The Cultural Rhythm of Jamaica Kincaid free essay sample

Jamaica Kincaid’s â€Å"Girl† is about a traditional mother who is trying to teach her young daughter the traditional way of growing up to be a woman. Simmons, Diane discuses: â€Å"The story begins with the mother’s voice giving such simple, benevolent, and appropriately maternal advice† (1); And â€Å"In â€Å"Girl† the mother’s chant of information and advice enfolds and ensnares the daughter, rendering the girl nearly helpless before the mother’s transforming will† (2). Furthermore, the title of the story signifies that the daughter is still young and is living dependently on her mother. She still has many things to learn from her experienced mother. In her culture, there is a sign of family love and care for the young one. The mother in â€Å"Girl† gives lectures to ensure that her daughter learns basic skills to be self-sufficient, as well as basic principle of the culture and human being. First, the mother takes an opportunity to educate â€Å"Girl† about tradition role of a woman in their society. We will write a custom essay sample on The Cultural Rhythm of Jamaica Kincaid or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In their culture, women take full responsibility for domestic activities such as cooking, house chores, and sewing. To comply with the culture, she needs to be able to take on the tasks of a woman. Girl† needs to know and practice of house keeping like doing laundry, sweeping house, doing different stuff of cooking, and preparing the table meals. The mother instructs her sensually, with the rhythm of a song as music: Wash the white clothes on Monday and put them on the stone heap; wash the color clothes on Tuesday and put them on the clothesline to dry; soak your little cloths right after you take them off; when buying cotton to make yourself a nice blouse, be sure that it doesnt have gum on it, because that way it wont hold up well after a wash; (719) There are so many things to learn growing up to be a domestic young lady. The mother continues educating her daughter how to cook different dishes. The mother is very particular about domestic order: ;cook pumpkin fritters in very hot sweet oil; soak salt fish overnight before you cook it; and this is how to make pepper pot; (719) She even gives instruction on how to â€Å"set a table for tea, breakfast, lunch, dinner, and for dinner with an important guest. † House keeping is a concern of heath, so she teaches her daughter, â€Å"this is how you sweep a corner; this is how you sweep a whole house; this is how to sweep a yard† (719). The mother’s rhythm of chanting speech goes on as she lists both small details and much more important issues. She tell her daughter â€Å"not to walk bareheaded in the hot sun or eat fruits on the street to avoid flies from following her. † She specially warns about growing an okra tree and taro roots. It is not wise to learn the hard way from our own mistakes when there is the easy way around simple problems. So the mother expects her daughter to have a little knowledge of cultivation: ; this is how you grow okra far from the house, because okra tree harbors red ants; when you are growing dasheen, make sure it gets plenty of water or else it makes your throat itch when you are eating it; (719) From the smallest details, we go to one of the most important knowledge that the mother is passing to the daughter: ; this is how to make a good medicine for a cold; this is how to make a good medicine to throw away a child before it even becomes a child; (720) It is a critical knowledge for the daughter to have in case it is very necessary. The continued tone of motherly advice at first works to lighten the sinister nature of the information imparted and then, paradoxically, seems to make these disclosures even more frightening; eventually we see that, in a world in which a recipe for stew slides into a recipe for the death of a child, nothing is safe† (Simmons 3). With all the knowledge of house hold chores and practical survival skills, hopefully, the daughter is ready to be a self-reliant member of her culture. The mother continues help the young daughter to keep her traditional feminine values, and to be respected in her society. In their society, women are expected to behave and conduct activity in the public in a certain way. Women need to pay attention to the social norm and be aware they way they act in public. They may need to behave in a way that traditional defines the feminine member should be. In this story, the mother makes sure that her daughter is taught the basic principles of their tradition and inherited cultural values. â€Å"Not only manipulates the girl into receptivity to the mother’s condemning view, but also teaches the art of manipulation† (Simmons 3). She teaches what it is feminine, and that there is certain appropriate way to do and not to do thing—the language seems to become even more rhythmic. ; this is how you smile to someone you dont like too much; this is how you smile to someone you dont like at all; this is how you smile to someone you like completely; (719) She also warns the daughter not to speak to or associate with â€Å"wharf-rat boy† in anyway. It might be that it is inappropriate for a gentle lady to talk to bad boy randomly. Her mother seems to seriously restrict her from any involvement with this kind of boy. It seems to be fine with her mother for her to play marbles, as long as she does not â€Å"squat down to play, because she is not a boy. † It might be again their cultural principle: ; don’t pick peoples flowers because you might catch something; dont throw stones at blackbirds, because it might not be a blackbird at all; (719) Finally, the mother’s awareness of her young daughter, naive daughter is growing into adulthood; she needs to pass down to her some traditional knowledge of experiences. This is a sign of family love and maternal care for the young one. â€Å"Spoken almost entirely by the mother, with only occasional interjections by the daughter, â€Å"Girl† offers a catalogue of instructions for becoming the good Antiguan woman. Much of it is devoted to practical matters, such as how to select and prepare certain foods, how to choose fabrics for clothes, how to perform various domestic chores, and how to behave in public. The rhythm of repetition in the instruction has the quality of a litany.

buy custom Romantic Poetry essay

buy custom Romantic Poetry essay In the literary world nature has for along time been considered a significant issue. Different poets have different understandings of nature and this is at times reflected in their works. In this discussion I will discuss two artists of the romantic era, John Keats and Samuel Taylor Coleridge. John Keats as opposed to Coleridge is regarded as a romantic as he worshipped nature and its beauty in his works. In Keats work objects of nature become full of life and of exquisite beauty. However Keats does not only treat these objects as objects without life but rather he creates a personal attachment with them by mixing his emotion in the objects. His work has an expression of personal emotions such as hope happiness, sadness and frustration among other things. A good example is the Ode to a Nightingale in which he expresses the desire to get away from cruel reality which he is unable to bear. He desires to join the nightingale in flying away to the land of his dreams. Coleridge as opposed to Keats took up the elements of nature and presented them in their natural form. As he possessed a powerful imagination and an exceptional narrative skill he often imagined the most supernatural of things and explained them in the most natural of ways. In his work The Rime of the Ancient Mariner, he gives a description of the life of a mariner and his sufferings for killing an albatross. The main thrust of the poem is the reaction of the mariner after killing the albatross. The bird is a creation of God and by killing it the mariner was guilty of a crime before God. The major difference between the two poets is from their view of nature. According to John Keats nature represented by the nightingale has no correlation with normal human life as it something beyond the human being. Coleridge on the other hand perceives nature which is embodied by the albatross as something which is relevant in everyday life as the mariners would feed it and play with it. The albatross is described as their only companion in the infinite ocean. Buy custom Romantic Poetry essay

Nursing Documentation Term Paper Example | Topics and Well Written Essays - 750 words

Nursing Documentation - Term Paper Example The term records is used in this periodical to mean any written by electronic means generated information about a patient that describes the service or duty of care provided to that client. Health records may be paper documents or electronic documents, such as images, electronic medical records, faxes, e-mails and video record or audio. Body Via documentation, nurses converse their explanations, decisions, procedures and consequences of this deed for clients. Records used as exact explanation of what happen and when it happened, hence they give clear information on them. From documentation, information given to individual clients or groups of clients according to the nature of the individuals relates to the consequences of observation. For individual clients, documentation provides entire statement of the status of the client, the proceedings of the nurse, and the client results. Nursing documentation clearly describes an evaluation of the client’s fitness status, nursing inte rventions carried out, and the result of these interventions on client impacts. From nursing health chart, care plan records client’s requirement such as goals of clients and wishes. If care plan, needs any change nurses usually report the information to other health care or physician on behalf of client. For groups of client, this document provides information about therapy groups and public health programs service records hence nurses record overall observations pertaining to the group (Carpenito, 2009). Reasons for nursing documentation Nursing documentation usually help in facilitating communication, it provides good nursing care and it meets professional legal standards. Facilitation of communication Nurses usually communicate with other nurses, client and family members of client. In addition, documents usually show interventions that nurses used and outcome from them and care provided to the client by health team (Lippincot & Wilkins, 2007). Promotion of good nursing c are Documentation is used as a source of fund and it gives management a good picture on how to pay their nurses hence carrying out nursing resources on how nurses produced their job such as if the quality of work given is low or high. Nurses also make decision on work based with outcome information and they make changes from base evidence (Treas, & Wilkinson, 2013). Meeting professional and legal standards Documentation helps management to acknowledge nurses skills and knowledge via nursing client relationship. In a court of law, the client’s health record serves as the legal record of the care or service provided. Measurement of Nursing care and the documentation of that care measures according to the standards. Tools for documentation Documentation has tools such as flow sheets, worksheets and checklists, Care maps and client care plan are some of tools used to describe health records (Treas, & Wilkinson, 2013). Worksheets Nurses use worksheets to classify care provided to manage their time and many rights of the client. They also communicate surgeries, upcoming test and available orders in the clinic. Client care plans Client care plan are outlines of individual care and they make permanent health record I hospital. They also used to record clearly the wishes and needs of client. Flow sheets and checklists Flow sheets and checklists are also used in document routine care, observations and records kept on a regular basis, and there are permanent health

The concepts of supply chains and distribution channels Essay

The concepts of supply chains and distribution channels - Essay Example However, initially, the concepts and practices were not clearly spelt out as it is now. Most of the activities were carried out in an ad hoc manner (Lavassani, Movahedi, & Kumar, 2009, pp. 85–98). Integration of distribution and warehousing (logistics) The concept of supply chain in the company has evolved over time. Most of the segments of supply chain were loosely interconnected. However, as the company developed it had to integrate the logistics, distribution and warehousing together to take advantage of efficiency that supply chains provided. When the company realized that, it had to upgrade its operations due to efficiency brought about by the integration. The company decided to merge the two concepts to form logistics. This made the border between warehousing and distribution became transparent. However, the two ends were still loose, and the management tries to consider making the links stronger and increased the level of resource sharing. This was also coupled with red uced costs and time to market. This was the beginning of evolution in the company (Mentzer, et al, 2001, pp. 1–25) Integration if logistics with production and purchasing The company later decided to optimize the advantages of integration. The company integrated purchasing, distribution, warehousing, and production. The concept worked out right, and the saving was exceedingly. The four functions were integrated, and the core activities under each concept were conducted under the same roof. This was the birth of supply chain in this company. The company managed to align the separate function in the sequence bellow:    Leveraging lean and agile The concept made the company too agile. This is one thing the company has been searching for, the supply chain concept provided the agility required by the company and the company optimized its supply chain concept and leveraged its production to achieve the required competitive age. However, this conceit is long overdue in the company . This has also contributed to the company profitability as the company became more agile. The demanding market and growing competition made the company more profitable due to its agility. The comment managed to increase its product lines and categories (Larson, &, Halldorsson, 2004, pp. 17-31). According the to Kouvelis, Chambers, &, Wang, (2006, pp. 449–469), the volatile and less predictable market just made competition better, and visibility of the company amidst the masses was achieved through agility and leanness Lean concept The modern SCM in companies must be lean; the concepts of leanness help the company to hold the required stock only and assets that can slow down the response time and increase cost are shed. These concepts offer sufficient service levels that can meet growing demand in companies. As a product portfolio, companies must know how to valance between lean and agile. By fine tuning, this company achieves an optimal product portfolio. The different produ ction, which is in the company portfolio, must be treated accordingly (Movahedi, Lavassani, &, Kumar, 2009, pp. 75–88). characteristics of a contemporary Supply Chain concept Lean: The company aims at forecasting at the generic level Economic order Quantities Maximized efficiencies Agile: Demand driven operations effectively Localized Configuration Maximized effectiveness   Then backbone of stable agile and lean supply chain is operations efficiency that brings about6 sustainable competitive advantage. This is based on the supply chain concept that offers a sufficient service level in the face of growing demand   (2) Identify and describe the supply chain and distribution channels

Human resource policies Case Study Example | Topics and Well Written Essays - 1500 words

Human resource policies - Case Study Example Our argument is that, in order to play a strategic role in the organization, the HR policies and practices that make up an organization's people strategy should reflect, reinforce, and support the organization's business aims and objectives. A strong linkage is needed between the overall vision of the organization that is held in the minds of the senior executives and the aims, objectives, and underlying philosophy of the organization's approach to managing people. This linkage will ensure that HR interventions can become a creator, and not an inhibitor, of sustained competitive advantage. This link between people strategy and business-unit strategy we term vertical alignment. Note, however that alignment suggests a much more fluid dynamic that allows for variation and flexibility. It is not a mechanistic "matching" exercise between business strategic objectives and people strategies; often, such matching is simply not feasible and, in any case, will act as a constraint. Instead, the process is evolving, based on an understanding of what the business's goals are, their people implications, and the translation of these into an overarching people strategy that can be used as a basis for detailed HR policies. Some core policy-setting, majority of decision-making and service provision is at the divisional and local level. There is limited shared services or automation, resulting in duplication across the business. Strategic goals: Cost control; divisional growth; market penetration. What this means for HR: HR services are closely aligned to divisional/local requirements resulting in variation in service offering across divisions. Challenges for HR - Evolution is driven by a 'powerful few'; - HQ has grown by adding management layers; - Corporate centre's role is to check what is proposed by divisions; - Centre not seen to add value. HR impact in a nutshell: Requires strong local HR capabilities. HR's response: Matthew Brearley, HR director, Vodafone says: "This definition is partly correct, but I feel HR's ability to influence is a blend of the organizational model and environment and personalities of people. We have a global framework but freedom to work in our territories. Do I have the ability to influence and make change - absolutely." Recruitment and Orientation At the global level, Corporate Responsibility (CR) is integrated into induction training for all new employees, through workshops that talk about the company's CR policies. All employees also receive the booklet on 'Passion for the World Around Us' that identifies the company's values and its commitment to the goals of CR. Vodafone conducts an annual employee survey that includes questions about whether the company is generating trust and adequately managing its environmental

Nature and Causes of Resistance to Change

Nature and Causes of Resistance to Change However there are general points that can be made about the concept of organisation change. Before change take place organisation should know some key factors such as; how much change is needed? How much time is required for change to take place? When should change take place? Who should be key performer in change process? And what role should they have? Who benefits from change and harms from it. There are mainly two forces which puts organisation to change; external and internal. First lets took at external forces: Changes in demand for the organisations product or services for example new trends in market place, change in customer preferences, government legislation Aggressive tactics of competitors for example developing an advantageous improvement in product or in service. Arrival of newcomer with advance and low-cost product or service. Takeover of business by more power full organisation Merger and aquitation Change in supplier Change in terms of trade example currency exchange rate, tariff etc Fail to requite skill employees Change in technology available for business in term to more profits. Change in government rules for example taxation, new budge, new labour law The impact of these external forces in terms of change might differ; depending on organisation and industry in which they compete. For example supermarket Retail Company like TESCO and ASDA will give more important to its competitor. While banking organisation like HSBC or Barclays will immediately respond to economic condition or change in government rule. Internal forces which should in theory be more predictable indication of change are as follows: Planned changes in strategy as result of new mission and goals. Sometimes depends on external consideration. Efforts to introduce cultural change for example change in management style, collaborative working. Change in production methods to improve and make better use of resources. Need to improve quality of products or services. For launching new product or services developed by research and development or sales or marketing department. Need to improve standards or services for dealing with suppliers. Need to deploy human resources where they are most effective. Need to Change or upgrade information technology. Dealing with these external forces of change management have plane how they will respond to them. Some potential changes are being declared well in advance and in these cases planning is taken care proactively. Other general issue concerning organisational change include resistance to change the use of key individuals as change agent and cost of implement change. It is important that managers planning changes should acknowledge that some resistance will be unavoidable. All change will incur some direct cost an example of this is equipment cost, relocation cost, recruitment cost, and possible redundancy payment. Apart from this there will be indirect cost like communicating change to employees, providing appropriate training and temporarily redeploying key managers and staff on the projects. Resistance to change: There is not much point in change in change for changes sake. Most people need to be persuaded of need to change. Some people fear it. The reality is that ever human grouping has some forces within it which keep it together and provide it with stability and other which provide it with reason to change or adapt. Kurt Lewin1 illustrated the dilemma neatly with his classic notion of force field theory. This theory suggest that all behaviours is the result of equilibrium between two set of opposite forces what he calls driving forces and restraining forces driving forces push one way to attempt to bring about change; restraining forces push the other way in order to maintain the status quo. Generally speaking human being tends to prefer to use driving forces to bring about change. They want win by exerting pressure on those who oppose them but as Lewins model suggests the more one side push the more other side resists resulting in no change. The better way of overcoming of it is by focusing on the removal, or at least weakening of objection and fear of resisting side. Thus the initial policy should not be how we can persuade them of our arguments for change? But rather what are their objections and how we can deal with them? Lewin developed three-stage approach to changing behaviour which comprises the following step: Unfreezing existing behaviour: gaining acceptance for change. Changing behaviour: adopting new attitudes, modifying behaviours this is mainly done by change agent. Refreezing new behaviour: that is reinforces new patters of thinking or working. The unfreezing stage is aimed at getting people to see that change is not only necessary but is enviable. The change stage is mainly a question of identifying what need to be change in peoples attitude, values and action, and then helping them to acquire ownership of the changes. The role of change agent who is the main person responsible for helping group and individual to accept new ideas and practise is important at this stage. The refreezing stage is aimed at consolidating and reinforcing the change behaviour by various support and mechanisms like encouragement, promotion, participative management and more consultation. Now let look at kotters2 theory about. John kotter a professor at Harvard business school world-renowned his eight step change process in his 1995 book leading change which are as follows: Create and sustain a sense of urgency about the future. Create and empower a leadership team a guiding of coalition. Developed an end goal, vision and strategy to achieving. Constantly communicate new vision and set out what change in behaviour are required. These are four stages are intended to help deforest hardened status quo. Empowering employees to help change happen by removing obstacle such as restrictive organisation structure, lack of necessary skills, inflexible managers and unimaginative reward system. Generating some benefits in short-term so that people can see some tangible improvements on the way to achieving the goal. Consolidating short gain and producing more change by continuing the action taken in stage five, introducing new projects and bringing in more people who are committed to the change that are sought. Embedding the new approaches in organisation culture so as to avoid eventual regression into previous practice. This implies adapting the culture from some earlier model and being prepaid to adapt again the change. INTRODUCTION The change in an organization is important to stay in the competition between the competitors in the business. Change is an inescapable part of social and organizational life. The concept of change in organization may be wide change or small change. Small change in organisation may be like adding new persons, modifying a program wide. Wide changes will be like lay offs, mergers, new technologies and collaboration with a major company. The Nature and Cause of Resistance of Change Employees can also resist change because they will find some new technology and program to learn and there will be new challenges to face and achieve new goals, but rather they will have fear of unknown future and about ability to adopt it. (De Jader 2001) Argues that Most people are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar; we are naturally concerned about how we will get from the old to new, especially if it involves learning something new and risking failure. FORCES (SOURCES) OF CHANGE An organization can have many different forces for change its organization. Awareness of these forces will be helpful to the managers to change their organization by implementing these changes accordingly in time. There are both external and internal forces which are discussed hereunder:- External Forces External forces for change will be originated outside the organization these force of change may have global effects, because organization generally have an external change when they are eventually find that they are running or going out of business. There are basically four key factors for an external change which are discussed below:- Demographic Characteristics The manpower plays a vital role in business. It is like the essence of business while managing effectively in varied work force. This manpower is very varied. Because of the above the establishments have to manage more efficiently in order to receive involvement and dedication to the work from the workforce.- Technological Advancements As the technology is rapidly changing from day to day, they are new innovations, applications which will make the work quiet easy. It is very important to many organizations to use technology and its applications as a means to improve productivity and market competitiveness. Both manufacturing and service organizations are increasingly using technology. The best Example is most Banks in Tanzania using Automation Teller Machine. Social Factor Mostly all the factors of the change factors of the involves in the public around. Change in the technologies is socially good if the technologies are developing the surroundings. The change can bring the whole turnover of the company but it can happen only with the support of the employees. Unless there is a co operation from the previous employees there may not be any use in the change of management. So change in management first step is to gain support and co operation from the employees is being affected by this. If there is no support then it will be a high risk in change of management. Political Pressures Substantial changes can also be a force due to political events. For example, the shift from socialism economy to liberalization of economy in Tanzania created many new business opportunities. Although it might be difficult for an organization to predict change in political forces, many organizations hire lobbyists and consults which can be helpful in detecting and responding to social and political changes. Internal Forces Human Resource problems/projects Human Resource is another area where an organization can change inside the organization. The management has to decide the change of skill-level of its workers and need to change the level basing on the performance of the workers. Perceptions and expectations, attitudes and values are also a common focus on organizational change. These problems derive form employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is also a symptom of an employee underlying problem which should be addressed. Absence of employees in a high level and turnover may also be a force for a change. Organizations can respond these kinds of problems by various approaches like, by implementing reasonable job previews, by reducing the role conflict of employees, burden and uncertainty and reducing the stress of the employees. Anticipation from the employees participation and suggestion for a positive change. Managerial Behaviour/Decisions Interpersonal conflicts between managers and their subordinates is also a sign where change is needed. Behaviour of the employees or managers inside the organization is very important in the organization where managers and their team are directly related to the organizational value. In such cases both manager and employee need interpersonal training or they have to be separated. Managers with leadership qualities and taking the appropriate decisions inside the team are one of the solutions for this kind of problem. Resistance To Change In todays economy, change is all-pervasive in organizations. It happens continuously, and often at rapid speed. Because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization. (Mullins, 2005). Resistance is a compulsory response for any major change. Individuals will rush o defend their status quo if they feel their security or status is threatened. Resistance may be the conduct which may serves to maintain the status quo in the face of pressure to alter the status quo. Individuals are not ready to resist the change, but rather they may be resisting the loss of status, loss of pay and comfort. Why People Resist Change in the Workplace Now-a-days all the companies, Government departments and institutions, no matter whether public or private, no longer have a choice, the change is mandatory to survive in the competitive world but unfortunately people tend to resist change. Change in an organization is not an easy task, this will increase the pressure on the management to learn the transparency of change. The perception of change will differ between managers and employees: top level management seeks a change is an opportunity to strengthen and to advance the business in their career, whereas for employees, included middle level managers change is never sought after it is disruptive and intrusive. The following are the best described reasons why people resist change. Fear of Failure Resistance to change may cause fear. During periods of change, some employees may feel that the past is the most secured and predictable time. If they have performed well in the past, they may resist changing their behaviour that they may not achieve much in the future. Creatures of Habit Working things in same routine manner is comfortable, asking employees to change away from the routine work they may think why do we need change?. In some cases, employees may ignore change because it may require employees to experience something beyond from their normal and easy method of operation. No obvious needs Some employees may fail to recognize the positive impact of change in the organization, so they may find change is unnecessary. Some employees may see a change in their attitude of impact on their jobs. Loss of control Employees are used and are more familiar with the work style which gains a lot of control over their work environment. They may feel that this will not be possible and think they may loos control over their work when the organization is changed which may confuse the employees and feel powerless. Unwillingness to learn Some employees prevent their own growth and development; they may even hesitate to try or learn new routes and express their unwillingness to learn. Fear that the new way may not be better Some employees may resist change because they fear that the change may not result in improvement. As their current status is quiet sufficient and may not need change because they dont know whether the change may result as the same. Understanding and Managing the Resistance to Change It is very much important that the managers should resist the change, if failed change efforts are costly. Cost includes decrease of employee loyalty, probability of achieving goals will be lowered, and waste of money and resources and fixing the failed change effort is difficult. Using strategic measurements can be a way of building support. The other parts of process like, involving employees from the beginning, explaining the reason for change in the organization clearly, clear strategy, direction, vision and also accepting and respecting the viewpoints of the employees. Employees often do not accept change which cannot be controlled; however it will be more likely to have a substantial influence on change. Overcoming Resistance to Change Resistance to change will be a complex issue by the employees in the management and ever-evolving organization of today. The process of change is extensive, and employees resistance is considered a critically important to overcome resistance to change. There are tree key conclusions which should be kept in mind before recommending the approaches to overcome resistance. First, an organization should be ready for change before it gets affected. It is better to conduct a survey should be conducted and evaluate it when the organization is ready to undertake change. Second, change will not be successful when the top level management fails to inform the employees and aware them about the process of change. Third, understanding the change may affect resistance of employees, they are less likely to resist. Positive Resistance to Change Managers often understand resistance negatively and employees who resist are considered disobedient and organization must overcome the obstacles in order to achieve new goals. Employee resistance will play a dominant role and useful when there is a change in organization. Initiating the proposed change by the management is possible when employees resist change. Which can help the organizations to select all possible changes in appropriate to the current situations. According to (De Jager 2001, Resistance is simply a very effective, very powerful, very useful mechanism. Monitoring Organizational Change Effectiveness cannot be measured if the change is not monitored. During change monitoring is particularly crucial due to many forces. Complications increase while the process of change. CASE STUDY: CHANGES IN THE MANAGEMENT STRATEGIES: Tata is one the leading car manufacture in India. In 1992 the management of this company has been changed. Here the brief description of the company when Ratan tata taken over the company in 1992. After the Ratan tata taking over the Tata businesses, he implemented many of the strategies like unite, refocus and modernize the group, the strategies were the revival of Tata administrative services (TAS) a department of Tata Services Ltd. had been recruiting talented individuals for management career acceleration in group affiliates since the 1950s. TAS had been successful compared to other domestic companies in retaining people but the prestige had waned somewhat in recent years. Ratan promoted TAS as a premium career and elevated the programs status among up-and coming business leaders through media exposure. TAS was to become a group talent resource by enlarging the program and improving the mobility of TAS participants among group companies. New TAS recruits (mostly MBAs) were to work in a range of industries in the group. The Compensation packages offered to TAS recruits are also redesigned to match the market rates. These efforts to revive TAS and make it a destination of choice for talent paid off well for Tata Sons and all the group companies which opted to participate in the TAS program. The another important strategy was the restructuring the whole business like The objectives for restructuring were defined clearly. First one, Returns must be greater than cost of capital, Each company must be the industry leader occupying one of the top three positions; and The business identified must have potential for high growth and should be globally competitive. Having decided on these objectives, there were clear strategies for exits. There was a break from the earlier sentimental approach to businesses that have been built over decades. Ratan Tata decided to exit the businesses of soaps and toiletries, cosmetics, consumer electronics, pharmaceuticals, computer and telecom hardware, branded white goods, paints, oil exploration services, cement, textiles equally fervent was his expansion/entry into businesses identified as having high growth potential. These included passenger cars, auto components, retailing, telecom, power and insurance. Conclusion: Change is inevitable and is must in the present days where it is needed in the present competitive world to stay in competition. Taking the right step in right time will save the organization from getting out the business. Change in should reflect to the goals of the organization in such a way that the members of the organization understand, implement and achieve the goals accordingly.

Essay --

Genetically altered Importation and Exportations of Food Most of America’s food is processed or genetically engineered. Since the dawn of agriculture, biochemists study our food. Our food is gets new additives every day; however, it is difficult to keep food good without certain chemicals and additives. The debate about processed foods or genetically engineered food increases due to the genetically modified food organizations in Europe. The European Union continues to ban more and more food subjugated to the genetically modified (GMO) category. The US concludes that banning GMOs is not necessary. Europeans believe that it is their right to know what they eat; however, Americans should have the same right as well. Americans should have the right to know what additives are it their food. Genetically modified food should be labeled genetically modified or GMO. â€Å"Seventy percent of US foods are processed† (A-1). In addition, are chemical ingested. This process genetically engineered to make them stay fresh during the import or export process. Our food in the US processed in many ways. For example, farmers spray wheat with pesticides so that insects and unwanted animals will not contaminate them. â€Å"In most of the food items that we have come to know as processed foods, foods such as cookies, crackers, cereal, and yogurt are all crammed with chemicals that’ll let it sit on a shelf for a good long time† (A-2). Chemicals used to keep food fresh and stay fresh for longer period than what the expiration date says. Foods like cereal can be placed on a shelf at home and easily stay fresh a lot longer than what the expiration date says. People wonder if their product is safe. If a product is able to stay fresh in abnormal places, it most likel... ... concerned bout having enough food for the mass majority of the American population the US concludes that banning GMOs is not necessary. Europeans believe that it is their right to know what they eat; however, Americans should have the same right as well. Americans should have the right to know what additives are it their food. Genetically modified food should be labeled genetically modified or GMO in order to sease all debates with the American and European union. Not only is it the European union there are small organision debates that benach out all over the world. Ameircan food organisastions argue because they demand to know what is in there food. If the American union would agree to label all food items that are GMO, â€Å"GMO† the European union as well as America could save a ton of money annually because they wouldn’t have to spend it importation food testing.

Just War Essay

Current events all over the globe raise questions with respect to the propriety and ethics of waging by one country to another. For example, there are some events that force people to think, rationalize, and make a distinction between war in its traditional concept and a war against terrorism, which makes it crucial for a state to obtain information from captured terrorists in a short period of time (Moseley). There are international standards and agreements that set the rules with respect to the waging of war, specifically applied in determining whether the war waged is just or not (Williams, Jr.and Caldwell). For one, there is the Geneva Convention, which deals with the noble objective of protecting Prisoners of War (POW) from various abuses (Moseley). The most popular theory dealing with the ethics, morality, or propriety of waging war is the â€Å"just war† theory (Moseley; Williams, Jr. and Caldwell). This theory refers to justice in war, or moral support for war (Moseley). Just war theory has two aspects: the theoretical and the historical tradition (Moseley; Williams, Jr. and Caldwell). In the former, the justification and reasons behind war are discussed; while in the latter, the focus of attention revolves around the body of rules and agreements entered into by international bodies that are supposed to be applied in times of war (Moseley). The former is also known as jus ad bellum, while the latter is also known as jus in bello (Moseley). Both concepts are not mutually exclusive, and both deal with the morality of conduct and the decision to go into war (Moseley). These concepts have a long history of tradition that built the rules of conduct to be observed during war (Moseley). The concept of jus in bello had been formulated due to decades, or even centuries of experience (Moseley). Thus, it must be deemed applicable, even to modern types of war experienced by the world today, like the war against terrorism. Indeed, the war against terrorism is of a different kind from the other kinds of wars that humankind had seen (Schwartz). However, the differences, such as the alleged pressing need for information, are not enough to abandon standards that are designed to protect the dignity of the human person (Schwartz). One of the criteria of jus in bello is strict proportion of the conduct with the objective desired (Moseley). Applying this criterion to any proposal to wage war against a country or group of people, there would ultimately be the question of whether the use of force, that would necessarily end in the loss of thousands, if not millions of lives, would justify the achievement of various goals, such as freedom, economic independence, or national security (Schwartz). Works Cited Moseley, Alexander. â€Å"Just War Theory. † 2006. 10 Oct. 2007. . Schwartz, Joseph M. â€Å"Misreading Islamist Terrorism: The â€Å"War Against Terrorism† and Just-War Theory. † Metaphilosophy 35(2004): 273-302. Williams, Jr. , Robert E. and Dan Caldwell. â€Å"Jus Post Bellum: Just War Theory and the Principles of Just Peace. † International Studies Perspectives 7(2006): 309-320

Borges in spanish essays

Borges in spanish essays La Esperanza se trata de un hombre que se aloja en un hotel abajo del nombre de su enemigo, Villari. Allà ­ toma muchas precauciones para asegurarse que nadie lo ve. Pocas veces salà ­a e iba al cine, y allà ­ tambin se escondà ­a sentndose atrs y se iba antes del fin de la pelà ­cula. Solo una vez se encontr con una persona, y fue porque se atropello con alguien. Villari se hizo como si no conociera el hombre y se volvi al hotel. Durante el tiempo que se queda en hotel tenia pesadillas de ladrones entrando a su habitacin y siempre se despertaba cuando lo iban a disparar con una pistola. Cuando se despertaba siempre se encontraba adentro del mismo pesadilla que se despertaba de en la misma cama. Despus de varias semanas, alguien llega a su puerta. Villari se encuentra con su asesino y sus asistentes. El se queda en su cama como si estaba so Este cuento de Borges describe a un hombre que sabe a un punto que su enemigo va venir y asesinarlo. Por consecuencia el espera para el dà ­a que llegue. Esto es en efecto lo que todos encontramos en nuestra vida, todo mundo sabe que un dia llegara su muerte, pero nunca saben cuando. Alejandro Villari, el enemigo del personaje principal, representa la muerte, si Villari estuviera muerte entonces no tendrà ­a un fin a su pesadillas. El personaje principal entonces se da cuenta de su mortalidad y se encuentra satisfecho con las cosas simples de la vida. La Esperanza no es como otro cuentos de Borges porque la final es obvio. Tambien la tema del laberinto no esta realmente presente. Se puede decir que el personaje estaba en un laberinto entre la realidad y su sue "Emma Zunz". Borges cuenta la historia de una chica judà ­a que ...

Martinez Surname Meaning and Family History

Martinez Surname Meaning and Family History Martinez is a patronymic surname meaning son of Martin. Martin comes from the Latin Martinus, a derivative of Mars, the Roman god of fertility and war. Surname origin:  SpanishAlternate Surname Spellings: Martines, Martins, Martinson; see also Martin Fun Facts Martinez is the second most common surname in the Spanish language, and the second most popular Spanish surname in America, just behind Garcia. Famous People With the Surname Olivier Martinez: French actorPedro Martinez: Pitcher for the New York Mets baseball teamYsidro Martinez: Inventor of a below-the-knee prosthesisMayre Martinez: Winner of the first season of Latin American Idol Where Is the Surname Most Common? The Martinez  surname is the 74th most common surname in the world, according to surname distribution information from  Forebears, and is among the top 10 surnames in Honduras (#1); Nicaragua and El Salvador(#2); the Dominican Republic and Paraguay (#3); Mexico (#4); Spain, Colombia, Venezuela, Cuba and Panama (#6), and Argentina and Belize (#8). This means that tracing a familys possible origin based on the surname is of little use. According to  WorldNames PublicProfiler,  the Martinez surname is fairly prevalent throughout Spain, but is especially common in the Murcia region, followed by La Rioja, Communidad Valencia, Castilla-La Mancha, Asturias, Navarra, Galicia, and Cantabria. Genealogy Resources Martinez DNA Project: Open to any male with the Martinez surname or its variant from anywhere in the world.Martinez Family Genealogy Forum: This free message board is focused on descendants of Martinez ancestors around the world. Search the forum for posts about your Martinez ancestors, or join the forum and post your own queries.  FamilySearch: Explore over 11  million  results from digitized  historical records and lineage-linked family trees related to the Martinez surname on this free website hosted by the Church of Jesus Christ of Latter-day Saints.GeneaNet: Includes archival records, family trees, and other resources for individuals with the Martinez surname, with a concentration on records and families from France and other European countries.Ancestry.com: Explore over 14  million digitized records and database entries, including census records, passenger lists, military records, land deeds, probates, wills and other records for the Martinez surname on the subscripti on-based website, Ancestry.com. References Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998.Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003.Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003.Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997.Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

The Founding Docs of the U.S Government Article Example | Topics and Well Written Essays - 250 words

The Founding Docs of the U.S Government - Article Example It was also precursor to the social justice that was intrinsically linked to declaration of independence. It emphasized equity and freedom for people from all walks of life cutting across race, culture and color. The representative republic governance was considered as American experiment mainly because it laid the foundation of democracy that worked for people and was formed by the people through elected representatives (Stedman & Lewis, 1987). They received the right to power from the constitution to safeguard the interests of the people. The new democratic framework tested the enduring ideas of founders and proved that experiment of representative government can succeed. The Bill of Rights fulfills the ideas of American enlightenment as well resolves the differences between the federalists and non federalists. Through ten amendments, it comprehensively promotes equality and freedom of speech. The various clauses within the constitutional amendments ensure the federal and state rights work towards the wider welfare of the people and safeguard their interests through legal provisions. National interests are taken care by the federal government which enjoys huge power but the limitations imp osed by the constitution ensure responsibility and accountability in their actions thus, satisfying both the federalists and non federalists. (words:

Strategic Plan Essay Example | Topics and Well Written Essays - 1000 words - 1

Strategic Plan - Essay Example To complete the strategic plan for â€Å"Sir Harry†, a SWOT analysis would be provided, in conjunction with stipulating the lounge’s mission and vision statements, values and objectives, as well as strategies and goals. â€Å"Sir Harry’s† aim to provide top of the line service to customers looking for a quiet respite from the busy life through posh and romantic ambiance and the luxury of enjoying cocktails in the company of friends. The lounge bar embodies the perfect get-away to unwind and spend quality time to treat oneself or friends to an extraordinary nightlife experience. The vision is to employ initially a small staff of highly qualified and competent personnel totaling 10 in all to increase annually by 3 to 5 personnel depending on the number of guests and visitors that patronize the lounge. These personnel would assume the roles of a lounge manager, finance, human resources and operations manager, and the rest would be in charge of directly addressing the needs of the customers through expertise in cocktails, specialty hors-doeuvres and canapà ©s, serving, as well as security and maintenance. The projected sales are initially $5,000 per night for the first month, and to increase by 10% until the sixth month. From the sixth to twelve months, sales is expected to pick up by 20 – 25% until the 2nd year. The values that would make â€Å"Sir Harry’s† stand out among the rest of the lounges in Hawaii is its adherence to exemplary service that would not only satisfy customers but delight them into coming back for more. In addition, the luxurious, sophisticated and romantic ambiance makes clientele extend their stay and look forward to more nights of experience with â€Å"Sir Harry’s†. 1. Owner/Proprietor: Prepare and develop a comprehensive business plan and forge contacts with suppliers to position the lounge as an upscale bar within the Hawaii district with the next 3 to 5