The Role of Social Institutions in Society Essay

The Role of Social Institutions in Society - Essay Example In some societies, however, the educated are viewed with mistrust. Regardless of the view others have of education and educated individuals, it cannot be denied that formal education influences values in a society relative to the importance of material culture, the acceptance of unfamiliar or opposing values from other cultures and the importance of self reflection. Formal education is often the mechanism where the rules concerning social behavior and expression is taught in a society. An interesting aspect of education and social transmission of values that could be tested would be the ability and willingness of people to work cooperatively in a group to accomplish an unfamiliar task. The experiment could be designed so that groups of individuals would be paired with other individuals with similar educational experiences and level of attainment. Measurements could be made to see if there were different levels of cooperation between groups of different educational attainment levels. The scientific method starts off with a scientific question that needs answered. A hypothesis is formed that can be tested. An experiment is devised that will isolate the variables the scientist hopes to study. As the experiment is conducted, data is compiled.

Mental Ill and Workplace Lack of Diversity Literature Review Essay Example for Free

Mental Ill and Workplace Lack of Diversity Literature Review Essay Introduction Being employed is a life experience which everyone wishes they could experience. Being employed allows an individual prospect of belonging, gratitude and allows them to build their self worth. People who have low self esteem believe that they are less fortunate in obtain employment then others. There are many obstacles that the mentally ill experience when trying to again employment. After conducting this research I have located sources that will reflect on the mentally ill. There were several issues that affect the mentally ill from gain employment such as education, support system, employer’s lack of knowledge of this population, discrimination, stigma, stress while being employed and dealing with multiple problem that occur at one time. .The reason for this review is to focus on issues that would occur in prevent the mentally ill from maintain employment and for the individual to be more diverse while working alongside or with this population. Research was conducted on this topic and will be reflected in this review. History Having a source of income is important in someone life by having employment it allows them to be independent and also help them to obtain goods that better value their living. In September 2012 employment rate in United States rose by 418,000 to 155.1 and there were 802,000 discouraged workers in September, a decline of 235,000 from a year earlier. Discouraged workers are persons not currently looking for work because they believe no jobs are available for them (United States Department of Labor, 2012). This research shows how it is hard for someone who does not have a mental illness to obtain employment. The Center for Disease Control and Prevention reports mentally ill is at the bottom of the employment poll which was reported from the National Health Interview Survey (cdc.gov 2012, Loveland, Driscoll, Boyle, 2007). Being in the workforce allow you to take care of your personal needs. It allows you to earn money and be active in society. In life this is how people determine who they are and what they want to be. The mentally ill are so afraid of revealing which they are that this might prevent them from obtaining employment. Emotion or feelings are difficult to evaluate because they often remain hidden (Bucher, 2008). Mentally ill are afraid to tell their employer or co worker that they suffer from mental illness because of fear of being terminated because of discrimination. .Carr-Ruffino(2005) defines discrimination as actions or practices that results in members of a less powerful group being differently in ways that disadvantage them. For example john told his employer he was taking medication for his mental illness. His employer response is that we don’t need people here like that. The employer was not being cultural diverse which would cause him to be sued. Diversity means being aware of your own and someone else’s cultural belief, religion, race, sexual orientation. En.wikipedia.org (2012) defines cultural competence as the ability to interact effectively with people of different cultures, ethnic backgrounds. Social workers should obtain education about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability (NASW, 2008). Individual who have mental illness already are being stereotype in the world and now being stereotype while looking or having employment is not diverse. By being aware of someone else we can better service ourselves and them. Wikipedia (2012) defines social stigma is the extreme disapproval of, or discontent with, a person on the grounds of characteristics that distinguish them from other members of a society. Stigma may attach to a person, who differs from social or cultural norms. Vogel Haake, (2006) states stigma associated with seeking mental health services, therefore, is the perception that a person who seeks psychological treatment is undesirable or socially unacceptable. Wikipedia (2012) defines job as a regular activity performed in exchange for payment. A person usually begins a job by becoming an employee, volunteering, or starting a business. Employment improves self-esteem, satisfaction with finances, and has been associated with reduction of hospitalization rates and psychiatric symptoms (Johannesen, McGrew, Griss, Born, 2007). â€Å"Research suggests that work improves self-esteem and well-being† (Gannon Gregory, 2007). The mentally ill utilize work as belonging to something and a step to return to society without being stereotype. History has shown that the mental ill and employment has not been a major focus. In society we view the mental ill as the led fortunate and society expectation is that they would not work. Sociostructural barr iers and disincentives have also made it difficult for people with a mental disorder to get in and stay in the competitive workforce (Marrone JF, Follwy S, Selleck V., 2005). Individual with a mental illness has right to do anything that an average individual does in the workplace or in their personal life. In order for them to do this they would need a support system which would include job coach, counseling, therapy and housing. World Health Organization (2012) states, governments need to dedicate more of their health budget to mental health. In addition the mental health workforce needs to be developed and trained to ensure that all people have access to good quality mental health services at each level of the health care system. People who suffer from mental health issue are capable of working however the unemployment rate continues to rise. Trading Economic (2012) reports from 1948 until 2012, the United States Unemployment Rate averaged 5.8 Percent reaching an all time high of 10.8 Percent in November of 1982 and a record low of 2.5 Percent in May of 1953. The unemployment rate can be defined as the number of people actively looking for a job as a percentage of the labor force. Unemployment rates for people with serious and persistent psychiatric disabilities are the highest, typically 80-90%. (Crowther Marchall, 2001). Employment among those with severe mental illness is much lower at eight percent (Gannon Gregory, 2007). As a result, people with serious mental disabilities constitute one of the largest groups of social security recipients (Sanderson Andrews, 2006). Individuals who suffer from mental illness and do not have a job will always be judged because of their illness and them not being employed. By the employer not being culturally diverse this stops the mentally ill from being employed and causes the employer to hire someone with out mental health issues. 2010disabilitysurveys.org( 2012) reports that Kessler Foundation and The National Organization on Disability found that little progress has been made in closing the employment gap between people with and without disabilities since the passage of the ADA into law. Reports have shown that many mental ill individual are employed a dead end job which does not have any advancement. Current reports from Kessler Foundation/NOD (2010) reports majority of employers, according to a 2010 survey, include flexible work schedules, telecommuting, and ergonomic redesign of workstations. This behavior is following The American Disability Act which states accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities (ada.gov, 2012). Individual with mental illness are working alongside individual who are not diverse. They might be judged by their co workers after returning from treatment which causes the co worker to be biases. Most jobs that the mental ill obtain will end unsuccessful. A greater effort must be made to provide support networks for employees within their work environments (Nelson Kim, 2012). Individual sometime keep their mental illness as a secret to avoid bad treatment at work which causes them not to use the employee benefits that are given. In order for the workplace to be diverse the employer must force diversity in the work place by having training for their staff. We make diversity work when were willing to imagine people from different backgrounds views the world and how theses people are view by others around them Carr-Ruffino (2005). Conclusion By being more knowledge of the mentally ill we can avoid being biases. We can avoid decimations and stigma in the workplace and in ourselves. Mentally ill should not have a reason to experience workplace inequity and direct prejudice due to past shortcoming because they are disabled. In order for the mental ill to keep employment they would need to have a treatment plan in place. Research has shown that there are still areas in dealing with the mental ill in the workplace but we as society also must be diverse. References Bucher, R. D. (2008). Building cultural intelligence (CQ): Nine megaskills. Upper Saddle River, NJ: Pearson Prentice Hall. ISBN: 9780131738959. Carr-Ruffino, N. (2005). Making diversity work. Upper Saddle River, NJ: Pearson Prentice Hall. ISBN: 9780130485120 Crowther RE, Marchall M, Bond GR, et al.(2001). Helping people with severe mental illness to obtain work: systematic review. Retrieve from: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC26585/ Drake, R.E., Becker, D.R., Biesanz, JDavid L. Vogel, Nathaniel G. Wade, and Shawn Haake (2006) Measuring the Self-Stigma Associated With Seeking Psychological Help. Retrieved from: https://selfstigma.psych.iastate.edu/sites/selfstigma.psych.iastate.edu/files/SSOSH_0.pdf Gannon Gregory (2007) Barriers to improving work opportunities for people with severe mental illness. Retrieved from: www.nursingtimes.net/may-2007/3248.issue Johannesen, McGrew, Griss, Born (2007). Vocational Rehabilitation for People with Psychiatric. Retrieved from: http://cirrie.buffalo.edu/encyclopedia/en/article/39/ Kessler Foundation/NOD (2010). Survey of Employment of Americans with Disabilities. Retrieved from: http://www.2010disabilitysurveys.org/octsurvey/pdfs/surveyresults.pdf Loveland D, Driscoll H, Boyle M. 2007. Enhancing supported employment services for individuals with a serious mental illness: A review of the literature. Journal of Vocational Rehabilitation 27(3):177-189. Marrone JF, Follwy S, Sel leck V. (2005) How mental health and welfare to work interact: the role of hope, sanctions, engagement, and support. Retrieved from: http://www.depressionforums.org/finance-economics/1856-mental-illness-and-employment-discrimination National Association of Social Workers (2008). NASW code of ethics. Retrieved from: http://www.naswdc.org/pubs/code/code.asp Nelson RE, Kim J. (2011).The impact of mental illness on the risk of employment termination. Retrieved from: www.ncbi.nlm.nih.gov/pubmed/21642748 Sanderson K, Andrews G. (2006) Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Retrieve from: http://ww1.cpa-apc.org:8080/Publications/Archives/CJP/2006/february/cjp-feb-06-sanderson-IR.pdf U.S. Equal Employment Opportunity Commission( 2012) American Disability Act. Retrieved form: http://www.ada.gov/qandaeng.htm The Center For Disease Control and Prevention (2012), National Health Interview Survey. Retrieve from: http://www.cdc.gov/nchs /nhis.htm Trading Economic (2012) Employment Rates. http://www.tradingeconomics.com/united-states/unemployment-rate United

Development of Womens Rights in Afghanistan

Development of Womens Rights in Afghanistan Progress, Stagnation and Regression A lot needs to be done before the equality of political rhetoric becomes an everyday reality for  women in Afghanistan (Amnesty International UK, 2013). Since the disempowerment of the Taliban, the status of women’s rights has seen  progress, stagnation and even regression. The Bonn Agreement of December 2001, endorsed  the establishment of a â€Å"gender-sensitive† government and laid the groundwork for the  Ministry of Women’s Affairs. In addition to MOWA, the Afghan government also created the  Office of the State Minister for Women and set up a Gender Advisory Group (Sarabi, 2003:  3). Moreover, the Bonn conference endorsed the establishment of the Afghanistan  Independent Human Rights Commission which is, amongst others, responsible for the  advancement of women’s rights. Over the years the Afghan government continued its efforts to promote women’s  rights by adopting its Constitution on January 4, 2004, that incorporates the principle of  equality in article 22 as well as a guaranteed quota for women in the bicameral National  Assembly in article 83 and article 84 (Ballington; Dahlerup, 2006: 253). On October 1st, 2004,  after years of political oppression, women voted in the first democratic elections; over the last  years, women held 27-28 percent of parliamentary seats in the Wolesi Jirga (The World Bank,  2013). These positive developments, however, are not secure. For example, the latest electoral  law has reduced the quota of guaranteed seats for women in provincial assemblies from a  quarter to a fifth (International Crisis Group, 2013: ii). Furthermore, it is often criticized by  feminists from within and outside of Afghanistan that those women who hold a political  mandate are only there to symbolize the Western su ccess, and simultaneously support with  their presence the Western imperialist as well as the Afghan patriarchal oppression, but in fact  have no say in politics (Franks, 2003: 148; Wajika, 2008: 140). An example for this claim is  the report of Malalai Joya, a former assembly women, who was pelted with water bottles by  other male assembly men and threatened by â€Å"Rape her!† calls (Ihlau; Koelbl, 2009: 253)  while delivering a speech in parliament. Another issue is the serious discrepancy between theory and practice, between words  and signatures on paper and effective actions to implement signed conventions and approved  laws. The Afghan government ratified the United Nations Convention on the Elimination of  all Forms of Discrimination against Women in 2003, and adopted the Elimination of Violence  Against Women Law in 2009, what can be described as positive developments. However,  often not all adopted laws are known by judges, prosecutors and lawyers, nor are they always  agreed to, and therefore are not applied. Furthermore, that conservative members of  parliament oppose, for example, the EVAW law, calling it â€Å"un-Islamic† (International Crisis  Group, 2013: ii), is an example of the fundamental incompatibility of article 22 and article 7  (compliance to the UN Charter, inter-state agreements, international treaties to which  Afghanistan has joined, and the Universal Declaration of Human Rig hts) with article 3 (no  law shall contravene the tenets and provisions of the holy religion of Islam) of the Afghan  Constitution. The interpretation of what counts as â€Å"un-Islamic† differs immensely in  Afghanistan. That girls and women now have the right to education and to employment is also a  very positive development. However, statistics show that the proportion of girls who go to  school and university is not only lower than that of boys, but declines with every level of  higher education; less than one in five women in Afghanistan is literate (CSO; UNICEF,  2012: 110). Also the female labor participation rate did not significantly increase over the last  ten years (World Bank, 2014). But with the historical background of women’s rights  violations under the Taliban regime as well as the decades of war in mind, no one can expect  women to suddenly break out of the traditional role allocation between men and women in  Afghanistan. Furthermore, it needs to be pointed out that not all Afghans support the  emancipation of girls and women. Girls’ schools are burned down as a symbol for the fight  between tradition and change (Brieger, 2005: 134). There is a com mon use of â€Å"night letters† – messages of insurgents groups to threat women and girls who go to school or to work, leave  their homes, speak to non-family men, or call radio stations with music requests (ACUNS,  2013: 108). Last year, UN Women condemned the increasing intimidation and targeted  killings of Afghan female government officials and public figures and called for justice (UN  Women, 2013). Moreover, it has to be mentioned, that in 2011 Afghanistan was named â€Å"the  most dangerous country for a women to live in†, because of high levels of violence, poor  healthcare and poverty (BBC, 2011). Especially domestic violence against women is a  problem that has become a regular feature of almost all households, and that shapes every  aspect of women’s and girls’ lives – their health, their livelihoods, their access to social and  cultural resources, and their educational opportunities (Global Rights Partners for J ustice,  2008: 1). Besides, many cases are not reported to the police nor prosecuted. The continuing  practice of child marriages and forced marriages is one of those forms of violence against  women and girls. Although getting reliable data is difficult, it is estimated that 60-80 per cent  of all marriages in Afghanistan are forced (UNFPA, 2012). All in all it can be said that there are improvements of the situation of women and girls  in Afghanistan. However, the level of progress differs between the regions of the country,  urban and rural areas, and between those districts where ISAF troops are present and those  where they are not. In a country where the emancipation of women has always been a  controversial issue (there have been multiple efforts to establish women’s rights in  Afghanistan from above in the past one hundred years – see AmÄ nullÄ h KhÄ n, Mohammed  Zahir Shah, Sardar Mohammed Daoud Khan, or the PDPA) a change of the status of women  in society is a long-term process. After thirteen years of intervention in Afghanistan, the IC  has to recognize that fact and has to admit that a lot of mistakes were made. In their article  Schwere strategische Fehler des Westens, Mariam Notten and Ute Scheub cited the survey of  the Afghan author Lina Abirafeh about the counterproductive gender-strategy of the West. Abirafeh criticizes different circumstances that led to the partial failure of Western attempts to  establish gender equality in Afghanistan. Amongst others, she mentions the fact that many  Afghan women feel like their own wishes of a self-determined life are not heard by the IC,  but rather ignored. The stigmatization of Afghan women as victims and not as active members  of the Afghan society is considered to be problematic. The result of this treatment is that there  is resistance against the Western efforts to enhance women’s rights in Afghanistan (Notten;  Scheub, 2009: 34). The IC has to recognize that it is not only necessary to establish a legal  framework for the implementation of women’s rights, but that the volition to actually live in a  community where men and women are equal has to come from within society. Therefore it is  important, for instance, to support NGOs in their grass-roots work. Also in the future.

Telecommunication :: Communication Technology Media Essays

Telecommunication Abstract What is telecommunication? Although a considerable number of studies have been actually conducted on telecommunication, I have never had academic opportunity to examine what it is. While the word ?etelecommunication?f has been brought to public attention, how many of us can exactly define it? How many of us can explain it in cultural context as well as in technological context? In my opinion, the word ?etelecommunication?f seems to be going forward itself so that our consciousness cannot catch up with it. As a new graduate student of the department of telecommunication, I hope to comprehensively understand what telecommunication is, and organize present issues systematically through this article. According to the requirement, this article consists of the following: areas and issues in telecommunication; key questions that telecommunication tries to answer; methods for studying, researching, and creating in telecommunication; and my learning and career goals for my telecommunication M A. What is telecommunication? In order to answer a kind of vague question such as what telecommunication is, I would like to focus on the areas in telecommunication in the beginning. Carne (1995) proposed the following: Telecommunication means communication from afar; it is the action of communicating-at-distance. In the broadest sense, it can include several ways of communicating (letters, telegraphs, telephone, etc); however, it is customary to associate it only with electronic communication systems such as telephone, data communication, radio, and television. (p.5) From this viewpoint, one may say that telecommunication is literally one of the ways of communication to receive or send massages. The question I have to ask here is what communication is. We unconsciously use the word ?ecommunication?f in a daily life. Then, how can we define communication, whose categories seem to range widely? In 1985 Charp and Hines described communication as the method by which we exchange sounds, signals, pictures and languages between people and places (p.13). From this definition, I realize that discussion in a class, conversation with someone by phone, writing a letter, reading a newspaper, and watching television are all grouped into the same category named communication because we exchange something with somebody by them. The question is what differentiates one communication from the other at more detailed categories. The first thing I notice is that the way of communication is different from each other: in some cases, communication from one to many or many to many, in the others, however, communication in person. In addition, it seems to depend on whether it is mediated or not.

Clustering Techniques in Oodbms (Using Objectstore)

Introduction Performance of a database can be greatly impacted by the manner in which data is loaded. This fact is true regardless of when the data is loaded; whether loaded before the application(s) begin accessing the data, or concurrently while the application(s) are accessing the data. This paper will present various strategies for locating data as it is loaded into the database and detail the performance implications of those strategies. Data Clustering, Working Sets, and Performance With ObejctStore access to persistent data can perform at in-memory speeds.In order to achieve in-memory speeds, one needs cache affinity. Cache affinity is the generic term that describes the degree to which data accessed within a program overlaps with data already retrieved on behalf of a previous request. Effective data clustering allows for better, if not optimal, cache affinity. Data density is defined as the proportion of objects within a given storage block that are accessed by a client durin g some scope of activation. Clustering is a technique to achieve high data density. The working set is defined as the set of database pages a client needs at a given time.ObjectStore is a page-based architecture which performs best when the following goals are met: †¢ Minimize the number of pages transferred between the client and server †¢ Maximize the use of pages already in the cache In order to achieve these goals, the working set of the application should be optimal. The way to achieve an optimal working set is via data clustering. With good data clustering more data can be accessed in fewer pages; thus a high data density rate is obtained. A higher data density results in a smaller working set as well as a better chance of cache affinity. A smaller working set results in fewer page transfers.The following sections in this paper will explain several clustering patterns/techniques for achieving better performance via cache affinity, higher data density and a smaller wo rking set. NOTE: clustering is used in this paper as a concept of locality of reference. The term is not being used to refer to the physical storage unit available in ObjectStore. ObjectStore does present the user with a choice for location of allocations: with the database, within a particular segment, within a particular cluster. For the remainder of this paper, the discussion of cluster is a conceptual one, not the ObjectStore physical one.Database Design Process Database design is one of the most important steps in designing and implementing an ObjectStore application. The following steps are pre-requisites for a database design: 1) Identify key use cases (ones which need to be fast and/or are run frequently) 2) Identify the object(s) used by the use cases called out in step 1 3) Identify the object(s) that are read or updated during the use cases called out in step 1 The focus of clustering efforts should be on the database objects which are used in the high priority use cases identified above.Begin to cluster based on one use case, and then validate with others. The database design strategies which lend themselves to achieving the optimal working set are: †¢ Clustering †¢ Partitioning There are several different types of techniques which result in data being well clustered: †¢ Isolate Index †¢ Pooling †¢ Object Modeling Data Clustering Clustering is a technique used to achieve high data density. Another definition of clustering is a grouping of objects together. If a use case requires objects A, B and C to operate, then those objects should be co-located for optimal data density.If upon loading the database, those objects are physically allocated close to one another, then we say we have clustered those objects. Assume that the size of the three objects combined is less than the size of a physical database page. The clustering leads to high data density because when we fetch the page with object A, we will also get objects B and C. In this particular case, we need just one page transfer to get all objects required for our use case. To accomplish good clustering, one must know the use cases and the objects involved in those use cases.Given that knowledge, the goals of clustering are: †¢ Cluster objects together which are accessed together †¢ Separate (de-cluster, or partition – we will discuss partitioning in detail later in this paper) objects which are never accessed together. This includes separating frequently accessed data from rarely accessed data. Partitioning Partitioning is a strategy to isolate subsets of objects in different physical storage units. By definition, if two objects are in different partitions, they are de-clustered. The two goals of partitioning are to gain isolation and to increase data density.Isolation is desirable when concurrent access is required. The scope of this paper is not intended to cover concurrency. For that reason our discussion of partitioning will be rather brief. Although partitioning is intended for isolating objects, its use can improve data density. This may seem, by definition, to be counter intuitive. Let us use an example to illustrate. Imagine a grocery store. If you were in need of a box of cereal, you would go down the cereal aisle. If the grocer has done his job correctly, the aisle (or some number of shelves in the aisle) will be populated ONLY with boxes of cereal.Because other items have been located in their respective aisles/shelves, the entire cereal aisle is dense with cereal. If the grocer had not done the job correctly, a given section of a shelf might have (for instance) boxes of noodles, cans of vegetables, and bags of chips. In this scenario, the shelf does not have good data density for the goal of obtaining a box of cereal. Recall the definition of data density: the proportion of objects within a given storage block that are accessed by a client during some scope. Our scope is to obtain a box of cereal. Our storage block is the aisle or a shelf. If the shelf in question contains many items other than cereal, then we have poor data density. If, on the other hand, we partition the non-cereal items to be in different aisles, then the cereal aisle would contain only cereal and thus a high data density would Conclusion The way in which data is loaded into the database can have significant impact on the performance of an application. Careful analysis of the use cases for an application should allow key objects to be identified. Once key objects are identified, a clustering strategy can be planned.Several of the techniques presented here can allow for a clustering strategy that will boost performance far beyond any tuning that might be done after the database is loaded and the application delivered. It is often the case that several techniques can be combined; an application need not restrict itself to the use of just one technique. The goal of clustering is to reduce your working set siz e; yield higher data density; and reduce the number of pages which need to be transferred between the application and the ObjectStore server.

Free Essays on WWII

The advancements to weaponry in America during the 1930’s to 1940’s greatly influenced the tides of battle for the allies. The firearms of the time were becoming faster, increased accuracy, and more lethal. The M-1 Carbine was the standard semi-automatic rifle for all American troops and was later fitted to be fully automatic. The bazooka, invented in 1941 by American scientists, was first used in the invasion of North Africa in war and proved to be excellent anti-tank warfare. It was also during this time that bullets were upgraded from the pinfire type to the rimfire type. The rimfire type proved to be more precise and damaging because of its finer texture and cartridge case. Miscellaneous advancements include chemical agent weapons (i.e. nerve gas, mustard gas), flame-throwers, improved hand grenades, and other minor adjustments to firearms in general. The Americans during World War II also improved upon vehicles. On land the use of M-60 and M-1 main battle t anks were common. These tanks were often outfitted with a 105-mm gun, a 120-mm gun, or two to four 0.50 caliber machine guns. Also, the use of assault vehicles, armored transports, and tracked vehicles became more involved as technology grew. In the air many advancements were made as well. â€Å"The United States Airforce grew to its top strength during World War II† (World War II 10). Aircraft used by the Americans include the P-51 Mustang long-range fighter, bombers such as the B-17, B-24 Liberator, the B-25, and the B-29 (Enola Gay). It was these aircraft that coordinated air attacks, firebombing, the atomic bombing, and ground support that was crucial in gaining the upperhand. The sea was also the target of advancements. â€Å"The Navy had the most powerful fleet ever. It had 3,400,000 men and women and 2,500 ships, including 24 battleships, 35 aircraft carriers, 77 escort carriers, 92 cruisers, 501 destroyers, 406 destroyer escorts, and 262 submarines† (Z i... Free Essays on WWII Free Essays on WWII At the end of World War II the political and economical ideas that initiated leaders to unify and integrate nation-state’s was based on fear, fear of a history filled with â€Å"rivers of blood†, as Winston Churchill once proclaimed. The European unification was created as an attempt to change geopolitics within Europe. The two main plans in the creation of the European Community were the Schuman Plan (1950) and the Marshall Plan (1948-1951). On May 9, 1950 French Foreign Minister Robert Schuman proposed the Schuman Plan, a creation for an international organization to collectively coordinate the activity in the coal and steal industries to ensure reconciliation between France and Germany, to be known as the ECSC. The idea was designed by Jean Monnet in attempt to use prosperity as a peace keeper between the feuding countries. This represented â€Å"a first step in the federation of Europe†. The Marshall Plan was the American influence on European integration in the 1950’s. The United States used the Marshall plan to break down trade barriers, protectionism, and imperial preferences by linking the states through an international economic regime. The U.S. insisted that Europe coordinated the request for the Marshall Plan aid, this in turn assisting the process of integration. Group II. #4) It has been over ten years since the fall of the Soviet Union and the birth of a Russian state. Throughout this period Russia, the largest and most populous portion of states born from the ex-global power, has been idling in what analysts termed a â€Å"transitional† period, it is this stalemate between democracy and dictatorship that has the country and the world scratching their heads wondering what form of government will withstand the transition. Analysts and political scientists all have their own opinion of what will come of the Russian government, but each opinion can be separated into three groups: first, democracy... Free Essays on WWII Introduction Authorization President Clinton signed Public Law 103-32 on May 25, 1993, authorizing the American Battle Monuments Commission (ABMC) to establish a World War II Memorial in Washington, D.C., or its environs. It will be the first national memorial dedicated to all who served during World War II and acknowledging the commitment and achievement of the entire nation. Purpose The memorial will honor the 16 million who served in the armed forces of the U.S. during World War II, the more than 400,000 who died, and the millions who supported the war effort from home. Symbolic of the defining event of the 20th Century, the memorial will be a monument to the spirit, sacrifice, and commitment of the American people to the common defense of the nation and to the broader causes of peace and freedom from tyranny throughout the world. It will inspire future generations of Americans, deepening their appreciation of what the World War II generation accomplished in securing freedom and democracy. Above all, the memorial will stand as an important symbol of American national unity, a timeless reminder of the moral strength and awesome power that can flow when a free people are at once united and bonded together in a common and just cause. Site The first step in establishing the memorial was the selection of an appropriate site. Congress provided legislative authority for siting the memorial in the prime area of the national capital, known as Area I, which includes the National Mall. The National Park Service, the Commission of Fine Arts, and the National Capital Planning Commission approved selection of the Rainbow Pool site at the east end of the Reflecting Pool between the Lincoln Memorial and the Washington Monument. President Clinton dedicated the memorial site during a formal ceremony on Veterans Day 1995. Design ABMC engaged the General Services Administration ¡Ã‚ ¦s (GSA) Public Buildings Service to act as its a... Free Essays on WwII A Mistake in History Following the Great World War I, President Wilson had devised his 14 points to establish peace after the inevitable victory of the Allies. The Allies, including England, France and the US, tried setting up a long lasting peace that would end the fight in all wars and stop other wars form being started (Gelfond, 121). A peace conference was held in Versailles, France beginning on January 8, 1919. Represented was the US, Great Britain, France, and Italy. Even though the German republic was excluded, their government informed the US that the central powers were prepared to undertake negotiations. When the US informed the Allies of this information, Great Britain rejected the German advances due to the fact that Germany never laid down any specific terms for peace. Stated in Wilson’s 14 points was that 1) open covenants of peace, 2) absolute freedom of the navigation of the seas, 3) establishment if an equality of trade conditions, 4) national armaments reduced to lowest po int consistent with domestic safety, 5) absolute impartial adjustment of all colonial claims, 6) the evacuation of all Russian territory, provide opportunity for the independent determination of her own political development, 7) Belgium must be evacuated and restored, 8) the wrong done to France in regards to Allsace-Lorraine in 1871 should be righted, 9) a readjustment of the frontiers of Italy, 10) the peoples of Austria-Hungary should be accorded the freest opportunity for autonomous development, 11) relations of the Balkan states toward one another should be determined by friendly counsel along historically-established lines of allegiance and nationality, 12) Turkish portions of the Ottoman Empire should be assured a secure sovereignty, 13) a independent Polish state should be erected, and 14) a general association of nations must be formed with the purpose of affording mutual guarantees of political independence and territorial integr... Free Essays on WWII The attack on Pearl Harbor in 1941 marked the involvement of the United States of America into World War Two (II). The domineering of the German and Italian powers, as well as the attack by the Japanese threatened the freedom and democracy of the United States. As the young men of America were shipped off to war, they, as well as their families questioned their purpose in the battle. In time it was all too evident that the men, women, and children of the United States were to serve a crucial role in fighting World War II. From saving scrap metal, to working in factories, or fighting on the front lines; the efforts by so many facilitated in the fall of the Third Reich and other Axis powers. Never before had a nation worked together in such great scale to achieve a significant goal. The war would be lengthy and ruthless, and would not be won easily. Thousands of Americans were lost in unrelenting, unsympathetic, and grisly battles on land, water, and in the air. By the conclusio n of World War II, combat hardened soldiers and civilians would have contrasting views about the preceding war, and the United State’s involvement. A great nation had triumphed, yet at an immense cost to its people and the people of the other war torn nations. World War II took place on the home front as well as the battlefields in France, etc. Although, no combat ever took place on American soil, the war involved each American, young and old. â€Å"It was the greatest thing since the Crusades. The patriotic fervor was such at the beginning that if ‘The Start Spangled Banner’ came on the radio, everybody in the room would stand at attention† (120). Citizens tried to involve themselves in the war any way possible. Dellie Hahne, a young girl living in California, joined the Red Cross to become a nurse. To Dellie and her female companions, the war prompted excitement and social entertainment (with the soldiers) that never existed before. Every we... Free Essays on WWII World War II produced many heroes. One such man was Lieutenant Commander Butch O'Hare. He was a fighter pilot assigned to an aircraft carrier Lexington in the South Pacific. One day his entire squadron was sent on a mission. After he was airborne, he looked at his fuel gauge and realized that someone had forgotten to top off his fuel tank. He would not have enough fuel to complete his mission and get back to his ship. His flight leader told him to return to the carrier. Reluctantly he dropped out of formation and headed back to the fleet. As he was returning to the mother ship, he saw something that turned his blood cold. A squadron of Japanese bombers were speeding their way toward the American fleet. The American fighters were gone on a sortie and the fleet was all but defenseless. He couldn't reach his squadron and bring them back in time to save the fleet. Nor could he warn the fleet of the approaching danger. There was only one thing to do. He must somehow divert them from the fleet. Laying aside all thoughts of personal safety, he dove into the formation of Japanese planes. Wing-mounted 50 caliber's blazed as he charged in, attacking one surprised enemy plane and then another. Butch weaved in and out of the now broken formation and fired at as many planes as possible until finally all his ammunition was spent. Undaunted, he continued the assault. He dove at the planes, trying to at least clip off a wing or tail, in hopes of damaging as many enemy planes as possible and rendering them unfit to fly. He was desperate to do anything he could to keep them from reaching the American ships. Finally, the exasperated Japanese squadron took off in another direction. Deeply relieved, Butch O'Hare and his tattered fighter limped back to the carrier. Upon arrival he reported in and related the event surrounding his return. The film from the camera mounted on his plane told the tal... Free Essays on WWII The advancements to weaponry in America during the 1930’s to 1940’s greatly influenced the tides of battle for the allies. The firearms of the time were becoming faster, increased accuracy, and more lethal. The M-1 Carbine was the standard semi-automatic rifle for all American troops and was later fitted to be fully automatic. The bazooka, invented in 1941 by American scientists, was first used in the invasion of North Africa in war and proved to be excellent anti-tank warfare. It was also during this time that bullets were upgraded from the pinfire type to the rimfire type. The rimfire type proved to be more precise and damaging because of its finer texture and cartridge case. Miscellaneous advancements include chemical agent weapons (i.e. nerve gas, mustard gas), flame-throwers, improved hand grenades, and other minor adjustments to firearms in general. The Americans during World War II also improved upon vehicles. On land the use of M-60 and M-1 main battle t anks were common. These tanks were often outfitted with a 105-mm gun, a 120-mm gun, or two to four 0.50 caliber machine guns. Also, the use of assault vehicles, armored transports, and tracked vehicles became more involved as technology grew. In the air many advancements were made as well. â€Å"The United States Airforce grew to its top strength during World War II† (World War II 10). Aircraft used by the Americans include the P-51 Mustang long-range fighter, bombers such as the B-17, B-24 Liberator, the B-25, and the B-29 (Enola Gay). It was these aircraft that coordinated air attacks, firebombing, the atomic bombing, and ground support that was crucial in gaining the upperhand. The sea was also the target of advancements. â€Å"The Navy had the most powerful fleet ever. It had 3,400,000 men and women and 2,500 ships, including 24 battleships, 35 aircraft carriers, 77 escort carriers, 92 cruisers, 501 destroyers, 406 destroyer escorts, and 262 submarines† (Z i...

Medical School Personal Statement Sample Medicine Is My Interest

Medical School Personal Statement Sample Medicine Is My Interest Medical School Personal Statement: The body of a human being is an extraordinary machine that has a lot of diverse systems resulting to life form that is impossible to be reproduced artificially. Undoubtedly many among the fascinating workings of life are the complexity and the functions carried out by the human body. I take pleasure in life challenges specifically towards a worthwhile objective and even though medicine is believed to be a difficult career, it can be extremely rewarding as decorated by the many doctors I have interacted with throughout my learning experience and also in a personal level. My interest in medicine is coupled with the fact that science is a field that encompasses a lot of life’s issues and reality and also subject that is practical and useful on daily basis. In my part biological science is interesting however; it becomes more exhilarating when learning abnormality in medical science ranging from varied realities in pathology to the practicability in pharmacology. The compound chemical processes in the human body particularly the way neurons shape the brain including psychology is a predicament which I would really enjoy learning and understand. The neurobiology behind the functionality of the brain is an area I strongly consider connects with pharmacology a field that greatly encompasses a lot of medical science both normal and abnormal human functionalities and not just to understand but a field that I would love to practice as well as pathology, genetics and the mind. Biological science in relation to chemistry specifically genetics and its various elements like protein synthesis have really interested me. I am able to understand respiration which basically forms part of biochemistry that is very important to physiology. Due to my chemistry study I am well placed in understanding how chemicals are able to react with each other and with my biology knowledge, physiology and anatomy understanding, I am able to place chemistry in the perspective of life sciences. I believe that my knowledge in sciences provides me with a strong base in medical science. In addition, my study in literature and arts has developed my report writing skills and helps me think more creatively and be more innovative in carrying out research. I have also worked as a volunteer in Kaisar Permante hospital and the regional medical hospital in San Jose where I had the opportunity to interact with doctors, patients and nurses regarding the medical career. At these hospitals, I observed several MRI scans, skin biopsy, did ward rounds and endoscopy clinics all of which were really motivating for me. It also strengthened my urge in pursuing pharmacology as a career besides verifying my interest in pathology and medical science. I also enrolled as an intern at UC Davis medical center where I was able to learn how to work with large groups and teams of professionals in the medical fraternity. A part from the medical field, I also managed to work in other fields of business, information technology and public relations all of which equipped me with enough experience and understanding of different perspectives of the modern world. In my academic tests and examinations I managed to perform well as it is strikingly evident in my GPA and MCAT scores thus exhibiting my confidence and consistency due to dedication in studies. I at all times welcome new challenges and hence medical science offers me an all-time discovery and learning opportunity. I appreciate the fact that I don’t know everything in the medical field, which encourages and gives me hope that there will be always new things in store for me to discover. For one to successfully practice medicine, one has to be patient, caring, inquisitive and dedicated. I believe that I posses these qualities and with no doubt I will accomplish my dream and contribute immensely to the society with my skills.

William Howard Taft Fast Facts - 27th US President

William Howard Taft Fast Facts - 27th US President William Howard Taft (1857 - 1930) served as Americas twenty-seventh president. He was known for the concept of Dollar Diplomacy. He was also the only president to become a Supreme Court Justice, being appointed Chief Justice in 1921 by President Warren G. Harding.   Here is a quick list of fast facts for William Howard Taft. For more in depth information, you can also read the William Howard Taft Biography Birth: September 15, 1857 Death: March 8, 1930 Term of Office: March 4, 1909-March 3, 1913 Number of Terms Elected: 1 Term First Lady: Helen Nellie HerronChart of the First Ladies William Howard Taft Quote: The diplomacy of the present administration has sought to respond to modern ideas of commercial intercourse. This policy has been characterized as substituting dollars for bullets. It is one that appeals alike to idealistic humanitarian sentiments, to the dictates of sound policy and strategy, and to legitimate commercial aims. Major Events While in Office: Payne-Aldrich Tariff Act (1909)Sixteenth Amendment Ratified (1913)Dollar DiplomacyAntitrust Policy States Entering Union While in Office: New Mexico (1912)Arizona (1912) Related William Howard Taft Resources: These additional resources on William Howard Taft can provide you with further information about the president and his times. William Howard Taft BiographyTake a more in depth look at the twenty-seventh president of the United States through this biography. Youll learn about his childhood, family, early career, and the major events of his administration. Territories of the United StatesHere is a chart presenting the territories of the United States, their capitals, and the years they were acquired. Chart of Presidents and Vice PresidentsThis informative chart gives quick reference information on the presidents, vice-presidents, their terms of office, and their political parties. Other Presidential Fast Facts: Theodore RooseveltWoodrow WilsonList of American Presidents

English Law of Contract Essay Example | Topics and Well Written Essays - 500 words

English Law of Contract - Essay Example The government of Zanzibar wanted to purchase an executive jet for the use of their president. In the year 1992, a contract was signed between the Government, British Aerospace, and CIBC Finance PLC. After using the plane, it was found to be defective. The government returned it back to British Aerospace for repairing it. But even after repair, the fault continued. The government stopped lease payments. CIBC took possession of the plane and sold it, in order to recover the cost incurred. The government of Zanzibar had initiated an action against British Aerospace accusing false representation of the airworthiness, reliability and defect-free nature of the plane, as claimed by British Aerospace. They wanted to cancel the contract or alternatively, to get compensation of the damages, according to the English Misrepresentation Act, 1967. Subsequently, British Aerospace claimed that restoring the jet to its original position and return it back to the Government cannot be possible because it had already been sold. (England and Wales High Court Decisions. 2000) The government of Zanzibar proposed that the contract signed between Government, British Aerospace had hidden misrepresentation of claims made by British Aerospace. The untrue statement about was made by British Aerospace. According to English Misrepresentation Act 1967, British Aerospace had disclosed half-truth, and thus the contract is voidable. The government claimed that the contract with British Aerospace is subjected to fraudulent misrepresentation (deceit). In this case, the Government claimed that rescission must be made, and they appealed to rescind the contract and put them back to the pre-contractual position. It could be by returning the plane to the Government in its original position or compensation for damages due to misrepresentation. (Weitzenboeck, 2012)

Community Health Outcomes and Evaluation Essay Example | Topics and Well Written Essays - 1750 words

Community Health Outcomes and Evaluation - Essay Example The intervention plan is depression screening for the elderly promoted as a public policy model that seeks to combine and integrate mental health and primary medical services in one delivery intervention framework. The essential elements of the framework will be outlined and addressed. A scheme of integrating depression screening in primary nursing gerontology care will be proposed by reviewing studies dealing with depression in the elderly population and outlining how mental health can be integrated in primary care by suggesting specific training processes for nurses that will enable them to identify and address depression and its conditions in the elderly. Forming part of the public policy intervention plan, evaluation of the proposal will be addressed along with its application to the intervention scheme. Evaluation will be a repeated-measures design for both the nursing population under training and the client population. Limitations will be discussed as well as how the public po licy project may be sustained over time. Public policy models entail changes not in one institution but structural changes across the larger model of social delivery processes affecting the wider population. The elderly population will be increasing at greater rates over the next two decades. The current public political climate reflects an increasing unwillingness of local governments to improve responsibility for the safety net provisions required by the elderly. Public policy must be influenced to standardize an intervention framework that would integrate depression screening into primary general care for the elderly. This study will adapt an intervention model after a review of other integration models. It will then produce an evaluation strategy based on Reedy et al who demonstrate how program evaluation indicators could be adopted into implementation strategies as essential evaluation models of public health services. Literature Review Luchins argues that depression screening as far as it is operative as a quality indicator falls more under the purview of the administrator that that of the clinician. This would make depression screening a policy declaration or requirement mapped to some department goal. As a quality indicator and not as a practice guideline, depression screening would then demand a different kind of evidence evaluation, evidence based on a "chain of assumptions underlying the decision" for its use and application (p. 108). Quality indicators are administrative rules, or guidelines. They may affect different groups of patients than clinical screening for specific illnesses may affect. It has been demonstrated that physicians in general seem to ignore diagnostic information from other staff. Luchins main point is that depression screening many not be effective in the absence of other interventions. The one intervention in which it has shown to be effective is that of collaborative care (Gilbody). Luchins view of collaborative care comprise s three elements. They are a case manager, the primary care physician, and input from a specialist (p. 111). A more adaptable view of the model explains collaborative care as structured where by nonmedical specialists play a greater role in augmenting primary care (Gilbody). The management of depression in primary care has proven evasive (Seekles, 2009). Seekles et al proposes a stepped care model

Commuication and Culture Case Study Example | Topics and Well Written Essays - 500 words

Commuication and Culture - Case Study Example Racial abuse is a serious offence and should be dealt with serious punishments. The Blacks were known not only for their physical strength but also for their inventive methods in labor department, and were always successful in whatever the field they had chosen. Blacks were seen as enemies in many societies. During the civil war in US it seemed as perfect situation for those people who always hated the Blacks and used their forces to suppress them. The war has witnessed most of the Blacks being brutally murdered and thrown out of their respective homes. The White forces had committed many atrocities against the Blacks. In US the Blacks and Latinos are the largest immigrants. They migrated from the far lands of the black continent Africa and other parts of the American continent respectively. In the past, since these countries were not as developed as US and their socio-economic structure was on decline, many of the citizens were forced to work as slaves and have to migrate to US. In US, Black and Latino immigrants have less education and less skill set, even among women also. Apart from other groups these Blacks and Latinos have less human capital, so they have very less employers in their group and it is indirectly affecting their economic status and social environment also. Gender inequality was always prevailed among the Blacks.

Marketing Communications Assignment Case Study Example | Topics and Well Written Essays - 2000 words

Marketing Communications Assignment - Case Study Example It is the message that the company is indirectly conveying to the audience. Explicit Communication is in form of text which is the direct message of the company to the audience. The first advertisement that I have chosen is of Burberry. It was printed on the 4th page, top right hand side of Gulf News, an English Language, glossy paper newspaper published in the Middle East. Gulf news is one of the leading newspapers of Middle East. The advertisement was a 27 centimeters length and 16.8 centimeters standard quarter page colour ad. Advertisement Objective: From the general outlook of the ad, it can be safely concluded that the objective of this ad is to remind people. There is hardly any text on the ad because the target market is already aware of the brand. The only text on the ad is "Burberry established since 1856" which emphasizes on the significance of the brand and adds value due to its presence in the market as a market leader for over a century. This ad primarily uses covert communication to appeal to its customers. The ad emphasizes the "attitude" and the "slight arrogance" elements which signify the quality of the brand as being up-class and expensive. 2. The high-class bold, outgoing business woman, portrayed by the model in the middle. ... Posture of the Models: The models are clad in Burberry apparel and wearing the same brand of shoes. This ad in particular focuses on the three types of clientele: 1. The working woman portrayed by the model on the immediate left, affluent and can afford to spend on clothing that is upbeat, smart yet comfortable. 2. The high-class bold, outgoing business woman, portrayed by the model in the middle. These are woman who have inherited, earned through business or acquired through wedlock a fortune which they can afford to spend on high quality clothing that they can carry in their day to day routine of attending functions, and parties and other such activities. 3. The dandy men who are conscious of what they wear. All the models are wearing the same facial expressions that the brand signifies i.e. "attitude" and "slight Arrogance" Explicit Communication: This ad relies heavily on implicit communication rather than explicit. The only text on the ad is "Burberry-established since 1856".This stresses on the historical value of the brand and stresses on the prestige value of the products. In all it can be said that it is an effective ad, if not an exceptional one. It could have benefited from headlines and better placement of ad. But the real effectiveness of this ad can only be measured by the increase in sales after publishing of this ad or through a consumer survey of awareness levels. NISAN TIIDA This is a half page ad published on the inside back page of Khaleej Times. It is a 27 centimeters length and 33 centimeters width standard half page colour ad. This ad follows the same placement as is followed by everyone in

Computer forensics Essay Example | Topics and Well Written Essays - 750 words - 1

Computer forensics - Essay Example This research will begin with the definition of computer forensics as a method utilized for the analytical analysis and investigative methods to identify, gather, inspect and preserve information and evidence which is magnetically encoded or stored. Typically computer forensics is used to offer digital evidence of a broad and specific activity in any area of life. Additionally, a forensic analysis is performed for a wide variety of reasons. In the majority of cases, computer forensics is used for the high profile civil litigation or criminal investigation, however digital forensic methods can be of value in a broad range of circumstances, comprising, basically re-tracing steps formulated when information has been lost. Companies that the author has selected for this report are 1) New York Computer Forensics [Web site: Â  http://newyorkcomputerforensics.com]; 2) Guidance Software Professional Services [Web site: http://www.guidancesoftware.com]. New York Computer Forensics Company ha s skilled and expert computer forensic staff and experts. These people effectively utilize the proven methods and sophisticated software, and tools which can be used to analyze and retrieve the entire data on a crime scene system to an absolute level as probable. In this scenario, this kind of material can include deleted files and e-mail and logs and other details that can be related to the problems and issues being examined.

The Brain Essay Example | Topics and Well Written Essays - 500 words

The Brain - Essay Example Thus, young people should not consume alcohol as it may severely damage their learning and memory processes. The research on rats suggests that adolescent brains may be particularly vulnerable to alcohol-induced memory impairments and learning difficulties. The study conducted with young adults confirms this thesis; when tested under alcohol, people in their early 20s performed worse on a task which involved immediate and delayed recall than people in their late 20s. This data clearly shows the vulnerability of younger subjects to alcohol-induced memory impairments. Young people often experience blackouts-episodes of anterogate amnesia, during which they are likely to engage in risky behaviours, such as vandalism, unprotected intercourse, or violence. Later they have no recollection of their actions. It is suggested that alcohol affects memory formation as it disrupts brain plasticity and interferes with the changes in circuitry which are essential for the learning process. Alcohol use damages hippocampus, the brain region which is crucial for memory formation. Moreover, repeated exposure to alcohol in adolescence may result in long-lasting changes in brain function later in life (White, 2003). The study conducted with adolescent alcohol abusers reveals that despite their relatively short periods of drinking, young people experienced severe cognitive impairments weeks after they stopped drinking. These changes are due to sensitivity of adolescent hippocampus to the neurotoxic effects of long-lasting use of alcohol. The data suggests that the subjects who abuse alcohol in their early adolescence are more vulnerable to hippocampal damage in the future. Use of alcohol in adolescence severely affects the establishment of new memories as well as memorization skills and learning capacities. Due to common blackouts, adolescent drinkers are likely to engage in risky behaviours. Moreover, extensive alcohol

Marketing Communications Assignment Case Study Example | Topics and Well Written Essays - 2000 words

Marketing Communications Assignment - Case Study Example It is the message that the company is indirectly conveying to the audience. Explicit Communication is in form of text which is the direct message of the company to the audience. The first advertisement that I have chosen is of Burberry. It was printed on the 4th page, top right hand side of Gulf News, an English Language, glossy paper newspaper published in the Middle East. Gulf news is one of the leading newspapers of Middle East. The advertisement was a 27 centimeters length and 16.8 centimeters standard quarter page colour ad. Advertisement Objective: From the general outlook of the ad, it can be safely concluded that the objective of this ad is to remind people. There is hardly any text on the ad because the target market is already aware of the brand. The only text on the ad is "Burberry established since 1856" which emphasizes on the significance of the brand and adds value due to its presence in the market as a market leader for over a century. This ad primarily uses covert communication to appeal to its customers. The ad emphasizes the "attitude" and the "slight arrogance" elements which signify the quality of the brand as being up-class and expensive. 2. The high-class bold, outgoing business woman, portrayed by the model in the middle. ... Posture of the Models: The models are clad in Burberry apparel and wearing the same brand of shoes. This ad in particular focuses on the three types of clientele: 1. The working woman portrayed by the model on the immediate left, affluent and can afford to spend on clothing that is upbeat, smart yet comfortable. 2. The high-class bold, outgoing business woman, portrayed by the model in the middle. These are woman who have inherited, earned through business or acquired through wedlock a fortune which they can afford to spend on high quality clothing that they can carry in their day to day routine of attending functions, and parties and other such activities. 3. The dandy men who are conscious of what they wear. All the models are wearing the same facial expressions that the brand signifies i.e. "attitude" and "slight Arrogance" Explicit Communication: This ad relies heavily on implicit communication rather than explicit. The only text on the ad is "Burberry-established since 1856".This stresses on the historical value of the brand and stresses on the prestige value of the products. In all it can be said that it is an effective ad, if not an exceptional one. It could have benefited from headlines and better placement of ad. But the real effectiveness of this ad can only be measured by the increase in sales after publishing of this ad or through a consumer survey of awareness levels. NISAN TIIDA This is a half page ad published on the inside back page of Khaleej Times. It is a 27 centimeters length and 33 centimeters width standard half page colour ad. This ad follows the same placement as is followed by everyone in

The Brain Essay Example | Topics and Well Written Essays - 500 words

The Brain - Essay Example Thus, young people should not consume alcohol as it may severely damage their learning and memory processes. The research on rats suggests that adolescent brains may be particularly vulnerable to alcohol-induced memory impairments and learning difficulties. The study conducted with young adults confirms this thesis; when tested under alcohol, people in their early 20s performed worse on a task which involved immediate and delayed recall than people in their late 20s. This data clearly shows the vulnerability of younger subjects to alcohol-induced memory impairments. Young people often experience blackouts-episodes of anterogate amnesia, during which they are likely to engage in risky behaviours, such as vandalism, unprotected intercourse, or violence. Later they have no recollection of their actions. It is suggested that alcohol affects memory formation as it disrupts brain plasticity and interferes with the changes in circuitry which are essential for the learning process. Alcohol use damages hippocampus, the brain region which is crucial for memory formation. Moreover, repeated exposure to alcohol in adolescence may result in long-lasting changes in brain function later in life (White, 2003). The study conducted with adolescent alcohol abusers reveals that despite their relatively short periods of drinking, young people experienced severe cognitive impairments weeks after they stopped drinking. These changes are due to sensitivity of adolescent hippocampus to the neurotoxic effects of long-lasting use of alcohol. The data suggests that the subjects who abuse alcohol in their early adolescence are more vulnerable to hippocampal damage in the future. Use of alcohol in adolescence severely affects the establishment of new memories as well as memorization skills and learning capacities. Due to common blackouts, adolescent drinkers are likely to engage in risky behaviours. Moreover, extensive alcohol

What is Strategic Human Resource Management Essay Example for Free

What is Strategic Human Resource Management Essay Strategic Human Resource Management (SHRM) is concerned with establishing a specific and managed cause and effect relationship between an organisations actions to survive and grow and its HRM principle and practices. It is also concerned with the mechanism through which people in an organisation gain an understanding of the purpose of the organisation, its goals and strategic objectives. As well as how the organisation related to its external environment in order to achieve these goals and objectives (SHU International MBA, Intro to SHRM unit p. 1) Introduction Human resource management (HRM) can broadly be defined as a strategic and coherent approach to the management of an organizations most value asset the people work there, who individually and collectively contribute to the achievement of its objectives for sustainable competitive advantage. As described by beer et al (1984): Human resource management involves all management decisions and action that affect the relationship between the organization and employees It human resource.1 The different between Strategic Human Resource management (SHRM) and Human Resource Management (HRM) can be seen as the word of Strategy, Strategy, as it has come to be applied in business, is a market-oriented concept it is fundamentally concerned with products and competitive advantage. The different between are integrated as follow: Strategic human resource management is concerned with those decisions which have a major and long -term effect on the employment and development of people in the organisation, and on the relationship which exist between its management and staff. An HR strategy will express the intention of the enterprise about how it should manage its human resources. These intentions provide the basis for plans, development and programmes for managing chance. The aim of SHRM is to ensure that the culture, style and structure of the organization, and the quality, commitment and motivation of its employees, contribute fully to the achievement of Business objective. Main features of strategic human resourse management It has been suggested by Hendry and Pettigrew (1986) that the main features of strategic human resource management are as follows: The use of planning A coherent approach to the design and management of personnel systems based on an employment policy and manpower strategy, often underpinned by a philosophy HRM activates and policies are matched to some explicit business strategy The people of the organisation are seen as a strategy resource for achieving competitive advantage Formation of Strategy To understand how the SHRM can effect the whole organisation, we need to go thought the Organisation Structure and see the how Strategy Management works. The strategic management process is typically broken down into five step: 1. mission and goals 2. environmental analysis 3. strategic formulation 4. strategy implementation 5. strategy evaluation We are not interested for Step 1 and Step 2, because at these two stages, the Strategy is not form yet. It was still in the planning process, after the Strategy had been developed, it will transfer to Step 3- Strategic Formulation. Strategic Formulation involves senior manager evaluating the interaction between strategic factors and making strategic choices that guide managers to meet their organisation goals. Some Strategies are formulated at the corporate, business and specific functional levels. Hierarchy of Strategy Another aspect of strategic management in the multidivisional business organization concerns the level to which strategic issues apply. Conventional wisdom identifies different levels of strategy a hierarchy of strategy 1.corporate 2.business 3.functional Its because we are not interested in Corporate-Level strategy Business-level strategy. The deeper explanations will be place in the appendix. Functional-level strategy Functional-level strategy pertains to the major functional operations within the business unit, including research and development, marketing, manufacturing, finance and HR. This strategy level is typically primarily concerned with maximizing resource productivity and addresses the question,  How do we support the business-level competitive strategy? Consistent with this, at the functional level, HRM policies and practices support the business strategy goals. Developing human resource strategies Human resource strategy contributes top the business strategy but is also justified by, the aim should be make it imaginative, innovative, clear and actionable. Its must also be selective, focusing on priorities, and flexible, rapidly adjusting to change. HR strategy should be formulated by s continuous process of analysing what is happening to the business and where it is going. So, we do know why we need SHRM to support organisation strategy, but how can we implement the SHRM to the organisation, and what kind of tools and practice we can use to shaping the organisation strategy in the term of Human Resource Management. The answer for this is fairly easy, we know the Top Level is the Strategy, and the bottom level is the worker on work floor. The linkage between these is a linkage mechanism, which general identify as Manager of that particular department. What is the responsibility of manager? In general, the key of a manager is to keep a good relationship with the employee, without the good relationship, the organisation will unable to run the daily task to achieve what they got to achieve. In other word a manager is trying making out the most from the employee to optimise the company performance. And the follow is what a manager should do for their duties: Ability to Motivate worker recruitment and staffing employee development employee relations Leadership Communication and culture Teamwork Ability to motivate worker Motivation is defined as the willingness to do something conditioned upon the actions ability to satisfy some need for the individual. (Robbins De Cenzo, 2001) Motivation is the key to getting the job done because without it, projects and jobs are completed with no purpose or direction. Moreover rewards and bonuses gained by employees increase their moral as well as benefiting the organization. Appraisal systems for some time have served to prove that the performance of employees is under control or to give the appearance of control Recruitment and Staffing Recruitment and Selection is a well-worn topic, which is treated fully in all major texts. Just remember that there is always a tension between getting the right person for a job and how much resource in terms of time and money is devoted to recruitment. The more accurate the recruitment, the more benefits the organization will achieve. This is because the employee will carry out their tasks more appropriately and will be ideal for the new post and will be able to take responsibilities. The more recruitment in an organization, the higher the overheads and therefore HRM needs to be effectively managing and deciding whether there is a need of recruitment or not. Training and development Training and Development are currently big issues for many businesses in most  parts of the country, especially where there are low rates of unemployment. Moreover, Increase in training and development has increased productivity as well as employees moral. This is beneficial for both, the company and the employees. Although the costs of HRM increase in the short term as training and development is very expensive but at the long term it is very beneficial for an organization as job commitment is reinforced and quality increases to Employee relations Develop and maintain effective employee relations activities and programs which you can use to help create a positive organizational culture. Handle difficult employees with confidence, and learn how to reinforce good behavior as well as discipline, and terminate properly if the need arises. In addition, you will look at ways to get your employees involved and assess their needs and opinions. Leadership The leadership is someone who exercises influence over people. The ability to influence also needs the permission of those to be influenced. The functions of Lead in organization may include Enabling people and group to achieve their objectives Setting and communication objectives. Monitoring performance and giving feedback Administering rewards and punishments Clarifying and solving problems Making decision on behalf of others Represent the group to others Providing information, advice and expertise Communication and culture Communication is very important to a manager, the purpose of the manage is get people connected together, from the top-side of the CEO to the bottom side of the Shop-floor worker, without the communication skill the manager may send the wrong message the audience. Teamwork Teamwork emphasizes the successful of business. As we know there are a lot of task cannot carried out by one people such as decision making, planning and problem solving. Teamwork can speed-up the task to achieve the goal in a efficient way. Factors to implementing change to the organisation After we understand the role of the management, but how cans a manager to implement the strategy to his department, the Keyword is CHANGE. The question is how can a manger to change the behaviour of the worker to ways that will match the organisation goals and strategy. Before the implementation of change, we should make sure the manager had got the capacity to handle the change. And there are three questions to ask the manager. Does he have the right attitude? Does he have the appropriate knowledge? Do we have the necessary skill? Right Attitude for the manager A change agent cannot succeed without great persistence. Change is a complex and laborious process that arouses strong feelings and emotions. Angry people, frustrated teammates, conflicting priorities, unforeseen problems or behind-the-scene resistance pose daily challenges. A project manager cannot lead her team through these minefields without determination and stamina. To avoid mid-course changes in leadership, the person must be fully committed to see the project through completion. A good way to ensure that is to appoint an ambitious individual who presents substantial potential for career advancement within the organization. She will look at the challenge as a terrific career-building opportunity and will be highly motivated to succeed. The benefits will actually extend well beyond the projects time horizon. Indeed, the initiative will provide this high-potential employee with a broader understanding of the business, an extended network of relationships and stronger leadership skills. Appropriate knowledge of what we going to change I am absolute sure that the developer of the strategy do know what is needed to change to meet their target. But the question is the project manager is in a functional- level of the business, he is a subject matter expert in their respective area of responsibility. Are we sure he got a detail understanding of what is going on of the strategy. An expertise of the strategic goal will be needed to assist the functional level to achieve what they should achieve The necessary skills Change is complex subject; it will generate lots of pressure due to the instability and uncertainty. And also the manager has to handle manage conflicting priorities, multiple constituencies and fast-approaching deadline; Responsible for gilding the organisation through the numerous challenge of the transition. Therefore, the project leader must possess the proven ability to remain highly effective under intense fire. Otherwise, the  breakdown will occur when that person is overseeing a critical phase, so the whole project can be failed or delayed. Which is opposing what we trying to do. Step for implementation of Strategy within the Human Resource What is implementation? Implementation means causing changes to occur somewhere in your sphere of influence as a manager. It is impossible to implement any course of action and not have something change as a result. This means that certain things must be disrupted, discontinues, or deferred and new activities must begin. But most important, it means that after you have initiated action, things will be different. The key is in creating exactly the right amount of disruption. The following guide lines should help you to accomplish the implementation of your action plan with the minimum amount of adverse disruption and maximum of success: (Responsible Managers Get results- Gerald Faust 1998) Always implement changes from the top down. Always start with the best first. Set your own example. Remember that you cant motivate people to do something they dont know how to do. Recognize and reward desired performance early. Pace implementation so that the timing is consistent with the needs of your plan. Provide coaching and follow-up consulting, and, above all, be persistent Step 1: Planning the Change Process (These step are coming from article: How to implement organisation change) Like any complex project, change management requires detailed planning. Being responsible for guiding the process, the change facilitation team must see to it that detailed but realistic planning is undertaken in order to minimize divergence from the vision. Step 2: Goal translation The executive goals need to be translating to each level of the organisation in a meaningful, achievable target to each individual person within the organisation. For example: if the executive goal is increase the sales by 15 %, but how can salesman known how much is the percentage increase for a particular product. Therefore the goals must be SMART (Specific, Measurable, Additive, Reasonable and Time-bound). Furthermore the goal must is translate to a understandable language of different level of the organisation. Step 3: Barrier identification and Removal When the goals are clearly understood, we can start identifying the barriers that are preventing the achievement of these goals. The people who actually do the work should identify the barrier. Whenever possible, we must involve these people in implementation decision where these view may be crucial. For that reason, Manager must be able to communicate effectively at all levels and across each function. Resistance of Change Employees resist change because they have to learn something new. In many case there is not a disagreement with the benefits of the new process, but rather a fear of the unknown future and about their ability to adapt to it. de Jager (2001) argues, 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 the new, especially if it involves learning something new and risking failure de Jager (2001) Step 4: System for Managing Once the goals have been translated and barrier have been identify, the next critical step will be to develop a system for managing the organisation. Traditionally it will only be measured. But now it will be much larger. Not only a metrics need to designed, but meeting need to be developed, measure automation needs to be planned and specific accountability need to be determined. As far as the metrics are concerned, they need to report on goal achievement at each organisation level. And the reporting will also translated to its specificity. So if the executive goal is improved effectiveness of 25 % then that is what the metrics needs to report on at that organisation level. Similarly the metric in the finished goods packaging area may be boxed packed per hour and so on. Step 5: Rewards Recognition Rewarding and recognizing employees is essential to any business or organization. Employees like to know that the work they do is noticed and appreciated by their employers. It is important to recognize both the effort put into getting work and projects completed and the result. Recognition is one of the most effective ways to reinforce an organizations culture, support its objectives, and retain top performers. When we remember to take care of these very human needs for recognition and appreciation, we do a great deal to create an energized workplace we need in order to succeed in todays challenging times. Short Example of implementation SHRM to an organisation Age, skills and training ASDA will have a range of employees who have worked for different lengths of time and who have different levels of skills and training. The Human  Resource planner will seek to have a balance of new people entering ASDA in order to cover those who are leaving. The Human Resource Planner will also want to make sure that skill levels are raising within ASDA, and that training programmes are devised to make sure people have the skills to meet ASDAs jobs requirements. If all ASDAs skilled employees are just about to retire, ASDA will have to spend a lot of money on training to build up a new pool of expertise. Succession Succession is the way in which one person follows another person into a particular job or role within ASDA. ASDA need to make sure it is grooming people to take on the responsibility required. If ASDA do not do this, it will suddenly find itself with a vacuum where it has not developed the people to move into the appropriate position of responsibility, and ASDA will be missing the right people in key position to hold ASDA together. Learning organisation Toyota is a classics which using a life-long learning opportunity. They understand the current worker may not be able to catch-up with the current technology. Therefore they have introduce a Paid-leave learning period for those who want to going back to study Operating as a learning organization and affording all our employees lifelong learning opportunities and equipping them with the skills and abilities to cope with and develop in an environment of constant change. Conclusion: Strategic Human Resource Management (SHRM) is a broadness area. Meaning range from a human resource system that is tailored to the demands of the business strategy to the pattern of planned human resource activities intended to enable an organization to achieve its goals. Where in the first definition human resource management is a reactive management field in which human  resource management becomes a tool to implement strategy, in the latter definition it has a proactive function in which human resource activities actually create and shape the business strategy. As Strategy is equal to change, so, SHRM will be change as the changing environment. But one thing can be sure is- SHRM is a managing tool of Human factor which will assist the organization to achieve their goals, and it will controlling all the human factor, and getting the most from them, to optimize the efficiency and gain competitiveness of the organization. Reference: 1. Human Resource Management Strategy Action Michael Armstrong 2. Strategic human resource management John Bratton 3. http://adtimes.nstp.com.my/jobstory/jan20a.htm The art of people management 4. http://www.newfoundations.com/OrgTheory/Bolognese721.html- Employee Resistance to Organizational Change 5. http://www.changemanagementgroup.com/orgdevel.phtml Organizational Development and Team Building 6. Responsible Managers Get results- Gerald Faust 1998 7. Strategic human resource management, performance, alightment, management by David Baker 8. Taking a Strategic Approach to Human Resource Management by Roy Massey 9. What is human resources strategy by Mark A. Thomas 10. http://techupdate.zdnet.com/techupdate/stories/main/Implement_change_manageme

International Business Cultural Diversity Management Essay

International Business Cultural Diversity Management Essay You are required to assist the work of TATA Ltd. One of the worlds most dynamic and trusted business conglomerates,  Tata  has more than a century of experience in the UK and a growing presence in several business sectors. The company wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. 3). Cultural Differences are held responsible for many failures in mergers and acquisitions (MA). Critically discuss which business aspects are likely to be affected. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. Critically discuss the issues This essay will discuss about Tata, their MA, the impacts of cultural differences and the different aspects they have to consider to build an international team. Usually used under the name of MA (Mergers Acquisitions), this term refers to a consolidation of companies. Merger is a strategic alliance whose the aim is to create a new entity. An acquisition is the fact to acquire a new company by purchasing it. Tata wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. Tata is an Indian group founded in 1868 by the Indian entrepreneur Jamsetji Tata and currently run by the Irish businessman Cyrus Pallonji Mistry. Nowadays, Tata is a powerful international group operating in more than 80 countries by a diversification strategy (thanks to the MA). The groups activity is divided into numerous sectors, for instance: technology, cars, services, electricity, consumer products, beverages, steel, materials and chemicals. Indeed, this international group has acquired since about ten years numerous companies which have cost altogether several milliards of dollars. These are the main takeovers: Tetley Group (UK) in 2000: tea Regent Hotel (Indian) in 2002: hotels Hughes Telecom (Indian) in 2002: telecom Daewoo Commercial Vehicle Company (Korean) in 2004: cars NatSteel Asia (Singaporean) in 2005: steel Brunner Mond (UK) in 2005: chemicals Eight O Clock Coffee Company (USA) in 2006: coffee Jaguar and Land Rover (UK) in 2008: cars Source: Tata Group 2012 Tata wants to improve its performance thanks to MA but to reach that goal; it has to consider that cultural differences affect numerous business aspects in this kind of strategic alliance. For Adler and Gundersen (2008), cultural differences may have positives and negatives effects on a multicultural teams performance. Indeed, the cross-cultural differences are linked to performance. The cultural differences are one of the most important features to take into account to succeed in a M&A; maybe the most important. The culture is complex; it is a shared system of attitudes, beliefs and behaviour. Nowadays, the business is globalized and international; we can almost talk about a business culture run by the globalization (Hopper, 2007). Indeed, the world is not becoming smaller but people and their culture are moving closer. Tata has to understand that ignore the cultural differences would be a terrible mistake: the MA would not work or would not be as effective as expected. Tata should not make the same mistakes than the Merger between Chrysler (American) and Daimler-Benz (German) in 1998. It is a well-known example of how cultural differences can be held responsible for a failure in a MA. According to Vlasic and Stertz (2001), the main cause of this failure was the cultural differences. Indeed, Chrysler and Daimler had the same objectives but the cross-cultural gap between both was too deep and not enough considered to succeed (Schneider, 1997). Strategically, the merger was a good deal for both. However little by little, the cultural differences have led the merger to failure. This strategic alliance finished by an important economical (more than half a billion dollars) and social cost (redundancy). This example is the perfect proof than cultural differences badly assimilated can bring a MA to poor productivity and sometimes failure. Many mergers and acquisitions fail. Indeed, the average rate of failure is between 40-80%. According to Trompenaars and Asser (2010), it varies between 20% and 33%. Stahl and Voigt (2008) say that this rate of failure is relatively high and the impact of cultural differences remain most of the time, badly assimilated. Shareholders have tendency to underestimate the cultural factors in mergers and acquisitions. For Ferraro (2002), one of the biggest mistakes is to think that if a person is successful in his job, he will necessarily succeed in an environment culturally different. According to Harris and Moran (2000), culture acts on communication, strategies, relations, organizations and structures. Indeed, the cultural differences affect numerous business aspects such as organisation, financial performance, negotiation, communication, ways of getting work done, the human relationships, the time, the environment and the management. Insufficient awareness of cultural differences may provoke damages. (Trompenaars and Hampden-Turner 1997, p. 10). In fact, cultural differences badly mastered can lead to: misunderstandings, incorrect exchange of information, ruined negotiations, loss of sales, poor labour relations, a loss of talented employees, limited co-operation, hostility and rivalry. (To change: Sian Taylors lesson). Joynt and Morton (1999) state that the cultural differences have a strong impact on the organisation. In fact, a MA may provoke numerous changes in the organisation structure. When there are hierarchical and organisational changes, the shareholders may have some difficulties to agree with the opinion or the status of the new colleagues. It may cause tensions and frictions between them. The human resources services and the management team field have an essential role to play in this kind of strategic alliances. (Source bad example to extend and to change) Culture has also a strong impact on the productivity. The cultural aspects may affect numerous other business aspects which influence indirectly on the performance of the MA in particular making benefits (Stahl and Voigt, 2005). For them, To increase effectiveness across cultures, training must be the focus of the job, while education thought of with reference to the individual, and development reserved for organizational concerns.(To change?) Culture differences badly assimilated product poor results and performance. However, the relationships between the MA performance and the cultural differences are not as easy as it could seem. (To Change and extend) King et al (2004) state that despite decades of research, what impacts the financial performance of firms engaging in MA activity remains largely unexplained. (To change?) The negotiation is also an aspect affected by the cultural differences. For instance, bad master of the culture or the local customs can lead to misunderstandings and confusions (Schein, 1993). It involves the meetings, the contacts and all the components of the negotiation between two interlocutors culturally different. Each culture has its own way to negotiate even though certain are similar. For instance, the Indians employees of Tata are used to negotiate because it is something daily and at every moment of the day in India. They rarely say no by politeness and sometimes their answer may seem unclear, that is why, a foreign negotiator should be able to decode the non-verbal language to know what they really think (such as cross legs or arms). (relation with Tata? + bad example) Another aspect that can be a problem is communication. Javidan and House (2002) state that during a MA, cultural differences may have negatives impacts on communication. For instance, Tata took this aspect into account for the acquisition of Jaguar and Land Rover. The Indian group had to retain a good communication with the employees of Jaguar and Land Rover. According to Schein (1993), in a business, the dialogue is primordial. In fact, it enables to transmit the information in order to be accurate and effective. It affects numerous fields such as: the management of people, negotiation, meetings, contracts, socialising, presentations, and advertising. During a MA, the communication is a determining factor: of success or failure (Trompenaars and Asser 2010, p.10). According to Stahl and Voigt (2008), in MA, the culture strongly impact the ways of getting the work done such as the levels of formality, tolerance of risk and methods of decision making (Communicaid 2008). In fact, each culture has his own way to do the job. Tata has to consider this fact, in particular for MA with other cultures like European (Tetley group (UK)) or American (Eight O Clock Coffee Company). Cultural differences may be barriers to the performance when they negatively impact the relationships between people and especially between the employees (to extend) of a MA. In particular, the way of dealing with conflict (To change). Often, people have a fixed idea of a particular type of person or thing, it is called a stereotype. Culture is like an iceberg. At the top, the elements we can see physically such as the behaviour, the clothing and the food. Whereas underneath, there is all the things we cannot see at the first sight such as meanings, beliefs, attitudes and values. Many human beings are influenced by their cultural roots which are very often transmitted by the family. (Too change, Sian Taylors lesson). Cross-cultural difference can have negative impacts on the human relationships (Javidan and House, 2002). According to Kleppestà ¸ (1998), we may see sometimes, the creation of in-group and out-group. (too extend). A bad entente between employees has for main consequenc e the fall of productivity. Indeed, the difference of culture does not simplify the relationships, especially when shareholders have to make important and essential choice. The cultural differences divide more than they gather, which might be problematic when shareholders have to take a single and common strategic decision. In fact, the human behaviour is an essential feature to take into account. Tata has also to take into account the time. Indeed, it is influenced by the cultural origins and determinant in the success of a MA. It can have important influences on the planning and on the way of how people manage their time. For Harris and Moran (2000), the definitions of time vary according to the culture, some are exact and others are relative. According to Trompenaars and Hampden-Turner (1997), primitive societies just consider the matter of the before and the after whereas the educated societies judge the matter of time differently. For them, the time is an infinite succession of event. (To change) For instance, Tata purchased Jaguar and Land Rover which are British companies. Both cultures have a different on the notion of time. Tata is an Indian group and culturally their relation with the time is more relax and less in a rush than the European philosophy. For example, the Indian group would not hesitate to spend a long time to meet their employees whereas the British wou ld do it as quick as possible. All the more than Tata has always considered importantly the social aspect with its employees. Moreover, one of main cultural difference is the attitude of people with the environment. Some cultures have more importance for their own human-being life rather than other cultures attach more importance to the world in general than to the individuals.(To change) (Trompenaars and Hampden-Turner, 1997). Harris and Moran (2000) say that persons culturally different live and organize their environments in their own specific way. However, Tata has to know that a team composed of different cultures may have numerous potential benefits. Indeed, culture is also an opportunity and a source for the Indian group of competitive advantage. (Sian Taylor, Too change) Cultural differences may also have positives impacts on multicultural teams only if they respect certain conditions. In fact, diversity can lead to higher performance only when members of the group understand each other, and can combine and build on each other thoughts and ideas (Chell, 2001). (To change, Sian Taylors course). Cultural differences in the same organisation can also a great opportunity. (too extend)(source) Define culture is necessary to well understand what are the cultural diversities and which impacts they have on performance. For Hofstede (1980), culture is the interactive aggregate of common characteristics that influence a groups response to its environment. Cultural differences change the way people solve problems. In fact, Trompenaars and Hampden-Turner (1997) say that we can differentiate every culture individually by the way they solve problems. The cultures distinguish from each other by the specific solutions they use when there is an issue. For instance, two groups of students have an essay to hand in for a due date. The first group is French and the other one is American. Both groups are late but they react differently because they are culturally different: the American group will reach the deadline and scarify the quality whereas the French group will go over the deadline and try to improvise. According to Chell (2001), the synergy in a multicultural team can improve significantly the performance and increase benefits. A multicultural team in which members live well together will be more productive and effective. Indeed, the cultural differences can create potential competitive advantages such as a better productivity, innovation, learning or ambience. It may also increase the productivity. Indeed, in a same situation, employees culturally different can have different way of thinking and therefore bring several solutions and improve the performance (Adler and Gundersen, 2008, p.134). In fact, multicultural team means wider range of opinions, ideas and consequently encourage the innovation. According to Adler and Gundersen (2008), this creativity enables to find better solutions to problems, take better decisions. Moreover, Chell (2001) think intercultural team is strength for a team. In fact, different nationalities enable to master different languages and consequently a bigger flexibility geographically and linguistically. Moreover, being cultural different may also enable to learn new things such as another way of managements or another ways of getting the work done. A multicultural team were the members understand each other enable to have a better ambience in the firm. The role of the manager has a strong impact on the ambience which is an essential feature to reach the synergy (Adler and Gundersen, 2008). If Tata wants to succeed in a MA with cultural differences, they should consider how to organize and manage an intercultural team. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. A multicultural team needs some features essential to be successful for example: the motivation to communicate, a good relationship between each members and a reciprocal respect. (To change Sian Taylors courses) Additionally, Tata must be aware of the role of the manager: it has changed due to the new cultural diversity in a same team (Harris and Moran, 2000). Nowadays, he must be skilful, master several languages and know the cultural features of his employees and the shareholders. The role of the manager is also to avoid the cultures shock and cultures clashes between the employees. According to Ruben (1983), the multinational manager should have seven skills to gather the employees strengths and bring them to the performance: tolerant, respectful, have good interpersonal skills, not to be prejudiced against people, feel empathy, observant and persevering. For Trompenaars and Asser (2010), the managers have a tendency to focus on the results of deal rather than the way the people reach together these objectives. The human dimension and the cultural differences are unfortunately used to be underestimated in a merger or acquisition. They are in particular ignored by the managers who prefer f ocus on results and performance rather than the way the job is done. Moreover, the notion of feedback (between manager and employees) is essential to fix the differing and underline the good things. Indeed, their first objective of the manager is to reach the synergy: to gather all the shareholders and bring them to an only and same goal with this kind of tools. Furthermore, the cultural differences strongly affect the way of managing people. Indeed, MA often involve the mix of firms and consequently, the mix of employees who are sometimes culturally different. Especially because culture is not something we cannot figure out at the first sight; it is something inside us. Trompenaards and Hampden-Turner states, it is not on surface but deep in every person. (Too change p.3). According to Tylor (1924), culture is not something simple or limited to one dimension in one field, it is the entire contrary. Indeed, he states that the culture is composed by numerous components such as: habits, language, religion, belief and morals. To create an effective team, the team have to understand the culture of each member and learn cross cultural knowledge (Harris and Moran, 2000). The creation of a multicultural effective team takes time because the manager must make aware each members of his own culture (Chell, 2001). One of the essential points is to resp ect the others cultures and the fact to be different because the culture takes an important place in peoples lives. Understand another culture also means be respectful about these differences. In fact, Chell (2001) say that the members have to have in mind that there is no dominant culture and everybody is equal whatever his origin. Indeed, according to them; we have to master early our culture before learning to know all the features of another one. Schein (1993) said We have to learn to listen to ourselves before we can really understand others. It is called the polycentrism: attempt to overcome your own cultural assumptions and to develop openness towards other cultures (To change course Sian Taylor). At the contrary the worst behaviour to adapt is to be ethnocentric: to look the word only through my own culture. (To change) Moreover in multicultural team, some cultures are more likely to fit with one than another. In a globalized world, the cross-cultural relationship has change d the way of managing a team. To conclude, Tata must be conscious that intercultural issues not well mastered may lead to poor productivity and performance. The cultural differences can affect negatively the business aspects and the performance. However, an effective multicultural team can have a positive impact on the performance. Indeed, if the cross-cultural differences are considerate and if the members collaborate, the cultural differences may become a great opportunity for the Indian group. Moreover, the future of a MA depends on the ability of a multicultural team to gather their strengths in the same project even if they are culturally different. That is why the role of the manager is crucial. Indeed, bring a multicultural team to the synergy is the main aim and role of the management team. Tata has to focus on the fact that diversity can lead to higher performance only when members of the group understand each other and work together.