport or belong to any groups or clubs, your ability to communicate effectively is key to your success and depending on the role you hold, the success of the group. It can also help you make and keep friends and ensure a , not to mention help you develop positive relationships with your professors. Here are some ways to practice effective communication while in college: Learn to Listen One of the most underrated and yet most important communication skills is listening. Instructions The ability to listen to and recall information comes in very handy when someone is giving you instructions. Always keep in mind: what is the goal of this exercise? If the goal is to demonstrate teamwork in a sporting exercise, then the focus will be different than if the goal were to merely demonstrate physical ability. Make sure you pay attention to both the small details and the big picture. Empathizing If someone comes to you to vent their frustration about something, try to remain empathetic but neutral. Don’t stoke the flames of their frustration nor ask them to calm down. Rather just try to listen to their perspective and put yourself in their shoes. The ability to be a good listener is also usually a sign of good leadership. Feedback When a teacher, coach or other student is giving you corrective feedback, try to understand their point of view and don’t ever take anything personally. Be flexible in your thinking so you can be open to new ideas and perspectives. Accepting the fact that you’re not always right about everything will make it easier for you to work with people and will also enhance your learning skills. Standing Your Ground However, sometimes there are situations where you’ll have to stick up for yourself. If you were given an unfair grade or were unduly punished or were accused of something you didn’t do by a friend or classmate, then it’s important you voice your opinion. In these cases, you want to avoid either of these conflict types: The fighter Having an emotional reaction, demonstrating anger or offense will only aggravate the situation. The avoider However, running away from conflict and letting the injustice slide will not serve you in this situation or in the future. Try this: Diplomacy Instead, try to arrange a meeting in a neutral setting and come prepared with valid points on why the person was mistaken. Use neutral language and be diplomatic. Don’t raise your voice or display anger, but do sit up tall, look the person in the eye and speak with confidence. Learning How to Give Feedback If you’re in a leadership role such as the captain of a team or the editor of the school newspaper, you’ll have to learn how to give feedback: Don’t give immediate feedback if it’s negative If an incident just happened, it’s best to wait a while before approaching the person about it. If you give immediate feedback, it can come across as irritation or anger. When the situation cools down, then you can approach them. Be specific Don’t say things like â€Å"You didn’t do a good job.†That’s too general and not helpful. Instead, let them know specifically where they failed: â€Å"The formatting for this month’s newspaper was off and had to be corrected at the last minute at the printer’s.†Give helpful suggestions and guidance Using the example above, you could suggest the following: â€Å"Let’s go over the formatting together this month in order to make sure everything’s okay before going to print.†Learning how to express thoughts and opinions, how to de-escalate conflict, how to empathize and offer feedback and guidance to others are all skills that can be practiced in college and which will serve you in professional and personal relationships afterwards.
Friday, November 22, 2019
4 Actual Concepts In American Society Essay Example for Free
4 Actual Concepts In American Society Essay ?            Orwell’s groundbreaking dystopian novel, Nineteen Eighty-Four, may or may not have been composed as a futuristic novel, portending political and sociological phenomena. Whether or not Orwell intended his novel to predict future trends or simply illuminate existing realities, a number of the political concepts portrayed in the novel have real-life connotations even in a democratic society.            In Nineteen Eighty-Four, telescreens exist in every household and also in public areas. Additionally, hidden microphones and cameras are spread out through the public and private domains to catch any potential enemies of the state. In contemporary America, video cameras have been installed in public areas: notably in inner-cities and also in the suburbs.  An article by Lynn Marotta examines the ver-increasing number of public surveillance and the seemingly public ambivalence about such tactics: What started as a simple way to monitor security around the perimeter of public places has evolved to a point where anyone can install a hidden video camera and monitor that video from anywhere in the world directly over the Internet. In addition, the integration of traffic cameras, and face recognition software give law enforcement the ability to track and identify virtually anyone without us even knowing it.                                                                        (Marotta).            Orwell also posits the concept of â€Å"doublethink†in Nineteen Eighty-Four. â€Å"Doublethink†is the ability to hold contradictory beliefs simultaneously, to forget facts which contradict this ability. â€Å"Doublethink†is one of many examples in Nineteen Eighty-Four which demonstrate the power language has over thought and belief systems. American culture is rife with examples of â€Å"doublethink;†perhaps the most notable contemporary example is the widespread and contradictory beliefs in America’s military power, with the nation’s population able to â€Å"believe†simultaneously that America is the world’s greatest iltarty power, worthy of invading and occupying foreign countries and policing the world, and ye we are told again and again how vulnerable we are and how dangerous are our enemies: North korea, Iran, and radical Islam to name a few.            Another Orwellian concept: â€Å"the Two Minute Hate†showed the enemies of the Party on a huge video screen with all manner of perversion and aggression, set to inspire terror among the population of Oceania. The American counterpart to the â€Å"two Minute Hate†can witnessed on any channel’s nightly news when individuals such as the Iranian President or the â€Å"insurgent leader†Al Sadr are shown as menacing threats to the American way of life and also as the progenitors of the Iraqi war, when it was actually the U.S. who invaded and has brought terror and ruin to the Iraqi state and population. Nineteen Eighty-Four posits language as a key aspect of thought manipulation. Nowhere is this idea more explicit than in Orwell’s concept of â€Å"newspeak.†This is language reduced to remove any sense of liberation or specificity in speech or thought. An example of newspeak at work in contemporary America is the sue of the term â€Å"collateral; damage†to describe the killing of thousands of civilians during the ongoing wars in Iraq and Afghanistan. 2) Oedipus was doomed from birth. Trace backe this fate of Oedipus to the origin of the tragedy and arrive at the ulimate end to the family tragedy in Antigone. The fact the Oedipus was born illegitimately – that he was a bastard – forms the central theme for the ultimate tragedy in Oedipus Rex. When Oedipus begins his quest to the Oracle of English Delphi to confirm his parentage, the Oracle relates a same prophecy: that Oedipus will kill his father and marry his mother. Later, when Oedipus kills an unarmed man who demands that Oedipus give way of the road, this man is in fact King Laius, Oedipus’ father.            After Oedipus dispatches the Sphinx he is given the throne of Thebes and weds Jocasta, a widow who is in fact his mother. Shortly afterward, Thebes falls into a state of pollution and degeneracy. A soothsayer tells oedipus that he is the cause of the city’s misfortunes. When oedipus finally realizes that origins of his birth: that he is the son of Laius and Jocasta, his world comes tumbling down. Jocasta, his mother and wife hangs herself in the closet, in the chamber where they had been sexually intimate. In response, Oedipus blinds himself by forcing her brooch pins into his eyes. The origin of the tragedy is in Oedipus seeking the truth of his birth; the origin of tragedy is in his illegitimacy. ((3) Macbeth was only as evil as his motivating forces. Explain fully the fate and the two most important motivating forces of Macbeth and his downfall            The most important motivating factors for Macbeth’s downfall emerge from his will to power and his attempt to twist fate into a direction he chooses. Specifically, the will to power is embodied by his wife, lady Macbeth, and fate is embodied by the three witches who prophesied both his rise and fall to and from the throne.            With his wife’s intrigue and cajoling, as well as the prophecy of the three witches, Macbeth believes himself fated to occupy the throne of Scotland. However, in order to embrace what he believes is his good-fate, Macbeth must commit murder.            When Lady Macbeth approaches Macbeth with her intent to kill King Duncan, Macbeth displays some trepidation about doing so; however his wife’s persuasiveness enables him to go through with what he realizes is an immoral act. After the murder, when Macbeth’s conscience plagues him, Lady Macbeth enjoins him to act normally and lay his conscience aside as she has done. Macbeth’s ultimate downfall rises from his own conscience and his ambivalent embracing of his newly stolen powers as King.                        As Macbeth’s sanity splinters, Lady Macbeth also begins to be haunted by her own conscience.. She hallucinates spots of blood on her hands and washes them, saying, â€Å"out, out damn spot.†Macbeth’s downfall is spurred by the deterioration of his wife’s sanity as it was Lady Macbeth’s hitherto resolve which empowered Macbeth to act so rashly in the first place. Macbeth’s fall is due directly to his pursuit of ambition and power, which are given birth by the witches’ prophecy and his wife’s explicit ambitions.            Only at the end does Macbeth realize his true mistake as he â€Å"struts and frets his hour upon the stage.†Here, he acknowledges that he has been at best an actor of fate’s script, and at worse, a mere puppet to his wife’s ambitions or a kind of â€Å"prop†for fate itself to play out a never-ending lesson of morality.            Macbeth’s true life has bene put aside to enact this ‘role†which occasioned murder and insanity an the downfall of Kings. His ambitions and the commission of murder have caught up with and surpassed his original vision of fate; now, as the play reaches its tragic conclusion, the true purpose of his ambitions and crimes are shown, not as a will to power, but as a will toward learning the lessons of ambition and crime. Rather than a King, his life and ambitions are show to be a mere pawn in fate’s endless drama. Marotta, Lynn Surveillance cameras and privacy concerns  is the invasion of public privacy worth it?    Video Surveillance Guide, 2006. http://www.video-surveillance-guide.com/surveillance-cameras-and-privacy.htm 4 Actual Concepts In American Society. (2017, Apr 16).
Wednesday, November 20, 2019
The Causes Of The Urban Unrest That Broke Out In A Number Of English Essay
The Causes Of The Urban Unrest That Broke Out In A Number Of English Cities In The Early 1980s - Essay Example By any account, the riots that broke out were caused by something; even though everyone is not in harmony about what the exact cause was. Either way, the unrest leads to several problems that could be seen by urban conflict that occurred. John Benyon is one person who tried to pinpoint the exact cause of the riots. He believed that the riots "were a consequence of the malfunctioning of the social system, of its inability to adapt to new demands, coupled with the growth of generalized beliefs which provided an account of why the system had failed and offered a new basis for reconstituted social action. These factors yielded a potential for collective violence: this became actual violence following the occurrence of a precipitator, some development which put discontent into a specific, and reinforcing, context, leading to a build-up of fear and antagonism which was eventually expressed in rioting"(Benyon). Benyon lays most of the blame on the crippling social system, and believes that it was the failure of this system that lead to the unrest that eventually broke out into violence and rioting. He likens riots to the idea of "mere hiccups which took place when social systems were unable to adjust", and believes that the riots also were to blame on the ethnic minorities which were living under these social conditions. Young black kids often found that they had to turn to lives of crime in areas such ads Brixton, due also in part to the lack of support from their families and the lack of needed work, both social conditions that lead to the unrest in these minority strong areas. Scarman however, puts a strong emphasis on the part of the local police forces, which he claims were not doing their best to reduce the crime and unrest that was stirring in Brixton. The police found themselves in a dilemma he claims, a "policing dilemma in Lambeth stemming from, on the one hand, the duty of the police to prevent and detect crime, and on the other, the need to create and sustain good relations with the ethnic minorities (Scarman). Caught between this conflict of work and interest, the police force was not adept in their duties to keep the civil unrest from boiling over into the riots that soon ensued. The police also suffered from many other criticism of how they handled the situation as it arose. The police has been accused of everything from racial prejudice, harassment, failure to stop crime, and many other accusations. Many people feel that the police area almost just as much to blame as everyone else involved in the riots, for as long as the police were not stopping the crime they were letting it expand unrestrained. Not acting against violence is just as bad as promoting it, and the inefficiency of the police force were just as responsible as the people doing the crimes. "Harassment does occur: and in Brixton even one isolated instance of misconduct can foster a whole region of rumors which rapidly become beliefs firmly held within the community", and it was this belief which became ingrained into the community. When people feel like they are being mistreated they will act like they are being mistreated, and this unrest can lead to violence and riots. One of the main areas of unrest was Brixton, and many people have spent sufficient time trying to understand and get to the bottom of the problem as it started there. Previous to the unrest that broke out in the late 1900s, Brixton was a thriving centre of worldly goods and movement, and it was hard to tell of the civil unrest that would soon breed in the upcoming years. "Brixton was a lively and prosperous place in the late nineteenth and early twentieth centuries. The railway gave it excellent access to the centre of London: business and professional people
Monday, November 18, 2019
Comparison of credibility (accuracy) of S&P and Moody's ratings before Literature review
Comparison of credibility (accuracy) of S&P and Moody's ratings before and after the US financial crisis - Literature review Example These rating systems have also influenced the U.S capital markets by enabling the U.S financial markets to examine the credit risks. S&P and Moody’s ratings play significant roles in the capital markets; thus, the rating agencies employ them in measuring the expected financial losses (Langohr and Langohr, 2008). This is crucial because they enable the financial market to respond to financial insecurity or risks. This is through establishing regulatory approaches that protect the financial markets from incurring losses. S&P and Moody frequently provide financial analysis to the analysts and issues standard public financial statement of the U.S banks on credit conditions. They also carry out credit ratings in order to offer investors with adequate information; hence enabling them to overcome credit crisis. Moreover, they have influenced the US financial market by enabling them to make financial analysis in order to determine the strength of banking institutions. They have enable d them to split bonds and rate the financial institutions against each other in order to determine their performance level. ... Thus, through S&P and Moody rating services, the U.S financial institutions have enabled to improve their business performance level. Literature Review on the Methodology Changes of S&P and Moody's After All the Criticism It Has Faced On Their In Credibility and Accuracy of Their Published Ratings Varied literature have attempted to reveal the methodology changes of S&P and Moody’s after they faced varied criticism on their credibility and accuracy issues. They have made great efforts of becoming more cautious in order to recover their reputations after the criticism during the recent financial crisis. The S&P and Moody's, as well as, other credit rating agencies have been a subject of controversy; thus, they have been criticized for not being accurate and credible. These agencies faced severe criticism especially during the recent rise of gasoline in the U.S that contributed to a global financial crisis (Eccleston, 2013. However, the credit rating agencies have made significa nt attempts of making changes in rating system; thus, they have focused on creditworthiness, which has become the key aspects in the financial markets. S &P have attempted to implement varied methodologies and this has changed drastically after the 2007 to 2008 global financial crisis. Before the crisis Moody's employed RiskCalc model for estimating private industries default risks. However, the current regulatory approach, which is characterized by capital ratios, stress tests among other methodologies makes it necessary in rating activities. Anand and Subramanian (2013) reveal that S&P and Moody's have made significant efforts of responding to criticism by increasing the regulatory use of ratings in order to reduce financial risks. This regulatory
Saturday, November 16, 2019
Mary Shelley Essay Example for Free
Mary Shelley Essay Do you agree? Frankenstein is one of the great novels of English literature, written in 1816 by a young Mary Shelley. The name Frankenstein is generally associated with the terrifying monster created in the many film adaptations of the book. But did Mary Shelley write only to frighten the reader? Or did she write in order to explore deeper issues of the evolving times she was living in? The basic plot of the novel is typical of a blood-curdling horror story: a mad scientist creates an inhuman monster, which subsequently goes on a murderous rampage, not resting until it has avenged itself. But Shelleys novel uses various other themes throughout the book, asks questions and expresses strong views on the changing balance between science and religion of the early 19th century. Through her monster she explores the themes of isolation, the relationship between God and man, the importance of respecting nature and the dangers of obsession. Shelleys novel has been extremely influential on horror stories since as it is one of the most famous gothic horror novels of all time. It is also the first to use the idea of fear of the unknown in the context of scientific research. It is one of the forerunners of later 20th century novels such as Brave New World, which warn of the dire consequences of unchecked scientific progress. The novel was written as part of a game or competition between herself, her husband, the poet Byron and his friend Polidori. They were spending time in Geneva when Byron suggested they should each write a ghost story and see who could write the best. That night Shelly had a terrifying nightmare in which she saw the story of Frankenstein. Shelleys parents appear to have been hugely influential on the novel. Her father was the writer and political journalist William Godwin, who became famous with his work An Enquiry Concerning Political Justice. Godwin had revolutionary attitudes to most social institutions, and as result she had been exposed to many modern radical ideas and had been to public shows where they stimulated the muscles of dead animals or humans to produce twitching. Perhaps it was this which gave birth in her mind to the famous creation scene of Frankenstein? Her mother had died in childbirth and she herself had lost children, which features heavily in the book. The novel is told through letters from Captain Walton to his sister Margaret in what is known as a Chinese box style. Walton talks about his own story and we get to know him, then we are introduced to another character, Victor, who Walton meets in the desolate landscape of the North Pole. Victor tells his story to Walton who relates it to his sister. Victor then tells us, through Walton, of how he met his creation, the monster, and tells Walton all that the creature told him which is then written down in the letters. In this way we get a first hand account from several different characters and we get a feeling of the depth of the story as we delve deeper in to the plot and see each side of the story. Chapter 5 is the beginning of any real horror in the novel. Of course, there have been some mysterious circumstances and the bleak and desolate setting of the North Pole, but nothing to really scare the reader. But the creation of the creature is Shelley unearthing her fears about the progression of modern science. To begin with Shelley creates tension, setting the scene, saying : it was on a dreary night of November and the rain pattered dismally both of these creating a sense of unease and darkness. Furthermore, she tells us how the candle was nearly burnt out by the glimmer of the half extinguished light, I saw the dull yellow eye of the creature open, which again forms an image of a dark laboratory with flickering candle light, and creates tension, which have all become classic horror settings ever since.
Thursday, November 14, 2019
Brown-Forman Corporation Marketing Study :: essays research papers
Brown-Forman Corporation Marketing Study Background      Brown-Forman Corporation is one of the largest American companies in the wind and spirits industry, Fetzer Vineyards is their largest winemaker. Revenue and gross profit for the beverage segment of Brown-Forman were up 11% and 14%, respectively, in fiscal 2004. However, the growth was driven by the premium spirits brands, and the gross profit from the company’s wine brands declined due to a drop in volume for both Fetzer and Bolla wines. There are many symptoms for why this decline has occurred. Health consciousness is a rising trend among Americans of all ages and the latest crazes are the low-carbohydrate diets. Recently, Fetzer has introduced into the market two new low-carbohydrate wines, a chardonnay and a merlot. Their premium spirits brands have not been affected by the new diets because bourbon, whiskey, rum, gin, and vodka all contain no carbohydrates. However, most mixers used to accompany these spirits usually contain a significant amount of carb ohydrates. Introducing these new wines could offer a new choice, but not a substitute, for many dieters and at the same time give Brown-Forman the lead in this new market.      In 2003, Brown-Forman announced that they were going to begin using organically grown grapes to make their wine. Fetzer Vineyards plans to have nearly all the grapes used in its four major labels grown organically by the end of 2010. According to Marc Jonna, buyer for the Whole Foods Market, â€Å"demand for organic wine is small, but a move by a major player like Fetzer could change that.†Women already perceive wine as a healthier alternative to other alcoholic beverages. This health conscious image will allow Brown-Forman to direct their marketing efforts in response to this cultural trend and penetrate the market by providing information through advertising about their new wine ingredients.      Another symptom of the decrease in wine sales is due to the lack of awareness among consumers about the types of wine available. In a restaurant setting consumers often shy away from ordering wine because they may feel uneducated about the types of wine offered or uncertain about which wine would best compliment their entrà ©e. Restaurants have attempted to address this problem by educating their servers and providing progressive wine lists, but if a person doesn’t understand the difference between a blush wine and a full-bodied wine or if they feel it is a hassle to ask questions the end result is the same, no wine has been sold.
Monday, November 11, 2019
Police Shooting Essay
The claim that the NYPD is becoming trigger-happy cannot really be said conclusively without comparing it to other large metropolitan areas in the United States and when doing so it seems that the answer is, at the present time, no. In 1999, 11 people died at the hand of an officer in New York, in 2000 it was 41. 1993 had 23 people killed by police that was the same year that David Dinkins was mayor. Now if you compare this to Chicago last year, 2001, 13 people were killed by police with only 10 in 2000. LAPD was the only U.S. city to have the death rates from police shootings fall lower than New York, down from 39 to 6 in between 2000-2001. But LAPD’s crime reduction still did not match New York, which was drastically lower. Even with demonstrations and poor poll rating, the number of civilian complaints about the police fell to 4,903 in 1999, the lowest since 1994. Even though the NYPD is not perfect the trend still predicts that improvement is still happening.            Some attribute the decline to economics such as lower unemployment or demographics, fewer criminal youths. No one wants to believe that it could possibly be tougher policing. A new computerized system that maps the criminality in the city has been given credit by most. Along with this system and weekly brainstorming meetings among senior police and precinct captains NYPD has been able to predict and locate new outbreaks of crime quickly and find better ways of cracking down on them. Some point to the focus on quality of life crimes like littering and graffiti painting. Enforcing these types of crime has shown the community that law will be enforced and this has given a clear message. The changing of how police officers are rewarded for performance has also made a really huge difference. It switched from rewards for number of arrests to rewards for lower reported crimes. Only until an incident with Patrick Dorismond, who was shot by police in March of 2000 by the street crimes unit, did the NYPD gain a more critical look into if they are trigger-happy. The unit is a plain clothed police squad that can be sent anytime anywhere. At the time they were investigating an outbreak of cab drivers who were being murdered. Another function of this unit is to find illegal weapons. In New York City it is quite frequent that individuals can become stopped and frisked, but many residents do not like this fact. It seems that this activity focuses on many blacks and Hispanics. Dorismond was approached by officers from the street crimes unit but because they were in street clothing Dorismond did not realize they were officers and a scuffle began with the result of Dorismond’s fatal shooting. He was unarmed and the family is searching for answers. What really hurt the department was when the mayor’s office decided to make public Dorismond’s juvenile record, trying to portray the man as â€Å"no Altar boy†did not go over well with the community and became nationwide news giving the police as being very insensitive. Racial Profiling seems to be at the heart of this problem, the mayor points to studies that the disproportionate number of people accused of crimes come from ethnic minorities and that is the reason why more of those minorities get stopped. A recent study by Timothy Lynch of the Cato Institute points to the tactics of this policing unit as the problem. They point out that it is unconstitutional and makes shooting like Dorismond’s a predictable result. It gives the police â€Å"the mind-set of a soldier†training the unit as soldiers. Some have said that legalizing guns for citizens and legalizing some drugs could be a solution to eliminate the need for this unit. As you can see there are many openings for improvement in the NYPD and while researching this topic I have found that it is obvious that improvements have been made, but they are slow in coming and in implementing. Media has played a very important role in keeping this in the public arena, where it needs to be. It was difficult when the changing of the way departmental review of rewards, such as being rewarded for reduction in crime reports, was implemented and there was much debate on if this would really work. But now since it has been implemented it has shown great improvement in community safety. Now a focus on racism should be examined closely to fix what is really, in my opinion, at the heart of this controversy. I think if officers of tomorrow were educated in multicultural terms racism will fade away, like time. America has had many dark moments in history and hopefully racism will become just a dark moment in the past. I don’t think that we can actually say that NYPD is trigger-happy, but I do think that acts of racism could be behind the shootings that have happen between the NYPD and its citizens. Reference: Anonymous (2000, May 6). â€Å"United States: The Thin Blue Line†. The Economist,       London Ed. Vol. 355, Issue 8169, pg.32.
Saturday, November 9, 2019
Culture and Organisation Essay
1. Introduction Established in 1993 and commenced operations on 18 November 1996, AirAsir was originally founded by a government-owned conglomerate DRB-Hicom. On 2 December 2001, the heavily-indebted airline was purchased by former South East Asian regional vice-president Warner Music Group Tony Fernandes’s company Tune Air Sdn Bhd for one ringgit. AirAsia Berhad is a Malaysian low-cost airline. It operates scheduled domestic and international flights and is Asia’s largest low-fare, no-frills airline. AirAsia is a pioneer of low-cost flights in Asia and was also the first airline in the region to implement fully ticketless travel. Its main base is the Low-Cost Carrier Terminal (LCCT) at Kuala Lumpur International Airport (KLIA). In 2010 AirAsia won the Skytrax World’s best low-cost airline award. Air Asia budget with no-frills airline is introduced by Tony Fernandes with the tagline â€Å"Now everybody can fly†and the man himself is also the founder of Tune Group. No fuel surcharge and no admin fee. However, ticket fare and airport tax need to be paid. This was after great deliberation as the initial offer was fifty sen. Fernandes proceeded to engineer a remarkable turnaround, turning a profit in 2002 and launching new routes from its hub in Kuala Lumpur International Airport at breakneck speed, undercutting former monopoly operator Malaysia Airlines with promotional fares as low as RM1 (US$0.27). 2. Identification of central issue The main issue that will be discussed in the analysis will be Tony Fernandes’ set of values and beliefs that shaped the company corporate culture. In six words, corporate culture is ‘How we do things around here.’ Corporate culture is the collective behaviour of people using common corporate vision, goals, shared values, beliefs, habits, working language, systems, and symbols. With the tagline introduced by CEO of AirAsia Tony Fernandes ‘Now everyone can fly’, AirAsia’s philosophy of low fares is aimed to make flying affordable for everyone. AirAsia also aims to make travel easy, convenient and fun for its guests. â€Å"A firm believer in big dreams†, can be found online (Profile-Tony Fernandes of AirAsia, 2006) Tony Fernandes famously once said, â€Å"We Asian have this habit of kicking ourselves and saying it can’t be done. Anything is possible when you put your mind to it.†(http://www.rdasia.com/a_dream_takes_flight/ , no date). At AirAsia, there is a sense of being in a good family. Tony Fernandes believes that his employees are his greatest assets and encourages a culture that emits positive vibes to ensure that every player in the team is committed and unified to set about achieving their shared goals. He once said in an interview, â€Å"We do every bit we can to succeed, including making sure that we have the right atmosphere at work. Keeping our culture intact entails a lot. We have to make sure that we stay true to winning values and traits: industry, appreciation for diversity, discipline, flexibility, honesty, friendliness, passion for learning and excellence, and a genuine concern for the welfare of all.†This shows that he began by setting the right foundation on which his company operates on. Maintaining the AirAsia culture is a lot of work, but it does not mean all work and no fun for the employees. According to Tony Fernandes, the AirAsia staffs are all quite happy to contribute towards keeping what they call â€Å"Culture All Stars†. Organisational culture (hrm ASIA, 2010). It is what their success has been built on and what keeps their staff coming back for more. Tony Fernandes’s credo, â€Å"Believe the unbelievable. Dream the impossible. Never take ‘No’ for an answer†has clearly helped shape the AirAsia culture to what it is today. (http://www.rdasia.com/a_dream_takes_flight/, no date). â€Å"We’ve somehow managed to keep this uplifting atmosphere going for us, and we attribute our success to our collective faith in, and commitment to, our raison d’etre: Now everyone can fly.†Organisational culture (hrm ASIA, 2010) We will next delve deeper for a better understanding of how the values of the ‘Corporate culture’ turned AirAsia into one of the leading airlines in Asia. 3. Outline of the theoretical framework We will be using the three levels of organizational culture as defined by Edgar Schein (2010) to analyse AirAsia. â€Å"Culture†, as formally defined by Schein (2010, p.18) is â€Å"a pattern of shared basic assumptions learned by a group as it solved its problems of external adaptation and internal integration, which has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems†. The three levels of culture are namely artifacts, espoused beliefs and values, and basic underlying assumptions. Artifacts are described by Schein (2010, p.23) as the surface level of culture, as they can include the things that a person see, hear and feel when they join a new group and are experiencing their culture for the first time. Artifacts are visible and ‘feelable’ structures and processes, and can also be an observed behavior. However, one drawback is that they can be difficult to understand and decipher (Schein, 2010, p.24). Thus, the true culture of the organization cannot be understood by solely looking at the artifacts. To understand more, it is necessary to look at the next level. Espoused beliefs and values are goals, values, aspirations and ideologies shared by everyone in an organization. Normally, these values are laid down by the leaders or founders of the organization (Schein, 2010, p.25). However, espoused beliefs and values can sometimes be mutually contradictory (Schein, 2010, p.27). Thus, the organization’s culture is only understood just on the surface level. Basic underlying assumptions, which are unconscious and taken-for-granted beliefs and values provide for a deeper understanding of an organization’s culture. Schein concluded that the essence of a culture lies in the pattern of basic underlying assumptions (Schein, 2010, p.32). If the basic underlying assumptions are not deciphered, it will be hard to understand the artifacts and espoused beliefs and values correctly. As Schein (2010, p.32) himself had concluded, any group’s culture can be studied at the three levels. The three levels of culture allows for an analysis of AirAsia’s organizational cultural from an observational level. Information can be readily drawn from business reviews, news articles on AirAsia, interviews with AirAsia’s founder Toney Fernandes and AirAsia’s website, thus making Edgar Schein’s three levels of culture an ideal model for analysis of AirAsia’s culture. 4. Analysis 5.1 Artifacts It is a normal procedure to have an induction organized by the Human Resource Management team to welcome new employees into the AirAsia corporation. A corporate culture department in AirAsia was set up in August 2004 to promote the AirAsia spirit and family atmosphere through close communication and exciting activities designed especially for AirAsia employees. This act supports the statements made by Tony Fernandes; that his employees are the driving force behind the brand’s success. The objective is to ensure that the AirAsia employees across the world uphold the culture of ONE PEOPLE, ONE CULTURE, ONE AIR ASIA and ONE FAMILY to reach the goal of ensuring the best experience at ONE AirAsia wherever they fly. The people of AirAsia are their asset, and their dedication, determination and patience have made AirAsia a success story. They have built conducive and positive AirAsia culture that permeates all the line of operation. Annual report (AirAsia, 2006). There are five published list of values at AirAsia that are inculcated in the employees – safety, passion, integrity, caring and fun. These values provide a frame of reference for AirAsia experience and a corporate culture in which they live and deliver peak performance. Tony Fernandes’ usual style of dressing at work also reflects the culture at AirAsia. He goes to work wearing his trade mark red AirAsia cap, short sleeved t-shirts and a pair of jeans which are sometimes older than his employees. By doing so, he is able to break the psychological barrier of communication between himself and his employees and get everybody to talk and give invaluable ideas. As mentioned earlier, â€Å"People are AirAsia’s best asset.†Tony Fernandes would like to create a flat structure, where everyone has access to the big boss and that allows him to get the best people and discover their potential and talent. A fine example of such discovery of talent would be Azmir Hash im, a former Guest Service staff who successfully graduated from AirAsia’s cadet pilot program. This proves that Tony provides support that fulfils the dreams of his employees. In this way, Tony Fernandes has created a friendly and approachable working environment within his company. Tony Fernandes’ philosophy of low fares aimed to make flying affordable for everyone while providing convenience and fun for its guests across the region is reflected by the successful Airbus A320, which is known for its fuel efficiency, high reliability and low operating costs. The Airbus offers guests greater width space, a quieter ride and unrivalled comfort. In December 2007, AirAsia became the largest Airbus A320 customer in the world. The fleet consists of 56 Airbus A320 aircraft spread across Malaysia (44 aircraft), Thailand (8 aircraft) and Indonesia (4 aircraft) as of the end of 2008. Annual report (AirAsia, 2008). Through this approach, AirAsia has greater flexibility to meet the needs of each market while building on the cost efficiencies of operating one aircraft type. 5.2 Espoused Beliefs and Values At AirAsia, where Tony Fernandes aims to create the best environment within the company to work in, employees are treated as part of a big family, and being family, safety always comes first. AirAsia has committed itself to a programme of reducing risks and hazards normally associated with the aviation industry through a Safety Management System. This commitment is extended to ensure the full integration of a safety culture, safety policy and safety objectives in a proactive approach to aviation safety. In short, the Safety Management System is not just an add-on but a core part of AirAsia’s business process. A Safety Management System relies on the development of a reporting culture by all employees and is a vehicle for ensuring that hazards and safety deficiencies are brought to the attention of those who have the authority to make changes. CEO Tony Fernandes has pledged that he would not take disciplinary action against any employee who dared to make a stand and report a sa fety hazard to the company’s management, and no staff member will be asked to compromise AirAsia’s safety standards just to get the job done. â€Å"Training of employees to ensure they can perform their tasks in a safe and efficient manner is an essential ingredient of AirAsia’s Safety Management System. It is management’s responsibility to make available and carry out this training, and it is the employee’s responsibility to follow safe working practices†, said Tony Fernandes, who highlighted that safety is a core value of his company. Annual report (AirAsia, 2010). To Tony Fernandes, the staff members are the pillars of his company, where everyone has a chance to shine regardless of their race, gender, creed, age, disability religion and sexual orientation. The vital thing is to ensure quality work from the staff, and Tony Fernandes believes all these start from providing a happy workplace for them. The Junior Wings Club was set up in 2008 to encourage interaction and friendship between the families of AirAsians. The objectives of this Club is to allow the children of the AirAsia staff members to understand their parents’ jobs, hone their characters and leadership skills, impart them with knowledge on various subjects and tap on their creativity by participating in activities together. The aim is to maintain a healthy balance between work and personal life so that it will result in higher efficiency in work performance at AirAsia. This is an example of how AirAsia lives up to its promise of â€Å"Valuing Our People†. Annual report (AirAsia, 2008). Another main value at AirAsia is to enhance the guests’ experience by improving speed and efficiency at every interface between the guests and the airline. A comprehensive Microsoft-based Customer Relationship Management (CRM) system was deployed since 1 April 2010. This Customer Relationship Management (CRM) system integrates its various sales, service and marketing initiatives onto a single platform which allows AirAsia to int eract with guests on a more informed basis and tailor its services to meet individual guests’ needs. From reservations and check-ins, to baggage handling, boarding and in-flight Customer Relationship Management (CRM) takes care of them all. AirAsia supervisory staff members are strategically located at the airports to provide on-the-spot assistance to the guests. There are also Service Counters in the departure halls to handle enquiries. In 2010, AirAsia introduced new mobile phone apps for smart phones which makes booking-on-the-go more convenient. In January 2011, AirAsia also introduced the concept of web and self check-in. This allows guests to check in from their laptop or computers days before their departure dates. Guests can also quickly key in their flight details at kiosks at the terminal airports to obtain a boarding pass without having to queue up at a counter when they do self check-in. All these new implementations serve to make good its promise â€Å"to make travel easy, convenient and fun for its guests.†The Board of Directors of AirAsia is committed in ensur ing the highest standards of corporate governance are applied throughout the Group. Reviewing adequacy and integrity of the Company’s internal controls is one of the duties and responsibilities of the Board. The Board is made up of Non-Executive Directors, and they are persons of high calibre and integrity who collectively possess rich experience. It is required that all Non-Executive Directors are independent in character and judgement who do not participate in the day-to-day management of the company and do not involve themselves in business transactions or relationships with the Group in order not to compromise their objectivity. In order to improve the overall organizational effectiveness and to uphold the integrity of the Company in the eyes of the public, the Company has updated the whistleblowing program during the year which acts as a formal communication channel where all stakeholders can communicate their concerns in cases where the Company’s business conduct is deemed to be contrary to the Company’s common values. All concerns will be addressed to the Chief Audit Executive (Audit & Consulting Services), who will then assess all concerns reported and recommend the appropriate action and all details pertaining to the name and position of the whistleblower will be kept strictly confidential throughout the investigation proceedings. Mazliana Mohamad was appointed the Regional Head of Audit and Consulting Services in 2010. Her main roles include providing independent and objective assurance and consulting services designed to improve the effectiveness and efficiency of AirAsia’s operations and integrity of the financial reporting and to ensure compliance with applicable laws and regulations. Practicing the highest standards of ethical behavior and demonstrating honesty in all the line of work is vital to gain trust and command mutual respect at AirAsia, and this is in line with Tony Fernandes’ beliefs of his company’s â€Å"winning values†. Setting goals beyond the best and reinforcing high quality performance standards is to support AirAsia’s values of â€Å"Excellence in Performance†. In its endeavor to be a full-fledged self-sufficient airline, AirAsia has set up its own Academy which commenced operations in April 2005 with a vision to provide and fulfill training needs that would support their mission to deliver low-cost, high quality benefits to their customers across the region. The Academy is a one-stop, comprehensive learning centre and caters to all the important and necessary needs for all its employees. This includes pilots, engineers, cabin crew, ramp support and guest services front-line staff. The curriculum undertaken conforms to international standards and this training facility complies to all the regulations of the Malaysian Department of Civil Aviation, Thai Department of Civil Aviation, Indonesian Department of Civil Aviation and Civil Aviation Safety Authority Australia. Annual repo rt (AirAsia, 2008). 5.3 Basic Underlying Assumption There is a great sense of empowerment of AirAsia enhanced by an open office layout which encourages easy interaction between everyone and flat hierarchy that breaks down psychological and cultural barriers. All staff (All Star) can approach any member of the management team to voice out an opinion or share an idea. Good ideas, proposed by anyone, can be implemented quickly because there is little bureaucracy. At the same time, bad ideas can be scrapped just as fast. The AirAsia staff members understand that generating ideas is not limited to the directors and executives of the company and that everyone can contribute ideas regardless of their rank in the company. This informal structure means not only that there are more than 8,000 brains (of All Star) contributing to the company performance as opposed to just 20 or so at management level. It also helps to keep costs down by tapping on internal resources as opposed to paying for outsourced external help. Human capital development at AirAsia is about providing opportunities to their people (All Star); opportunities such as fulfilling the dreams of the cabin crew and ground officers to become pilots. This helps to develop talents within the company and saves cost on hiring a brand new employee who needs to be trained from scratch. With the basic assumption of ‘Now Everyone Can Fly’, AirAsia is operating in a cost optimization philosophy to make flying affordable for everyone. 5. Conclusion With the foundation that Tony Fernandes has created, the AirAsia staff members are currently in a friendly workplace with a flat hierarchy. This creates a conducive working environment where everyone can perform at their best. With the low cost implementations in place, AirAsia has continued to deliver its promise of affordable airfares with reliable services. As a company previously with almost RM40 millions in debt, AirAsia has made tremendous progressive steps to where it is today, thanks to the leadership of CEO Tony Fernandes. With the growth that sees AirAsia currently in 18 countries, it has potential to progress even more. Continued success creates strongly held shared assumptions, and thus a strong corporate culture core. If the internal and external environments remain stable, this continues to be an advantage. However, if there is a change in the environment, some of those shared core assumptions can become liabilities, precisely because of their strength. An example is a change of leadership in the company. Tony Fernandes created the very environment AirAsia is right now. But when the time comes for him to leave the company, the culture may diminish along with his departure. â€Å"New leaders who come into the organization who do not share or value the core assumptions on which the organization was built may result either from the departure of the key culture carriers and the inability to find replacements with the same values and assumptions, or because the board wants to change the core culture and deliberately brings in outsiders with different values and assumptions.†Schein (2009, p.171). 6. Recommendations From the analysis so far, we can see that AirAsia values its employees as much as its customers. The evidence is the environment created for its staff and its fulfillment of promises made to its customers. However, the leadership for AirAsia should not be taken for granted. In the face of the possible threat that Tony Fernandes may relinquish his role one day, career development programs can be rolled out to protect and preserve AirAsia’s culture. Top performing staff such as directors and executives could undergo training to prepare themselves for this potential role in the future. An internal candidate would be more suitable as this person would have been exposed to the AirAsia culture and familiar with the way AirAsia operates. This program in place would likely ensure that the AirAsia culture can be preserved, and AirAsia will also retain its position in the aviation industry. Aside from this, regional meetings and team building sessions are recommended to be held periodically to keep the region abreast of each other’s activities internally, and it would also strengthen relationships between employees from different countries. This will also ensure that AirAsia is consistent in their visions and beliefs regardless of their location. In conclusion, AirAsia is doing a great job and they should preserve their culture and continue with their mode of operation to enjoy success in the future. 7. References 1. Profile-Tony Fernandes of AirAsia (2006) Available at: http://www.skorcareer.com/malaysia-eng/tonyfernandes-airasia-profile.htm (Accessed: 26 November 2011). 2. http://www.rdasia.com/a_dream_takes_flight/ (no date) (Accessed: 26 November 2011) 3. hrm ASIA (2010) Organizational Culture. Available at: http://www.hrmasia.com/resources/employer-branding/organisational-culture/41247/(2nd)/ (Accessed: 26 November 2011) 4. http://www.rdasia.com/a_dream_takes_flight/ (no date) (Accessed: 26 November 2011) 5. hrm ASIA (2010) Organizational Culture. Available at: http://www.hrmasia.com/resources/employer-branding/organisational-culture/41247/(2nd)/ (Accessed: 26 November 2011) 6. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 7. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 8. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 9. Schein, E.H. (2010) Organ ization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 10. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 11. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 12. Schein, E.H. (2010) Organization Culture and Leadership. 4th edn. San Francisco: Jossey-Bass. 13. AirAsia (2006) Annual report. Available at: http://issuu.com/airasia/docs/aa-corporate-06 (Accessed: 26 November 2011). 14. AirAsia (2008) Annual report. Available at: http://www.airasia.com/iwov-resources/my/common/pdf/AirAsia/IR/AA%20Corporate%202008.pdf (Accessed: 26 November 2011). 15. AirAsia (2010) Annual report. Available at: http://www.airasia.com/iwov-resources/my/common/pdf/AirAsia/IR/AirAsia_AR10.pdf (Accessed: 26 November 2011). 16. AirAsia (2008) Annual report. Available at: http://www.airasia.com/iwov-resources/my/common/pdf/AirAsia/IR/AA%20Corporate
Thursday, November 7, 2019
Reflections of A Young Career †Management Essay
Reflections of A Young Career – Management Essay Free Online Research Papers Reflections of A Young Career Management Essay Life has had different meanings for me during my thirty years of existence. My developing process as a person found me wanting extraordinary things for my future. I have dreamed about sports, politics, religion, science and arts, as well. I often feel that every person I have met had some kind of influence on me, no matter how imperceptible this influence seems to be. I have been surrounded by the most diverse people, in terms of culture, origin and personality and I feel they all have molded my character and my attitude towards life. I have been influenced by a wide variety of leaders and after all these years, I have begun to recognize their impact on my life and, at the same time, I am on the way to become one. I am aware of the fact that I am already a leader in several aspects of my daily routine. I am also aware that most of my conscious and unconscious actions have an impact on the people around me. Everything we say, every move we make, every gesture, every sound communicates something, and thus it is impossible to remain unnoticed. One cannot not communicate 1 . That constant feedback exposes us, but also enriches us. We learn that way and we also teach that way. It is a two-way process. When we realize that everything that comes from us and gets to someone else has some sort of power attached to it, then we start to become leaders. Power is a word with several different meanings and it is sometimes linked to some negative ones. However, I like to use it to explain one of the most important abilities of any given leader: to transcend. We feel empowered every day by people who excel, who go beyond, those who keep us in motion. I admire them for many reasons: their courage, their determination, their passion, but there is one single aspect that I admire the most and that is their vision. I deeply respect them for having the ability to sustain their visions through the most challenging situations. By observing them and paying more attention to the things that seem to drive them in life especially those things that are far away from the ordinary I realized that I also have my own vision and it is very powerful indeed. Somewhere in the future, at some point around the a ge of fifty years old, I see myself as a very respected professor. Teaching or willing to do it has been a passion for me for many years. It will give me the opportunity to become part of some others’ dreams, projects, inventions and I find that notion absolutely fascinating. I see myself teaching at a very prestigious institution and, as a previous condition to that, I strongly consider the possibility of getting a doctorate degree. I understand the difficulty that this represents, but I am very excited about the idea of spending more time at any given university, living in the kind of environment that really gets the best of me. I understand that a doctorate degree makes anyone a leader in a very specific field of study. A very particular type of leader, indeed. In that sense, my style of leadership, according to Goleman’s classification will be a combination of visionary, coaching, affiliative and democratic 2 . I would like to be a visionary leader to inspire others and propel their own visions. A coaching leader would be important to direct people’s motivation in order to establish concrete goals. Being affiliative, something I will find hard to achieve due to my notorious lack of empathy, will be a key tool to approach the ones who may feel lost or without a tangible plan to follow. Democratic is a characteristic that I think is very important to gain people’s trust and to create a true team-work atmosphere, necessary to succeed at any level. Though the idea of a professor is often related to a very serious, polite and sometimes aloof person, I will try to remain friendly and enthusiastic as I think I am at this age. I also see myself, at some point of my career, returning to my country, Argentina. I will return for a handful of reasons, but mainly because I would love to transmit to others what I am learning these days, here in Minnesota. My city, Mendoza, is a place about the size of the Minneapolis Metro Area. It looks like the perfect site for many new projects and some entrepreneurship as well. I often fantasize about putting together an organization there, where I will be able to share my knowledge and expertise with my closest friends and make the ultimate working environment. I am not quite sure what kind of job that will be, but I have the feeling that I will involve lots of planning and long-range thinking as well as a lot of team-work. I do not see myself as a lone researcher or something similar, even though my MBTI Type is INTJ 3 . Some of my loved ones have already taken their learning experience outside Argentina, in many different places, all around the world. I envision all of us moving on with our plans along with our families. I see myself as a father, even though I am not married yet. I really enjoy being single for the simple fact that it has allowed me to travel around the world, seeking not only comfort, but peace of mind. I know I will get to the point –soon- where I will find my significant other and start my own family life. To transcend as a professor is very important to me, but I am also aware that fatherhood is even more important. I find the idea of watching my own blood grow up to become a unique person and not just another average human being absolutely mind-blowing. Writing is also one of my stronger passions and I have never had the chance to write formally. I have written about trips, plays, concerts and games and found myself enjoying every single word I put on paper, something I hope to do in English also, a very hard task these days. I would love to see part of my work reflected in a book or in many books. Since I have some sort of obsession with the notion of transcending, I see books as a very effective way of transmitting knowledge from generation to generation. The fact that I chose engineering for my bachelor degree and that I studied electronics for more than four years does not scare me to move in a very different direction. My current job is about engineering, but I do not see that as an obstacle to leave behind in order to focus on a subject that I have discovered since I graduated from college. Having chosen the MSTM Program is, perhaps, the first step. I already experienced some work environments that were not about technology and I felt thrilled. Interdisciplinary work is something that we are all starting to integrate into our daily routine, whether we like it or not. We live in a very complex world and our working experiences are becoming more and more challenging and for that reason we need more tools. Maybe the most important subject I have learned during the LLL I classes is Emotional Intelligence (E.I.) 4 . Being able to succeed in the four dimensions 5 of the E.I. appears to be a very difficult task, but not impossible. This is a part of my vision that has begun with the initiation of this class. I realized that having accomplished those four dimensions and excelling at them is part of that ideal reality that composes my vision. I wish to be in a work environment where these four dimensions can lead me through the most demanding situations. I would like to see my future job, whatever this will be, as a real challenge, not just an excuse to spend some time while I make money from it. I would love to combine these daily tests from my future job with my passions and make some sort of integral life experience, with both together, all the time. We usually forget that there is always a chance to enjoy what we do everyday. It is a choice. It is very peculiar that we, most of the time, opt not to make the choice and see our daily schedule as a painful road. Back in the academic arena, I think I would also enjoy being part of a program’s management, either as director or simply as an advisor. There are many very relevant roles in all universities and I think those positions are a very subtle combination of leadership in many aspects. Knowledge, expertise, long-term vision, empathy, systems perspective are only a few of that kind of leader’s characteristics. I would also love to have the chance of combining these academic activities with one of my strongest passions, if not the strongest, which is traveling. Trips work on me as boosters that motivate me in all the different aspects of my life and often give me the inspiration to come up with great ideas. In some way, I sometimes feel I need to escape from my day-to-day reality and see things from a very different perspective. In the years to come, it will not be about vacation, at least, not mainly about that, even though as time passes on, I will need more time to rest and relax. I think it will be more about disconnecting from my routine and submerging into new people, places, habits, cultures and ways of life. I have always enjoyed this. It transports me to a state of mind where money and material possessions do not really matter. It does not matter whether it is a very large city or a small town, a desert or a rain forest, ocean or lake; everything seems to be perfect in that moment. Sometimes it is about the people. Meeting them, getting to know them, understanding them, but sometimes it is not even that. It is just about sightseeing, about the landscapes, the weather and anything else that may be in the surrounding area. It is an absolutely pleasant feeling. It allows me to enjoy things such as nature, life, health or peace of mind in a very profound manner. We are constantly talking about globalization, global markets, world economy, but we do not see the world as a whole. We usually pay too much attention to the fragments and the fact that we are all human and we all live in the same planet makes us much more similar to each other than we realize. I think it is time to start seeing all of ourselves as citizens of the world. It is good to belong to one country and have feelings about it, but we should be more aware of the fact that we should all take responsibility for what is happening in our world and not in one particular nation, as we usually tend to see things. As part of my vision, I also see myself more involved with my community in the future. It is hard to imagine in what way this may happen, but I feel I will be prepared to give back part of my knowledge and experience. A non-profit organization could be an excellent arena to develop more leadership proficiency and, at the same time, to participate in something beneficial for something as extensive as mankind. I think it is a very important thing to be involved, to be part of and to be a central character in our own living. I want to be able to generate my own excitement. I want to have the main role in my own life’s movie. I do not want to be seen as an extra. Through smart decisions, I want to feel that I am also in the director’s role, leading others to succeed and help bring out the best of them. In other words, I would love to have a life full of variety and intensity. A life that would make a substantial difference and not just an elegant way for seeing years go by. I would like the majority of my life to be very demanding and a delight at its very end. I want to grow old as a happy person. As my Sage from within once said, â€Å"Make sure that when you close your eyes for the very last time, you do not want to go back and change something. Die for what you believe in and believe in what you would die for†. Research Papers on Reflections of A Young Career - Management EssayThe Masque of the Red Death Room meaningsBringing Democracy to AfricaThree Concepts of PsychodynamicAnalysis Of A Cosmetics AdvertisementRelationship between Media Coverage and Social andCapital PunishmentHip-Hop is ArtEffects of Television Violence on ChildrenIncorporating Risk and Uncertainty Factor in CapitalPersonal Experience with Teen Pregnancy
Monday, November 4, 2019
Electro-Mechanical Control Systems Assignment Example | Topics and Well Written Essays - 1250 words
Electro-Mechanical Control Systems - Assignment Example Top-down approach in problem solving is used to solve the problems in different stages and sections. Thus, it is rather easier to solve the smaller problems rather than solving a big problem. It is rapid process of solving the problems. Rather than decreasing the viability of the solution, it enhances the reusability of the solutions and provides solution for various other problems regarding the problems or encircling the major given or discussed problem. Makes larger problems into smaller parts that can easily be solved and remain more manageable. Makes it easier to evaluate the sources of problem and correct the problem from source. In general, top-down approach splits the problems in smaller sections and parts that make the problems easier to solve and more manageable in every manner. The quality of the results remains much better as compared to that presented by other problem solving approaches. At the end, the individual results are combined to solve the problem on a scale (Math ieu, 2002). Ball Screw is a liner actuator that converts rotational motion of a moor or a rotating shaft into linear displacement. It presents very little resistance due to the ball bearing mechanism for the linear displacement of the screw. The assemble with the ball bearings act as the nut of the device while the rotating shaft or the threaded shaft acts as the screw of the device. When the nut assembly moves with respect to the rotating shaft, the balls move inside the nut assembly. There is no direct physical contact between the nut and screw. Ball bearings support and hold both the nut and screw assembled together. The whole mechanism makes the Ball screw to present lowest tolerance and highly precision at every stage. The shaft of the ball screw or the rotating shaft holds the ball bearings and presents helical raceway for the ball bearings. In this manner, the ball screws are able to with stand heavy loads
Saturday, November 2, 2019
Provider Roles in Spiritual Care Essay Example | Topics and Well Written Essays - 1250 words
Provider Roles in Spiritual Care - Essay Example From this discussion it is clear that the spiritual dimension of the client is strongly evident during illness, stress, difficulties, and end-life-care when people strongly needed the direction and comfort derived from their spiritual preferences. Faith and religion are essential components of a client’s spiritual dimension and health provider has the responsibility to have self-awareness of one’s spiritual preferences before integrating a non-biased spiritual care.This paper outlines that spiritual care is the most difficult task of a provider, specially the nurses. Most of the nurses lack adequate training for spiritual care giving and may influence the provision of adequate spiritual care. Healthcare providers such as nurses need to have formal education training or graduate programs in pastoral counseling or ministry in order to provide an excellent and competent spiritual care and to refer clients to other spiritual care providers as needed. Organizational team mem bers such as the Baptist Healing Trust aim to further the work of non-profit agencies in providing health services to vulnerable populations in Middle Tennessee. Members of the Baptist Healing Trust heal with love and compassionate care in accordance with the Christian tradition. In addition, staffs of the Baptist Healing Trust have the role of reiterating the importance of meeting health needs, providing human services, and balancing of excellence in skill and great compassion. The Baptist Healing Trust operates as a funding agency and requires partnership with the staff of non-profits to raise the standard of compassionate care. The Baptist Healing Trust also offers retreats, workshops, and consultation for organizational and culture change to continue the delivery of spiritual and health services to the vulnerable and underserved population of Middle Tennessee. The Baptist Healing Trust is the organizational team member of Baptist Hospital in Nashville, Tennessee. The organizatio n believed that true healing comes from deep compassionate care and charitable health care expressed through the preservation of humanity and dignity of each human being as a creation of God (Baptist Healing Trust, 2010, n.p.). The emergence of the healing hospital in Baptist Hospital follows the teachings of Jesus and the Good Samaritan. A hospital institution does not only prevent and cure diseases but also enriched the heart and spiritual needs of client. Spiritual health provider must have a servant’s heart that offers compassionate care, goes beyond the box to meet people’s needs, has commitment to organization’s values, mission, and vision, and expressed care in a continuous chain of light from care giver or provider to every patient, fellow caregiver, and one's
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