John Keat`s Romantism Essays - Romanticism, German Idealism

John Keat`s Romantism Identify and discuss the elements of Romanticism as given expression in John Keats' poem Lamia and William Wordsworth's excerpt from The Excursion. The term'romanticism' is used to describe the aesthetic movement during the period from about 1776-1834. It was a revolutionary movement because it focused on ideals which in stark contrast to the 'Classical' movement, The Enlightenment, which preceded it. More importantly however is the fact that it reflected the social climate of the period which with the development of the French Revolution was in itself revolutionary. Rationalism, empiricism, materialism and mechanism were the central were the central philosophies of The Enlightenment and was therefore a period in literature that focused on the precision of the form and content of the piece rather than its inspiration (******). In contrast, Romanticism brought the attention back to the individual. The era of reason was replaced with a new passion for mystery and the supernatural, freedom of thought and expression, an idealisation and pantheistic belief in nature, and the affirmation of the creative (and divine) powers of the imagination. Truth could be arrived at through imagination and emotional faculties rather than reason.(Kitson, 1996). Romanticism can therefore be viewed as a "reaction of emotion against reason, nature against artificiality, simplicity against complexity, faith against skepticism" (lecture 10/3/00). Rene Wellek beautifully and succinctly describes the spirit of Romanticism in his assertion, "Imagination for the view of poetry, nature for the view of the world, and the symbol and myth for poetic style" (lectures, 2000). The catchcry for the period therefore shifted from "I think therefore I am (Descartes) " to "I imagine therefore I am human". The value placed upon expression of these notions in the works of those such as John Keats and William Wordworth, effectively marked their poetic contributions as part of the 'voice' of the Romantic movement.

Restructuring Energyze Essays

Restructuring Energyze Essays Restructuring Energyze Essay Restructuring Energyze Essay Name Course Instructor Date Restructuring Energyze A. Lack of internal promotions can have major effects on any company. Similarly, the lack of internal promotions in the supervising department of Energyze does have enduring implications because the supervisors are external. Consequently, the workforce is supervised by individuals who may have little or no experience with the employees their ability, strengths, weaknesses and the overall working environment. In addition, these new supervisors may face problems relating to the staff, the structure and organization of their duties and specific roles. In the long-term, productivity levels of the workers is reduced leading to low output. B. External hiring is a serious issue for concern because a supervisor plays a key role in ensuring staff carries out work in a responsible and efficient manner. However, external supervisors may not be able to perform these roles effectively. When personnel are not appropriately supervised speed, organization and efficiency are reduced at the workplace. Consequently, the company may record reduced productivity leading to losses. Continuous losses can have adverse effects on the company and can lead to collapse of the firm’s main businesses. C. Payment inequalities among the women can be addressed by making sure women are included in the overtime payment program. The base salary for women should be made similar to that of men. This can be done by either reducing men’s salary to be similar to that of men or increasing the women’s salary to a comparable level to men. D. Management can consider a few recommendations to remedy the current problems. Increase incentives and payment for supervisors to avoid hiring external ones that have negative implications. This will attract the current employees to acquire the supervisor promotions. Reduce the gender disparity by making the salary of both men and women equal. Cut the total number of labor working overtime to a manageable number. Lower the total amount of allowances to reduce payroll costs.

A Zara Supply Chain Strategy

A Zara Supply Chain Strategy The theoretical scope of this literature review is distributed by purchasing strategy and by supply chain strategy prospective. This part of the literature is founded on the Internet and from the articles in the Burch International University library. Through searching for the adequate information’s, definitions, articles, journals etc; research was being executed with the keywords such as purchasing strategy or supply chain strategy or management or just Zara supply chain management. There are different data’s, articles and web sites that were funded by the Internet about the Zara, and all offers different ideas of the research direction. In order to collect lot of useful and accurate material of Zara, I obtain from friend who works as a seller manager in Azel store. A Zara supply chain strategy was the key term of my research and was an important part of my theoretical focus on supply chain strategy. The aim of this research is to give a clear picture of the theoreti cal research and to be able to manage analysis of the Zara case study showing how company purchase and which supply chain strategy perspective is the most convenient for such a company. The purpose of use of review in this research is based on the explaining and verifying the role and impact of purchasing and supply chain strategy of the Zara industry and how it’s making successful. The effects of supply are particularly fundamental in fashion industries of marketing research. Although through this review also it will be described different aspects of supply chain points in the fast fashion industry. INTRODUCTION This review however will be based on the two sections; describing and analyzing the structure of the Zara’s stores and on understanding the influence of purchasing of supply chain strategies. The manufacturing ZARA clothing company has an excellent development of supply chain, practical and innovative distribution channel processes. Brief description of supply chain management In usual supply chain management (SCM) is studied issue in marketing practices and theories as well. â€Å"Supply chain management is a set of approaches utilized to efficiently integrate suppliers, manufacturers, warehouses, and stores, so that merchandise is produced and distributed at the right quantities, to the right locations, and at the right time, in order to minimize system wide costs while satisfying service level requirements.† The supply chain management is the active management of supply chain activities to maximize customer value and achieve a sustainable competitive advantage. It represents a conscious effort by the supply chain firms to develop and run supply chains in the most effective & efficient ways possible. Supply chain activities cover everything from product development, sourcing, production, and logistics, as well as the information systems needed to coordinate these activities. The organizations that make up the supply chain are â €Å"linked† together through physical flows and information flows. Physical flows involve the transformation, movement, and storage of goods and materials. They are the most visible piece of the supply chain. But just as important are information flows. Information flows allow the various supply chain partners to coordinate their long-term plans, and to control the day-to-day flow of goods and material up and down the supply chain.

Snow by Orhan Pamuk Essay Example | Topics and Well Written Essays - 1250 words

Snow by Orhan Pamuk - Essay Example Ka’s friend suggests him to go to a town called Kars, which is at the border of Turkey. Ka’s friend works for a newspaper, and felt it would be best for Ka to move to the border of Turkey with Armenia and Georgia, under the disguise of a newspaper journalist. Kars at this time was facing a number of people committing suicide. Ka started to interview people around this area and tried his best to learn about why the suicides. The increasing numbers of suicides were causing a lot of tensions among the people of the city, especially among the local Muslim people as this was not allowed by religion. It was here that Ka was reunited with a friend called Ipek. Ipek and Ka went back a long way, when Ka had feeling for her. Now Ka was located in the hotel owned by Ipek’s father. It was by this time that Ipek had already been married to a man called Muhtar, however had also been divorced. This was mainly due to the growing interest of Muhtar in the Islami political. Ka and Ipek meet up at a cafà © here the duo witnessed a shoot out of the local director of the Institute of Education by a group of Muslim extremist. This Muslim extremist was from a different city and blamed the director for the death of a young lady called Teslime, as the director had banned head scarves in schools. Following this incident, Ka went to Muhtar, to discuss the experience of finding Islam, which was related to a storm and a meeting a charismatic sheikh called Saadettin Efendi. It was here that the duo was arrested by the police and Muhtar was beaten and Ka was questioned for the death of the minis ter. The first parts of the book are mostly in the view point of a third person. The speech used here is in the third person however in the view point of Ka. The narrator at a number of places seems to tell the story on Ka’s journals and correspondence. The information provided by the narrator at times is before Ka knows about it and

The concept of death in Judaism Research Paper Example | Topics and Well Written Essays - 750 words

The concept of death in Judaism - Research Paper Example The concept of death is an important one in most religions of the world. In most religions, it is given an importance that is rivalled only by death and marriage. The different rituals that surround death and the theories regarding what happens following death also affirm its importance. These attest to the fact that death is something that not only affects an individual but also the society as we know it today. Judaism is a religion that can be considered to be one that is a part of western cultures and societies. There are many people in western countries who are adherents of the Jewish religion and it can thus, be regarded as a western religion as well. The concept of death in Judaism, like in most other religions of the world, is a very clearly elucidated one. The concept of afterlife influences the Jewish understanding of death to a great extent. Death in this case ceases to be a full stop in the life of a soul but a new beginning. The death of a person thus marks the end of the life on earth but the beginning of another in another sphere. The quality of this life would be based on the deeds that had been performed by the person during his or her earthly life (Rich). This understanding of death is very similar to the ideas of death that are held by Islam and Christianity; thereby revealing the great commonalities that these religions have amongst themselves. The importance of death is not lessened as a result of the fact that a note of finality is not struck with this event. The end of the earthly life brings with it the necessity of having to judge the earthly life that had just passed. Apart from this, it also brings in the aspect of the earthly worth of the deceased. Many of the Jewish practices that follow death are connected to the social aspect of it. The practice of mourning for the dead, for instance, is for the benefit of the memory of the dead and for the consolation of the people who were close to the deceased (Rich). The importance that is give n to memory as a part of the rituals connected to death makes it clear that Judaism places importance on the rituals connected with death for the society as much as for the family and friends of the deceased. The importance that is thus given seeks to cement the place of the deceased in the collective memory of the society that he or she was a part of during their lifetime. As a result of the individual spiritual and social aspects of the practices that are connected to death in Judaism, these rituals are carried out in such a way that shows great respect for the body of the person who has died. This fact makes the social aspect of the death in the religion more pronounced. The society has to conduct the rituals of the funeral with great care and many details are given instructions for as to how to deal with. The people who are supposed to take care of the body of the dead person are supposed to be volunteers who work for a person who would be unable to do anything in return for the services that are rendered by the volunteers. These people, the â€Å"shomerim†, are not allowed to eat or drink while they are in the presence of the dead body. This is considered to be an act of a lack of respect towards the deceased as they would not be able to do these activities. The work of such volunteer is considered to be of great merit. The work of such a volunteer thus, sets off a chain where people would do this work so as to gain a certain amount of merit for the afterlife. Death and afterlife thus have a great effect on the activities of mankind. The office of the shomerim

Difficult Relationships Between Adults And Children Essay Example for Free

Difficult Relationships Between Adults And Children Essay In many of the stories, the writers describe difficult relationships between adults and children. Compare the relationships that the writers present to the reader in two stories and explore the ways the relationships between the adults and children change as the stories develop. In this essay, I will be exploring the relationships between adults and children in Flight and Your Shoes. It seems to me that both stories have children and adults that are in similar positions. The content and style of the stories are similar in some ways and different in other ways. For example, the main problem in both stories is the daughter leaving home for the first time. Another example of a difference is Flight is written in third-person whereas Your Shoes is not. Your Shoes is a story told from the perspective of a mother who has suffered a great loss, as her daughter has run away. She seems to be forced to realise that she is very upset with aspects of her life. The mother is writing a letter to her daughter describing all the unhappy things that have happened to her. For example, her childhood and details of her marriage. All this seems to stem from the fact that her mother has recently died. Flight is a story about leaving home and becoming independent. The story tells of an old man who keeps birds and seems to be very protective of his last granddaughter. He has seen his other granddaughters leave home, marry, and grow up. He seems to be slightly jealous of Steven who is Alices boyfriend. In the story, the birds seem to symbolise the granddaughter. This also could be interpreted as the birds symbolising how the grandfather would like the granddaughter to be like. In the end, the grandfather lets the granddaughter go and this is symbolised in the release of his favourite pigeon. It seems to me that the relationship in Flight between Alice and her grandfather is quite close. I think this because both seem to have a mutual understanding of each other. One example of this would be Steven giving a pigeon to the grandfather. I think this is the case, as I dont think Steven would have given a bird to the granddad on his own accord. Therefore, this would mean Alice thoughtfully made Steven give the bird to show the granddad that he could look after the bird instead of her. Your shoes is quite different. The author of Your shoes has developed the mothers character in such a way the reader can get a real good insight in what the mother is thinking. This gives us much more detail then anything we got from the Grandfather in Flight. The mother seems to the reader frustrated that people dont act in the proper way. In the end the mother is left holding her daughters shoes as if they were her substitute. This is quite an extreme from the reaction the grandfather took as he was able to let her daughter take flight. During both stories, the relationships between the adults and the children all seem to mature for better or worse. In flight the relationship between Alice and her Granddad all changes when Steven presents a pigeon to the granddad. The Granddad seems get a revelation and changes his view on the relationship between Steven and Alice. He accepts the fact that his little granddaughter has grown up. This is symbolised in him releasing his favourite pigeon. In Your Shoes we can not see the relationship at first hand but from the detailed insights from the mother we can assume a lot of things. I think that the relationship between mother and daughter was never very strong. Firstly, the daughter who was very fond of her grandmother had died. The mother detested her own mother and we assume that it must have hurt that her daughter preferred her Grandmother to herself. Then finally the daughter running away seems to symbolise there whole relationship. This is quite somewhat different from Flight as mother in Your Shoes seems to go mad, in the end sucking on her daughters shoelaces. In conclusion, both stories seem to have similar relationships at the starting of the story as the children want to grow up. Then both relationships shoot off in different directions, as the mother in Your shoes was unable to let go while the Grandfather in Flight let his granddaughter free.

WITCH :: essays research papers

In the winter of 1692, a wave of witch hysteria surrounded the settlement of Salem Village in the Massachusetts Bay Colony. The accusations began with two little girls who were acting strangely. There are many underlying factors to why these thoughts of witchcraft started coming about. These issues were going on before that winter of 1692. The winter of 1692 was the onset of the hysterics behind the witchcraft trials.   Ã‚  Ã‚  Ã‚  Ã‚  To understand the reasons behind the hysteria, you have to know a little about the people who settled the area of Salem Village. Mainly Puritans inhabited Salem Village. There were very few other religions at that time. The Puritans left England to escape religious persecution. Puritans wanted to purify the national church by eliminated what they saw as Catholic influence. They believed in the total sovereignty of God and the absolute sinfulness of man. They wanted to establish a union of church and state. Puritans believed they were entering into a sacred compact with God in the founding of the Massachusetts colony. They agreed to live according to his will in return for a divine endorsement in the New World.   Ã‚  Ã‚  Ã‚  Ã‚  The people of Salem Village believed in witches. The word witchcraft meant the â€Å"art of bewitching, casting spells, or manipulating the forces of nature†. It was the idea of the people that this was impossible without the cooperation of the Devil. Many perceived that the Devil resented their way of life. The Devil had to act through a witch to do physical harm to human beings. He couldnt do it on his own. People who wholly believed in witches were always on the lookout for them. As a result, many people were wrongly accused.   Ã‚  Ã‚  Ã‚  Ã‚  Puritans viewed the world in basic black and white. Discipline and devotion were slogans in the service of the Lord. The simplest acts of innocence were looked upon as questionable conduct or even abnormal. Sinners were severely punished in Salem Village. The punishments were meant to humiliate the person as well as hurt.   Ã‚  Ã‚  Ã‚  Ã‚  There was never respect for the privacy of any individual in the seventeenth century. The community as a whole was expected to uphold the Puritan religion. They were encouraged to watch their neighbors closely and report any behavior that drifted even slightly from the â€Å"straight and narrow†.   Ã‚  Ã‚  Ã‚  Ã‚  According to some sources there was a problem with womens increasing independence. They lived in a society where men exercised substantial authority over a woman.

Discrimination and Sexual Harassment

Most Americans can trace their predecessors back to some country across the oceans or the Mexican-American or Canadian-American borders. Each ethnic group has enriched American culture with its own particular types of music, food, customs, and dress. It usually takes two or more generations for the members of a new immigrant group to become sufficiently absorbed into the life of a community that they lose their separate identity. Some ethnic groups – mainly those of dark skin colors – never achieve total acceptance.People concerned about improving group relations in their organization must guard against such clichà ©s as â€Å"I'm not prejudiced† and â€Å"I treat all people the same. † Even the most â€Å"liberal† individuals do not treat all people the same. Moreover, they should not. All people are prejudiced for or against other people. However, it is behaviors, not attitudes, which comprise the major group problems confronting managers and sup ervisors. There are many laws against discriminatory behaviors, but there are none against prejudicial attitudes.The ethnic prejudices found in neighborhoods, schools, and jobs come from two main sources: (1) the values and beliefs individuals learn from others, and (2) the tensions and frustrations all people experience while competing with other people, especially those who are culturally different. Race and racism, outgrowths of prejudice, disrupt organization behaviors (Shepherd & Penna 34). Cultural diversity changes the organization by providing new human resources and managerial challenges to employers.As the United States experiences shortages of skilled workers, most organizations should to find ways to optimally utilize multicultural workers. This often entails dealing with employees who have different attitudes toward time, status and roles, relationships, responsibility, decision-making, and technology (Goldstein & Leopold 45). In addition, as the nation's workforce is r eshaped with respect to age, sex, racial composition, and national origin, the challenge to managers and supervisors is magnified; managers must take strong leadership in eliminating discrimination and sexual harassment in the workplace. Abbasi & Hollman 96).If organization devises an innovation strategy to cope with discrimination and sexual harassment the result will be the successes an organization will experience. First, managers should play role: in the management of diversity initiatives in order to deliver permanent change in organizational culture, systems, and structures; should work in an integrated partnership within their organization to implement diversity successfully; second, cultural and gender diversity includes every employee, so, managers and supervisors must be aware of their values, motivations, communication styles, attitudes, and needs.Arguments that support the thesis 1. Helping across cultures at workplace can be accomplished only with the assistance of well -trained manager Most discrimination and sexual harassment problems are rooted in the organization culture. Certainly, group therapy is an alternative. Another alternative is affirmative action designed to change jobs. One of the reasons managers and supervisors are continually frustrated is because the social problems they are called upon to solve are themselves the products of a larger social environment.Frequently, for example, an alienated worker's problem resolution depends not on his or her adjustment to an existing situation but instead on being moved to another job or another company. This kind of environmental change is modeled after milieu therapy. It is clear that many minorities and women do not get the help they need because company resources are not attuned to their needs. The more effective employers behave in the following manner: 1. They regard each employee as a vital part of the organization.2. They view all personnel positively, because whatever diminishes anyone 's self (e. . , humiliation, discrimination, degradation, failure) has no place in a culturally sensitive organization. 3. They allow and provide for individual and cultural differences. 4. They learn how employees see things. Since sensitivity to their own feelings is a prerequisite to effective leadership, it is beneficial for administrators to have maximum self-insight. For some administrators, this is an integral part of their personality; for others it must be learned. A growing number of administrators are participating in some type of sensitivity training.If it is true, that helping across cultures can be accomplished only with the assistance of a healthier person. A worker does not need guidance from an administrator who is a racist. Nor does a female employee need a sexist supervisor. The more effective administrator is a mature person who functions with compassionate efficiency, who is able to assist his or her subordinates to solve their problems without resorting to pity , panic, or resignation. This type of administrator maintains professional balance and keeps his or her perspective with self-insight and humor.Once diversity-related problems are identified, managers should move with great care when implementing change. Some actions, although well intentioned, will only exacerbate the problems. Anything that disrupts the existing flow of work activities can cause additional complaints and stress. 2. Diversity-related leadership is an important organizational factor determining the extent of discrimination Without the full commitment of upper-level leaders in an organization, discrimination and sexual harassment initiatives are likely to fail and thus discriminatory practices are unlikely to be ended (Cox& Blake 8).However, it is also necessary to look below the upper-most levels to examine the ways in which the behaviors and decisions of mid-level management and direct supervisors may also perpetuate discrimination and sexual harassment. Upper-leve l management at the highest levels of leadership in organizations, the CEO, the top management team (TMT), and the corporate board are instrumental in determining the direction that the organization will take with regard to discrimination and sexual harassment.Leaders must first recognize the potential for discrimination in traditional organizational practices and structures and must believe in the need to value all employees and remove obstacles to their success (Stoner & Russell-Chapin 13). The CEO and top management team make important decisions regarding organizational strategies and resources, and they communicate the organization's priorities to all members and stakeholder groups (Chevrier 45).The extent to which leaders choose to emphasize inclusiveness in the organization's strategy and the extent to which resources (i. . , personnel, money, time) are devoted to eliminating all forms of discrimination and sexual harassment are indicators of leaders' priorities and of which à ¢â‚¬Å"types† of employees are valued (Morrison & von Glinow 67). Top-level leaders can also discourage discrimination and sexual harassment by implementing systems of accountability that make rewards contingent upon meeting diversity goals. After the corporate board and TMT have decided to pursue an organizational change strategy throughout the organization, the role of the CEO is particularly important.Cox and Blake (1991) argued that for champions for diversity are needed to enact change—and the CEO is in a very good position to passionately pursue change, to role model the behaviors required for change, and to help the organization to move forward. Such a leader can help to establish an inclusive organizational culture through persistent communication of and visible support for all programs and policies aimed at reducing discrimination and sexual harassment (Morrison & von Glinow 89). In addition, when successes occur, he or she would provide rewards and interpretati ons consistent with the desired values.In this manner, a CEO who demonstrates commitment to eliminating all forms of discrimination and sexual harassment throughout the organization may play a crucial role in transforming an organization from monolithic (unicultural) to multicultural. The quality of leader-subordinate relationships is also an important consideration for discrimination and sexual harassment in organizations. High-quality leader member exchanges (LMX) may be less likely to develop between leader subordinate dyads composed of individuals who are demographically different (Hiller & Day 34).Yet, because LMX relationship quality is thought to be pivotal for the access that subordinates receive to resources, information, important networks, and opportunities, high-quality LMX relationships with diverse subordinates are one key to combating discrimination sexual harassment in organizations. Ultimately, those managers who establish high quality LMX relationships with all of their employees without discriminating against minority subordinates will be in a better position to utilize all of their human resources (Douglas et al. 8). Indeed, recent evidence demonstrated that departments in which racial minorities reported high-quality LMX relationships with their managers had higher profits than departments where minorities reported low-quality LMX relationships (Nishii, Mayer, Goldstein, & Dotan 19). 3. Without integration of equality goals within the broader business diversity-oriented strategy the organization will not develop open communication, mutual trust, and confidence in managementWhen strategies for advancing diverse employees and creating a culture of inclusiveness are embedded within an organization's strategic business plan, consequent levels of discrimination and sexual harassment conflict tend to be lower. Actually including EEO as part of a company's business strategy is important because statements of non-discrimination are a very tangible and salient sign that discrimination is not tolerated within an organization (Morrison & von Glinow 167).Further, publicly stating the importance of diversity as a basis of competitive advantage and human resource quality fosters the belief that diversity represents an opportunity for the organization rather than a problem. There is also a theoretical basis for expecting that organizations that pursue an innovation strategy will be motivated to capitalize on the diversity of behavioral scripts that result from a diverse workforce.This is based on the evidence that diverse groups are more likely to produce a diverse set of ideas compared to homogeneous groups (Milliken & Martins 78), and the wider set of ideas is expected to translate into better decisions. An organization that perceives the differential competencies and experiential bases of diverse employees as a source of competitive advantage is less likely to engage in practices that discriminate against diverse groups. Argumen ts on the other side 1. People form different backgrounds and cultures tend to form unhealthy teamwork with diversity-related problemsWorkplace harassment which entails the use of abusive language or isolation of specific workers may result because of their diversity (disabilities, performance record, sex, or place of birth) which will hinder the efficient formation of teamwork (Broadnax 13). People are more susceptible to workplace harassment and discrimination, which is bad for the organization. However, people form different backgrounds and with varied skills when effectually managed tend to form a strong teamwork. Teamwork is useful for an organization in that people are able to share their ideas or problems, thereby, providing workable solutions to issues.The use of cross-functional teams and employee participation are key to success of the organization. This is because they provide a more firm platform on which to exchange knowledge and information. Therefore, managers who tak e strong leadership in this area are essential. Workplace harassment practices such as sexual harassment are so inhuman that it results in the breakdown of individual and team relationship in an organization and in most cases; it results because of ones race, disability, or gender. Harassment is not only directed to junior employees but it can be directed to a senior member of the group.The consequences of workplace harassment and surveillance are normally severe in that it results in mental, physical, and emotional illnesses. Therefore, the managers in this case have a lot to lose if they do not act quickly. 2. People solve nothing, time solves problems Most managers are reluctant to admit that there diversity-related problems that should be solved. While managers must be supportive and allow a reasonable period of time for problem abatement, it is important to remember that managers do not help employees or the organization by neglecting problems.Nor do problems go away or resolve themselves if given ample time. If a business is managed poorly, it loses profits and eventually fails. If cultural conflicts and sexual harassment are handled poorly, valuable employees are lost. Avoiding financial and human resources losses tests the leadership mettle of managers. Central to conflict resolution is mastering the processes of problem solving, the dynamics of which are threefold (Nishii, Mayer, Goldstein, & Dotan 78-90): 1. The facts that constitute the problem must be understood. Facts usually consist of both objective reality and subjective reactions. 2.The facts must be thought through. They must be probed into, reorganized, and turned over in order for distressed employees to grasp as much of the total configuration as possible. 3. A decision must be made that will result in resolving or alleviating the problem. This usually involves a change in behavior and, if possible, attitude. Succinctly, the three operations of problem solving are fact-finding, analysis of facts, and implementation of conclusions. For the maximum effectiveness, the people involved in the discrimination and sexual harassment conflict must be fully involved in the efforts to solve their own problems.It is possible for a manager to define the problem and prescribe solutions, but when this happens the self-responsibility of the employees involved in the conflict is weakened. It is always better if the employees who have problems are able to assist in bringing about the resolution. A problem cannot be solved if the necessary information is missing. A manager may want to understand his or her subordinates' conflicts but be unable to do so because some of the data are missing or distorted. In some situations, administrators are not privy to all the information. In other instances, the information may have been misinterpreted.Like any puzzle, missing pieces of information in a human relations problem will render it insolvable. Information alone is seldom enough. Too much inf ormation can freeze negative attitudes and reinforce dysfunctional behavior. Conditioned by organization and peer group norms, contradictory information may cause a manager to say to a complainant, â€Å"I understand what you have said but I don't believe it. † For example, a sexist supervisor may disregard documentation of a female's abilities to do male-oriented jobs. An individual with delusions of male superiority is not likely to believe reports documenting female competence in male jobs.Thus, in order to be helpful, information must be believed by the manager. All of this underscores the crucial importance of managers taking strong leadership in order to eliminate harassment and discrimination. Sensitivity is the capacity to identify and empathize with the values, aspirations, and feelings of subordinates. Today, more than ever, organization needs culturally sensitive administrators. Without being able to see employees as they see themselves, to dispel fears of cultural differences, and to communicate with their subordinates, managers will turn their organizations into socially and psychologically destructive battlefields.If they are unable to put themselves in the minds of their subordinates, there will be little help for the aggrieved persons. Frequently, managers are problems themselves or causes of problems. As noted earlier, the ability of managers to achieve and maintain a condition of objectivity when dealing with their subordinates' problems is important in the conflict resolution process. If a manager is wrapped up in his or her own inner world, he or she will not be able to perceive clearly the feelings of others. The challenge to administrators is awesome: They must empathize with subordinates but not to the point of losing their objectivity.In many instances, aggrieved workers do not know how they really feel about their situation until they have communicated these feelings to someone else. Distressed workers may only be aware of inter nal discomforts. Providing opportunities for them to tell how they feel is usually the first step in isolating negative feelings and related behaviors. They may have previously communicated internal discomforts by arguing with, laughing at, or avoiding contact with other workers. Talking about negative feelings can provide a better view of them and a better chance for managing them.While allowing an employee to ‘tell’ is a valuable technique in resolving problems, it is only a first step. Telling should be related to some end and not merely an end in itself. Solutions must be sought. Perhaps the major distinction lies between talking about the discrimination and sexual harassment conflict and talking through the discrimination and sexual harassment conflict. In the first instance, usually nothing more than random talk, free association of ideas occurs. In the second instance, more structured thinking occurs: a problem is acknowledged, its implications and related behavi ors examined, and solutions pondered.Talking through a problem excites all the body processes, often causing increased heartbeat and sweating. The whole person is caught up in it. It is imperative that distressed workers focus on problems that can be solved. This is by far the most efficient use of one's energies. For example, an older worker who focuses on his age, a woman on her gender, and a Hispanic on his ethnicity are all wasting valuable time and energy, as they cannot alter those things. However, if they focused on ageism, sexism, and, racism, then something constructive is possible. Managers must also focus on problems that have the potential of being solved.Some of the questions to be answered by managers and supervisors during this process are: †¢ What is the problem? (Who did what, when, where, what happened? ) †¢ Who senses (feels) the problem? (Only the aggrieved, co-workers, supervisors? ) †¢ How are you personally affected? (Emotionally, socially, econ omically, professionally? ) †¢ What was the immediate cause for what happened? †¢ What organization rules and regulations pertain to the problem? †¢ Who can act to resolve this problem? †¢ What do you want to happen? †¢ What are your options? †¢ What will you do? ConclusionDiscrimination and sexual harassment management in the organization is a reflection of how the changing world and market place will be in the future. Diversity will enhance respect for individual differences within the organization and hence make it able to create a competitive advantage in the organization. Discrimination and sexual harassment management in the organization is able to benefit associates through the creation of safe and fair environment for all. Future research is needed to examine the consequences that the alignment among organizational processes and structures has for levels of organizational discrimination.This is critical because an intervention into a single proc ess or structure is unlikely to effectively reduce discrimination and sexual harassment. For example, if top management leaders adopt a strategic business plan that explicitly involves reducing discrimination and sexual harassment, but fail to also build a culture of inclusion, their efforts are likely to be ineffective. It would be useful to examine how individuals perceive the alignment of organizational processes. More generally, research needs to take a systems approach to discrimination and sexual harassment. Restate your thesis somewhere near the end of your paper.

Carbene Addition Lab

Synthesis of 7, 7- dichloronorcarane in Carbon Addition Reaction CHM 337 | Dr. Pettit Abstract: A solution of cyclohexene, aqueous sodium hydroxide, and benzyltriethylammonium was used to synthesize 7,7 – dichloronorcarane by the following reaction: + CHCl3 + OH – H2O + + Cl – After completion of the experiment, the percent recovery was calculated to be 46. 21% Introduction The purpose of this experiment was to form 7,7-dichloronorcarane by means of carbene trapping.Cyclohexene, aqueous sodium hydroxide, and benzyltriethylammonium chloride were used to synthesize 7,7 – dichloronorcarane by the following reaction: + CHCl3 + OH- H2O + + Cl- In order to carry out this reaction in reasonable time, a two phase reaction was used, avoiding the lengthy requirements to carry out the experiment as a single phase reaction, as well as the risk of undesirable products due to the presence of water. The components of the two stage reaction were as follows: An organic pha se containing the alkene and CHCl2; and an aqueous phase containing the base OH –.Since the reactants, CHCl2 and OH – would separate into different phases, benzyltriethylammonium chloride was added as a phase-transfer catalyst. Because the benzyltriethylammonium chloride has both hydrophilic and hydrophobic properties, it could cross the phase boundary and facilitated the transport of the hydroxide ion from the aqueous phase to the organic phase. Expected spectral changes in IR and 13C-NMR Procedure To begin, 0. 324g of cyclohexene was mixed with 1 ml of 50% aqueous sodium hydroxide, 1ml of chloroform and 0. 040g of the phase transfer catalyst benzyltriethylammonium chloride.The reaction was stirred and heated at 40 degrees Celsius for an hour before extracting the 7,7 dichloronorcarane through 2 methyl chloride extraction processes (1ml methylene chloride). The product was then air dried until no more liquid would evaporate, and weighed giving a percent recovery of 43 %. The substance was then used to conduct an IR and 13C-NMR spectra test giving the results. Results and Calculations Calculating moles of cyclohexene (81g cyclohexene/1ml) * (0. 40ml cyclohexene) = 0. 324g cyclohexene 0. 324g cyclohexene*(1mol cyclohexene/82. g cyclohexene) = 3. 95 * 10^-3 mol cyclohexene Calculating moles of chloroform 1. 49g/ml chloroform * 1ml of chloroform = 1. 49g of chloroform 1. 49g of chloroform * (1mol of chloroform/119. 4g chloroform)= 1. 25 * 10^-2 moles chloroform. Calculating moles of benzyltriethylammonium chloride (1. 08g benzyltriethylammonium chloride/ml) * 0. 040ml of benzyltriethylammonium chloride = 0. 0432 grams benzyltriethylammonium chloride * 1mol/227.8g benzyltriethylammonium chloride = 1. 896 * 10^-4 moles benzyltriethylammonium chloride Finding the limiting reagent CHCl3 +OH- H2O + Cl- (balanced as is with catalyst in rxn) 3. 95 * 10^-3 mol cyclohexene 1. 25 * 10^-2 moles chloroform 0. 058 moles of sodium hydroxide * Cyclohexane has the l owest amount on reactant side and is the limiting reagent. Amount of 7,7 dichloronorcarane= 3. 95*10^-3 moles * 165. 06g 7,7dichloronorcarane/mol= 0. 652g 7,7 dichloronorcarane theoretical yield Experimental yield of dichloronorcarane= test tube with – test tube without (27. 159grams – 26. 890grams)= 0. 269grams dichloronorcarane Percent recovery (Actual mass yield/ theoretical mass yield) * 100%= percent recovery (0. 69grams/0. 652grams) *100%= 41. 26% yield recovery Formation of 7,7 dichloronorcarane + CHCl3 + OH- H2O + Cl – Discussion and Conclusions Discussion Topics and Questions a. Compare IR and 13C-NMR spectra of cyclohexene and 7,7-dichloronorcarane and point out changes in IR vibrational frequencies and 13C-NMR resonances that support the formation of 7,7-dicholoronorcarane. Be sure to identify the C-H stretch of the cyclopropane ring hydrogens. b. Why did you need to stir the mixture vigorously during the reaction?Since the reactants are in different phases, stirring vigorously allowed the catalyst to transfer a hydroxide ion from the aqueous phase to the organic phase, allowing the reaction to proceed as desired. c. Why did you wash the organic phase with saturated sodium chloride solution? The saturated sodium chloride was important for the removal of water. If the water was not removed from solution, it could react and create undesirable reactions, such as those described in Pavia: (4) (5) d. Describe two chemical tests and the visual results that would indicate whether cyclohexene is present or absent.Bromine in methylene chloride – If the addition of bromide (red liquid) results in a colorless solution, cyclohexene is present. Potassium Permanganate (Baeyer test) – This reaction depends on the color change from purple MnO4- ion into a brown precipitate of MnO2 e. Draw the structures of the products that you would expect from the reactions of cis and trans-2-butene. Be sure to comment on the stereochemistry of the products (enantiomers and meso forms). f. Provide a mechanism for the formation of the following products of a carbine addition reaction

Queen Elizabeth I essays

Queen Elizabeth I essays Elizabeth was the unwanted daughter of King Henry VIII, the king who killed her mother, because she did not bear a son. Elizabeth grew up in a country at war with it self in the wake of King Henrys religious reforms. Through no fault of her own, Elizabeth was cast aside by her own father; resulting in a lonely childhood and adolescence. While her half sister Mary I was queen, as a young women Elizabeth lived quietly, waiting for her opportunity to succeed. On November. 17, 1558, Mary died and Elizabeth began her reign. During her years as a queen, Elizabeth influenced England greatly, with which to this day the Elizabethan age is most often associated. Education was one of Elizabeths greatest influences on England. Perhaps her influence on the importance of education as a young girl and her longed desire to learn helped her strive for this particular goal. Children in those days began their studies really early in the morning. They were expected to work long hours with out getting distracted. Over the years her tutors wrote glowing reports on her excellent progress. At ten years old, Elizabeth was excellent at Latin, and she could speak Italian pretty well. She was also taught ancient and modern languages, religion, history, geography, mathematics, science, and music. She kept up her studies even when she became queen.(Zamoyska 10-11) Queen Elizabeth introduced to her country the seeds of freedom, which English men now took for granted. The growing number of printing presses made books more readily available, because an increasing amount of people, both men and women began As a Protestant, Elizabeth influenced her countrys religious decisions. According to Zamoyska: While Mary was still queen of England, Elizabeth did not want to risk her greatest opportunity of being next in line. She had a difficult task of having to conform openly to the Catholics, while still k...

Explain the progressive pathophysiology leading to a myocardial Case Study

Explain the progressive pathophysiology leading to a myocardial infarction (MI) - Case Study Example Right now, â€Å"[t]he current clinical recommendation is to test for homocysteine, CRP and lipoprotein(a) levels as an adjunct to established...criteria†¦In patients with borderline high risk, test for novel cardiac markers to help determine the aggressiveness of treatment strategies.†2 After diagnosis, the patient can then move on to the next stage, which is treatment. Treatment may include a wide range of therapies. Patients may have to enroll in cardiac rehabilitation, receive drug therapy, have a stint implanted in a vessel or vessels, or undergo bypass surgery. Medication management is important, and it is imperative that appropriate to have good assessment measures and nursing management. The failure of the left ventricle to pump blood is precipitated by the body having to work much harder to perform normal everyday functions—thus placing strain upon the heart. â€Å"Neurohormonal activation leads to remodeling of the left ventricle (LV), characterized by dilatation, hypertrophy, and a more spherical appearance of the chamber.†3 The symptoms showing that a myocardial infarction has occurred can be detected by experienced, trained medical professionals. Maintaining best practices in nursing can definitely aid a patient who has suffered a myocardial infarction. With a clear diagnosis and diagnostic data, doctors and nurses can best prescribe medications or provide medical assistance, respectively—assessment and nursing management being part of the overall care plan with regard to treating a patient with myocardial

My Government Expectations Essay Example | Topics and Well Written Essays - 1250 words

My Government Expectations - Essay Example Chinese communist government’s functions that I seek to introspect on what I expect from my government on a day-to-day basis as well as in posterity. Essentially, one of the most basic services is health care and insurance, in China there is a government health insurance system that is similar to America’s Medicare . As a citizen, I expect to access government funded health insurance, in China there are two systems the labor insurance schemes (LIS) and government employee insurance scheme1. Depending on where I am working, I can be assured of cover and access to public medical facilities at a highly subsidized cost. However, I must concede that it is not as straightforward on the ground as it is on paper. There is a huge disparity between the level of care provided in public and private hospitals. In some cases, I am well aware that people shun government hospitals because the care is more efficient in the private clinics. Nevertheless, that is to be expected and is oft en the case in many countries but at the very least, I can be assured that I will have access to effective even if not the best medical care should I need it. As far as education is concerned, every Chinese child is guaranteed nine years of compulsory education that is sponsored by the government. In the 80’s, due to the high population pressure, the government abolished the tax-funded higher education2, today for anyone to get these scholarships they have to compete for them on the basis of merit.