Hmong Culture Essay

The Hmong people is a minority ethnic group that resides in several countries worldwide. Hmong people is originally from Laos, a Asian country. The Hmong people usually resides on the mountains and their life has revolved around their inherent lifestyle and beliefs. War and migration along with the long history of being an oppressed ethnic group developed Hmong way of life. However, the Hmong culture is so persistent despite the forces of change around. The typical day of a Hmong family will start usually at four in the morning or when the rooster crows. The oldest daughter or daughter-in-law prepare the breakfast for the family, feed the animals and do the household chores. The husband occasionally helps his wife in feeding the animals and grinding the corn. After breakfast, the working members of the family will head out to the field and leave their children at the care of their paternal grandparents. Children who are six years old and older accompany their parents in the fields and do what they can do to help. The working members of the family usually go home before sunset and they gather firewood, plants and herbs along the way to add to their supplies at home. Hmong always have dinner together as a family and share stories of the day. A traditional Hmong family is patriarchal and the son tends to not to leave the house of his parents to work for them and to have someone to take care of his children while he and his wife is out tending the fields. Hmong are group oriented and they tend to depend on each other for survival. Thus, the interest of the groups must come first before the vested interest of the individual. â€Å"Family is the basic social unit in the conventional Hmong society. It is the unit of production, consumption, socialization, social control and mutual assistance. The common Hmong family is composed of an extended family that is made up of many generations. Hmong people are animists, they acquire strong belief in spirits and the supernatural world that cannot be explained by exact science. However, most of the Hmong people in United States become Christians but the traditional spiritual beliefs remain in them as part of their cultural practices. Still, practices and ceremonies are altered as Hmong adapt on the American society. Hmong people deeply believes that the souls live in a supernatural world. These spirits decide when a person dies. Also, they believe that these spirits or souls are Hmong people waiting to be born or to be reborn and reenter the earth. Furthermore, many Hmong believe that every person has a personal spirit who takes care of him, just like a guardian angel. Contacts with these spirits is usually done by the shaman or the religious and medical leader of the group. The shaman is the Hmong resident physician and their role is mainly to heal sick people and to prevent further spreading of illness or disease through interaction of the spirits. The shaman is one of the most important people in the Hmong village. He is the one who provides hope in times of crises. The shaman also guides the people in difficult situations. In addition to the shaman, Hmong people also practice traditional alternative medicine through the use of herbs and plants which grow in the wild in the mountains. From these plants, they produce ointments and salves to help them with their injuries and to make the sick feel better. However, Hmong people in the United States adapted to the American modernized medicine. But still, Hmong people continue to visit a shaman once in a while as part of their rich and undying custom and tradition.

Financial Derivative Case Studies Essay

INTRODUCTION Financial derivatives have crept into the nation’s popular economic vocabulary on a wave of recent publicity about serious financial losses suffered by municipal governments, well-known corporations, banks and mutual funds that had invested in these products. Congress has held hearings on derivatives and financial commentators have spoken at length on the topic. Derivatives, however remain a type of financial instrument that few of us understand and fewer still fully appreciate, although many of us have invested indirectly in derivatives by purchasing mutual funds or participating in a pension plan whose underlying assets include derivative products. In a way, derivatives are like electricity. Properly used, they can provide great benefit. If they are mishandled or misunderstood, the results can be catastrophic. Derivatives are not inherently â€Å"bad.† When there is full understanding of these instruments and responsible management of the risks, financial derivatives can be useful tools in pursuing an investment strategy. DERIVATIVES: A derivative is a contractual relationship established by two (or more) parties where payment is based on (or â€Å"derived† from) some agreed-upon benchmark. Since individuals can â€Å"create† a derivative product by means of an agreement, the types of derivative products that can be developed are limited only by the human imagination. Therefore, there is no definitive list of derivative products. Why Have Derivatives? Derivatives are risk-shifting devices. Initially, they were used to reduce exposure to changes in foreign exchange rates, interest rates, or stock indexes. For example, if an American company expects payment for a shipment of goods in British Pound Sterling, it may enter into a derivative contract with another party to reduce the risk that the exchange rate with the U.S. Dollar will be more unfavorable at the time the bill is due and paid. Under the derivative instrument, the other party is obligated to pay the company the amount due at the exchange rate in effect when the derivative contract was executed. By using a derivative product, the company has shifted the risk of exchange rate movement to another party. More recently, derivatives have been used to segregate categories of investment risk that may appeal to different investment strategies used by mutual fund managers, corporate treasurers or pension fund administrators. These investment managers may decide that it is more beneficial to assume a specific â€Å"risk† characteristic of a security. For instance, several derivative products may be created based on debt securities that represent an interest in a pool of residential home mortgages. One derivative product may provide that the purchaser receives only the interest payments made on the mortgages while another product may specify that the purchaser receives only the principal payments. These derivative products, which react differently to movements in interest rates, may have specific appeal to different investment strategies employed by investment managers. The financial markets increasingly have become subject to greater â€Å"swings† in interest rate movements than in past decades. As a result, financial derivatives have appealed to corporate treasurers who wish to take advantage of favorable interest rates in the management of corporate debt without the expense of issuing new debt securities. For example, if a corporation has issued long term debt with an interest rate of 7 percent and current interest rates are 5 percent, the corporate treasurer may choose to exchange (i.e., Swap), interest rate payments on the long term debt for a floating interest rate, without disturbing the underlying principal amount of the debt itself. RISK INVOLE IN DERIVATIVES: There are four risk associated with derivatives. * Market risk * Operational risk * Counter party credit risk * Legal risk Market risk: The risk to earnings from adverse movements in market prices. Operational risk: The risk of losses occurring as a result of inadequate systems and control, human error, or management failure. Counter party credit risk: The risk that a party to a derivative contract will fail to perform on its obligation. Exposure to counterparty credit risk is determined by the cost of replacing a contract if a counterparty (as a party to a derivatives contract is known) were to default. Legal risk: The risk of loss because a contract is found not to be legally enforceable. Derivatives are legal contracts. Like any other contract, they require a legal infrastructure to provide for the resolution of conflicts and the enforcement of contract provisions. CORPORATION: BARING: Barings PLC was the oldest merchant bank in Great Britain. Founded in 1762. With total shareholder equity of  £440 million, it was far from the largest or most important banking organization in Great Britain. Barings had long enjoyed a reputation as a conservatively run institution. But that reputation was shattered on February 24, 1995, when Peter Baring, the bank’s chairman, contacted the Bank of England to explain that a trader in the firm’s Singapore futures subsidiary had lost huge sums of money speculating on Nikkei-225 stock index futures and options. In the days that followed, investigators found that the bank’s total losses exceeded US$1 billion, a sum large enough to bankrupt the institution. STRATEGIES AND TRANSACTION: CONTEXT: In 1992, Barings sent Nicholas Leeson, a clerk from its London office, to manage the back-office accounting and settlement operations at its Singapore futures subsidiary. Baring Futures (Singapore), hereafter BFS, was established to enable Barings to execute trades on the Singapore International Monetary Exchange (SIMEX). The subsidiary’s profits were expected to come primarily from brokerage commissions for trades executed on behalf of customers and other Barings subsidiaries. Most of BFS’s business was concentrated in executing trades for a limited number of financial futures and options contracts. These were the Nikkei-225 contract, the 10 year Japanese Government Bond (JGB) contract, the three-month Euroyen contract, and options on those contracts (known as futures options). The Nikkei-225 contract is a futures contract whose value is based on the Nikkei-225 stock index, an index of the aggregate value of the stocks of 225 of the largest corporations in Japan. The JGB contract is for the future delivery of ten-year Japanese government bonds. The Euroyen contract is a futures contract whose value is determined by changes in the three-month Euroyen deposit rate. A futures option is a contract that gives the buyer the right, but not the obligation, to buy or sell a futures contract at a stipulated price on or before some specified expiration date. STRATEGIES: During late 1992 or early 1993, Leeson was named general manager and head trader of BFS. Leeson never relieved his authority over the subsidiary’s back-office operations when his responsibilities expanded including trading. Barings’s management understood that such trading involved arbitrage in Nikkei-225 stock index futures and 10-year Japanese Government Bond (JGB) futures. Both contracts trade on SIMEX and the Osaka Securities Exchange (OSE). Leeson soon embarked upon a much riskier trading strategy. Rather than engaging in arbitrage, as Barings management believed, he began placing bets on the direction of price movements on the Tokyo stock exchange. Leeson’s reported trading profits were spectacular. His earnings soon came to account for a significant share of Barings total profits; the bank’s senior management regarded him as a star performer. After Barings failed, however, investigators found that Leeson’s reported profits had been fictitious from the start. By manipulating information on his trading activity, Leeson was able to conceal his trading losses and report large profits instead. A major part of Leeson’s trading strategy involved the sale of options on Nikkei-225 futures contracts. The seller of an option earns a premium in return for accepting the obligation to buy or sell the underlying item at a stipulated strike price. If the option expires â€Å"out-of-the money,† the option premium becomes the seller’s profit. If prices turn out to be more volatile than expected, however, an option seller’s potential losses are virtually unlimited. Sometime in 1994, Leeson began selling large numbers of option straddles, a strategy that involved the simultaneous sale of both calls and puts on Nikkei-225 futures. TRANSACTION: Leeson’s trading losses from 1992 through the end of February 1995. By the end of 1992—just a few months after he had begun trading—Leeson had accumulated a hidden loss of  £2 million. until October 1993, when his losses began to rise sharply. He lost another  £21 million in 1993 and  £185 million in 1994. Total cumulative losses at the end of 1994 stood at  £208 million. That amount was slightly larger than the  £205 million profit reported by the Barings Group as a whole, before accounting for taxes and for  £102 million in scheduled bonuses. By January 1, 1995, Leeson was short 37,925 Nikkei calls and 32,967 Nikkei puts. He also held a long position of just over 1,000 contracts in Nikkei stock index futures, which would gain in value if the stock market were to rise. WHAT WENT WRONG? HOW WAS THE LOSS ACCUMULATED? Disaster struck on January 17 when news of a violent earthquake in Kobe, Japan, sent the Japanese stock market into a tailspin. Over the next five days, the Nikkei index fell over 1,500 points Leeson’s options positions sustained a loss of  £68 million. As stock prices fell, he began buying massive amounts of Nikkei stock index futures. By February 6, the Japanese stock market had recovered by over 1,000 points, making it possible for Leeson to recoup most of the losses resulting from the market’s reaction to the earthquake. cumulative losses on that date totaled  £253 million, about 20 percent higher than they had been at the start of the year but within some days market began to fall again making losses to multiply. Barings faced massive margin calls as Leeson’s losses mounted. While these margin calls raised eyebrows at the bank’s London and Tokyo offices, they did not prompt an immediate inquiry into Leeson’s activities. It was not until Feb ruary 6 that Barings’s group treasurer, Tony Hawes, flew to Singapore to investigate irregularities with the accounts at BFS. Barings had committed a total of  £742 million to finance margin calls for BFS. WHO WAS RESPONSIBLE FOR THE LOSS? Some observers blame this lack of communication on the rivalry between the two exchanges. Communication between SIMEX and the OSE was minimal, however this lack of communication not only helped make it possible for Leeson to accumulate large losses but also hampered efforts to contain the damage once Barings collapsed. The exchange’s attitude toward Barings was influenced in part by the bank’s strong international reputation, but its willingness to relax normal risk management guidelines also may have been attributable to its desire to attract business. Events surrounding the collapse of Barings have served to highlight weaknesses in risk management on the part of SIMEX and other futures exchanges. Barings’ collapse was due to the unauthorized and ultimately catastrophic activities of, it appears, one individual (Leeson) that went undetected as a consequence of a failure of management and other internal controls of the most basic kind. Management failed at various levels and in a variety of ways WHAT LESSONS ARE TO BE LEARNED FROM THE CASE/ DISASTER? HIGHLIGHTED WEAKNESS: (1) The lack of communication between securities and futures exchanges and regulators in different countries, and (2) Conflicting laws on the legal status of customer accounts at futures brokers and clearing agents in the event of insolvency. These weaknesses can be addressed only by increased international cooperation among futures exchanges, regulators, and lawmakers. * Management teams have a duty to understand fully the businesses they manage. * Responsibility for each business activity has to be clearly established and communicated. * Clear segregation of duties is fundamental to any effective control system. * Relevant internal controls, including independent risk management, have to be established for all business activities. * Top management and the Audit Committee have to ensure that significant weaknesses, identified to them by internal audit or otherwise, are resolved quickly. METALLGESELLSCHAFT: Metallgesellschaft AG (hereafter, MG) is a large industrial conglomerate engaged in a wide range of activities, from mining and engineering to trade and financial services. In December 1993, the firm reported huge derivatives-related losses at its U.S. oil subsidiary, Metallgesellschaft Refining and Marketing (MGRM). STRATEGIES AND TRANSACTION: CONTEXT: In 1992, MGRM began implementing an aggressive marketing program in which it offered long-term price guarantees on deliveries of gasoline, heating oil, and diesel fuels for up to five or ten years. The first was a â€Å"firm fixed† program, under which a customer agreed to fixed monthly deliveries at fixed prices. The second, known as the â€Å"firm-flexible† contract, specified a fixed price and total volume of future deliveries but gave the customer some flexibility to set the delivery schedule. STRATEGY: By September 1993, MGRM had committed to sell forward the equivalent of over 150 million barrels of oil for delivery at fixed prices, with most contracts for terms of ten years. Both types of contracts included options for early termination. These â€Å"cash-out provisions† permitted customers to call for cash settlement on the full volume of outstanding deliveries if market prices for oil rose above the contracted price. Its contracted delivery prices reflected a premium of $3 to $5 per barrel over the prevailing spot price of oil. MGRM sought to offset the exposure resulting from its delivery commitments by buying a combination of short-dated oil swaps and futures contracts as part of a strategy known as a â€Å"stack-and-roll† hedge. TRANSACTION: In its simplest form, a stack-and-roll hedge involves repeatedly buying a bundle, or â€Å"stack,† of short dated futures or forward contracts to hedge a longer-term exposure. Each stack is rolled over just before expiration by selling the existing contracts while buying another stack of contracts for a more distant delivery date; hence the term stack-and-roll. MGRM implemented its hedging strategy by maintaining long positions in a wide variety of contract months, which it shifted between contracts for different oil products (crude oil, gasoline, and heating oil) in a manner intended to minimize the costs of rolling over its positions. Had oil prices risen, the accompanying gain in the value of MGRM’s hedge would have produced positive cash flows that would have offset losses stemming from its commitments to deliver oil at below-market prices. As it happened, however, oil prices fell even further in late 1993. Moreover, declines in spot and near-term oil futures and forward prices significantly exceeded declines in long-term forward prices. As a result, contemporaneous realized losses. WHAT WENT WRONG? HOW WAS THE LOSS ACCUMULATED? Decline in oil prices caused funding problems for MGRM. The practice in futures markets of marking futures contracts to market at the end of each trading session forced the firm to recognize its futures trading losses immediately, triggering huge margin calls. Normally, forward contracts have the advantage of permitting hedgers to defer recognition of losses on long-term commitments. But MGRM’s stack-and-roll hedge substituted short-term forward contracts (in the form of short-term energy swaps maturing in late 1993) for long-term forward contracts. As these contracts matured, MGRM was forced to make large payments to its counterparties, putting further pressure on its cash flows. At the same time, most offsetting gains on its forward delivery commitments were deferred. MG reported losses of DM 1.8 billion on its operations for the fiscal year ended September 30, 1993, in addition to the DM 1.5 billion loss auditors attributed to its hedging program as of the same date. WHO WAS RESPONSIBLE FOR THE LOSS? MG’s board of supervisors fired the firm’s chief executive and installed new management. The board instructed MG’s new managers to begin liquidating MGRM’s hedge and to enter into negotiations to cancel its long-term contracts with its customers. This action further complicated matters. The actions of MG’s board of supervisors in this incident have spurred widespread debate and criticism, as well as several lawsuits. Some analysts argue that MGRM’s hedging program was seriously flawed and that MG’s board was right to terminate it. Others, including Nobel Prize-winning economist Merton Miller, argue that the hedging program was sound and that MG’s board exacerbated any hedging-related losses by terminating the program too early. WHAT LESSONS ARE TO BE LEARNED FROM THE CASE/ DISASTER? Considering the debate over the merits of MGRM’s hedging strategy, it would seem naive simply to blame the firm’s problems on its speculative use of derivatives. It is true that MGRM’s hedging program was not without risks. But the firm’s losses are attributable more to operational risk—the risk of loss caused by inadequate systems and control or management failure—than to market risk. If MG’s supervisory board is to be believed, the firm’s previous management lost control of the firm and then acted to conceal its losses from board members. If one sides with the firm’s previous managers (as well as with Culp, Hanke, and Miller), then the supervisory board and its bankers misjudged the risks associated with MGRM’s hedging program and panicked when faced with large, short-term funding demands. Either way, the loss was attributable to poor management. FINAL CONCLUSION OF BOTH CASES: The cases of Metallgesellschaft and Barings provide an interesting study in contrasts. Both cases involve exchange-traded derivatives contracts. In both cases, senior management has been criticized for making an insufficient effort to understand fully the activities of their firms’ subsidiaries and for failing to monitor and supervise the activities of those subsidiaries adequately. But while critics have faulted MG’s management for overreacting to the large margin calls faced by one of its subsidiaries, Barings’s management has been faulted for being overly complacent in the face of a large number of warning signs. If these two disparate incidents offer any single lesson, it is the need for senior management to understand the nature of the firm’s activities and the risks that those activities involve.

For one destination of your choice, justify and design a new heritage Essay

For one destination of your choice, justify and design a new heritage trail - Essay Example This island encompasses a strong cultural heritage and even there is existence of island identity. Heritage tourism faces a major challenge in the form of preserving resources efficiently which is utilized during building such heritage sites. Sustainable development can be considered as a central component when it comes to developing attractive tourist location. Gozo has its existence from 5000 BC. Farmers founded this island when they were travelling from Sicily. Gozo became one of the most important places in terms of cultural revolution. Ä  gantija temples were developed during Neolithic period. These temples are presently regarded as the oldest free-standing sculptures. Gozo Island spans over 67 square kilometres. This location is famed for its wide array of interesting locations and characteristics. Apart from Ä  gantija temples there is another famous man-made structure at Gozo known as Calypso Cave (Veal, 2002). There are two famous beaches at Gozo which plays a significant role to attract large base of customers. They are Ramla Bay and San Blas. This island’s population is closely knitted to their traditional culture. It comprises of various heritage sites such as archaeological sites, chapels, museums, fortifications, churches, etc. These sites are responsible for adding cultural, natural and historical value to Gozo Islan d. Some of the heritage sites at Gozo are shown in Appendix1. ecoGozo vision is a new agenda which has been framed by the government in order to safeguard heritage and culture of this destination. Efforts are been made to conserve these heritage sites and enhance their accessibility to public. Two heritage trails have been developed at Gozo in recent years. One such trail was built at cliff sides of Munxar and Xlendi, whereas another was formed at Santa Lucija’s countryside (Island of Gozo, 2014). Both these heritage trails expand over 7.5 km. They go along countryside

Cultural Event Report Essay Example | Topics and Well Written Essays - 500 words - 4

Cultural Event Report - Essay Example t shows (as any Museum should) it was also plainly obvious that it was also the mission of the Air and Space Museum to impress you with the resources of the American government, and the American people and what they have done for air and space travel generally. Many of the exhibits were historical in nature, such as Amelia Ehardht’s plane, or rockets used to get people into space, or return vehicles from the mission to the moon. While I attended, however, there was an exhibit going on Entitled â€Å"NASA ART: 50 Years of Exploration,† which detailed art that had been made as a result of NASA’s effort. Two of these pieces struck me especially, â€Å"Fluid Dynamics† by Tina York and â€Å"Remembering Columbia† by Chakaia Booker. They are basically at opposite ends of the spectrum in terms of what they do artistically, but both are incredibly interesting, and show the immense influence science has on our culture. â€Å"Fluid Dynamics† was a very interesting piece: the artist spent several years working with NASA scientists research fluid dynamics before making it, and was trying to represent the motion that is inherent in his field of study through a still medium (Smithsonian 2011a). It really showed the huge impact that science has on art: we understand natural beauty, but science can help simulate it better, and can create a huge influence on the mind of the artist. â€Å"Remembering Columbia† was, as mentioned previously, on the opposite end of the spectrum. It consisted of strips of rubber worked together to almost look like a bow (as in on a present, not the weapon), or a knot – or possibly an atom. This piece has physicality to it, and was created to remember those who lost their lives on the Columbia disaster in 2003 (Smithsonian 2011b). The pieces of rubber included those collected from the tire of the space shuttle itself, which were donated for the cause. This shows how deeply space exploration has entrenched in our culture: astronaut are

STRATEGIES ON HOW TO OVERCOME THE CHALLENGES IN AUTOMATING THE Essay

STRATEGIES ON HOW TO OVERCOME THE CHALLENGES IN AUTOMATING THE OPERATION OF GOVERNMENT PROCESSES - Essay Example In support of this overall objective it is the aim of the proposed thesis to determine the challenges that automation projects face in the course of its implementations. Another aim is to determine the most effective strategies that can be used to resolve the challenges listed. The final aim that supports the overall objective is to determine the possibility of success of the strategies listed. Finally in order to determine the relevance of this thesis, the proposed thesis shall determine the resulting success or failure of automation the processes of governments. Background Investment in e-government initiative is considers a significant investment by many governments worldwide (Hunter&Tan, 2006). It is unfortunate that many of these investments have been unsuccessful (Heeks, 2001). E-government simply is an electronic version of traditional governmental transaction and communication processes. As mentioned in the literature, many governments around the world attracted to adopt and implement e-government in order to improve their performance. Improve performance is a broad term that includes provide faster and better services at lower cost with a high level of confidentiality and quality. Also, such e-government investment creates many promising economical and innovative opportunities. Governments around the world provide their service to a large number of their citizens governmental bodies, and another public and private sectors (Alshehry, 2008). Thus, the traditional ways of managing government interrelated relationship with parties mentioned above have became a complex and exhausted process that need to be improved. Here, emerged the importance to adopt and implement e-government. Providing e-government services to citizens associated positively with citizen’s satisfaction by saving time, money, and effort (Kumar & Best, 2006). Also, e-government provides high level of transparency to all involved parties and increases the level of effectiveness and efficiency. Development of Research Problem E-government has been associated in positively building trust in the government through providing transparency and interactivity to people ( Welch, 2005). Also, e-government is associated with building and managing relationships (Layne& Lee, 2001) with citizens, public and private sector, and more which could create many of business opportunities. On another hand, an e-government initiative is still unmanageable and in its infant stage as mentioned by Layne& Lee (2001) including infrastructure, policy, interoperability. Successful initiative of e-government does not necessarily ensure the success of subsequent stages (Kumar & Best, 2006). Also, the failure rate in most of e-government projects relatively high (Lessa, Belachew, & Anteneh, 2011, Heeks, 2001). There are many challenges that hinder successful e-government projects. Thus, theses challenges need to be investigated. The focus need to be placed on understanding the factors that hi nder the success and delay its implementation. As mentioned in the literature, the full advantages of e-government implementation have not been reaped yet; the

Annotated bibliography Essay Example | Topics and Well Written Essays - 750 words - 1

Annotated bibliography - Essay Example A good example of such support is a publication called the Arab Human Development Report 2002, released by the United Nations Development Program (UNDP). This report was signed by numerous intellectuals from the Arab world, signifying that there was a deficit in women’s empowerment in the region. It painted a miserable picture of the Arab world, depicting it as a region that lagged behind the rest of the world as a result of lack of women’s education, empowerment and freedom. According to the report, the deficit in empowering women in the Arab world was to blame for the backwardness of the region (Ottaway 3). The report also notes that the economic and political capabilities of women in the Arab world are the least utilized in the whole world. This is evidenced by the low number of women parliamentarians, low number of women in cabinet, and the low number of women in the work force. The article notes that society suffers a great deal when a large section of its producti ve members are stifled and denied the opportunity to exercise their potential. These sentiments have further been echoed by President Bush and his administration officials. President Bush was quoted in May 2003 saying that, â€Å"no society can succeed and prosper while denying basic rights to the women of their country.† His secretary of state at that time, Colin Powell, echoed his comments by saying that, â€Å"until the countries of the Middle East unleash the abilities and potential of their women, they will not build a future of hope† (Ottaway 3). The article further notes that it is easy for the US to announce its goal of promoting the rights of women in the Arab world. This has not been a very easy task to accomplish. However, many Arab nations are taking small concrete steps to show their commitment to the promotion of women’s rights. Many Arab nations are accepting to empower women in small projects that do not threaten the rulers of their regimes. They are doing this to demonstrate their willingness to modernize and democratize. They seem to think that promoting the rights of women to some extent cannot be seen as a threat to the authoritarian governments that rule the region. Therefore, many governments have been seen to take small and concrete steps such as occasionally appointing a woman to a high and noticeable position, and introducing major amendments to family and divorce laws. This has made it relatively easier and cheaper for the US and other countries keen on promoting democracy to promote the rights of women in the Arab world. This has been achieved through encouraging education for girls, providing training for women seeking elective and public offices, and funding NGOs that support the empowerment of women (Ottaway 3). Unfortunately, despite all the efforts being made to promote the rights of women in the Arab world, there are many facile assumptions that have been generated by the process. The assumptions have broug ht about a lot of confusion about the real conditions of women in the Middle East, the true nature of the problems that they face, and the relationship between democracy and women’s rights. The main aim of the author of the article, Marina Ottaway, was to clarify these issues. Some of the assumptions that

Academic and Professional Statement Personal Example | Topics and Well Written Essays - 1000 words

Academic and Professional - Personal Statement Example The program will truly be helpful in providing me with an understanding about the academic and professional discipline of helping others in an efficient manner and assist me to gain the rewarding outcome of enhancing their quality of life. I graduated from Hagerstown Community College as a Human Service Technician in 2010. Currently I am completing my Bachelor of Social Work from Shippensburg University along with a minor in Criminal Justice. My most conspicuous and memorable experience was with the United States Army as a Staff Sergeant from 1991 to 2001. Working as a Staff Sergeant, I had the opportunity to work with my fellow soldiers, supervisors and officers of higher posts. As a Staff Sergeant I was able to help others and also gain knowledge about human rights and social justice at the same time. Dealing with my colleagues gave me excellent communication skills which are of utmost importance in the field of social services. I had to deal with programs of different varieties and areas of human resources within the different military organizations. I can very competently handle different types of communication equipment because of my training as a member of the signal corp. Hence, the time of my affiliation with the US Armed Forces helped me enhance my knowledge, experience various military organizations, build up my medication administration procedures and improve my understanding with regard to medical terminology and abbreviations. My experience with the military services helped me in improving my understanding about the area of resources and it has served to polish my written, verbal and communication skills as well. Working as a federal work study candidate with Geriatrics and Palliative Care in the Department of Veterans Affairs, I was able to pursue my career as a social worker and human right activist. My work with the VA Palliative Care Community Living Center holds great importance in my professional life. This Center

Rita and Sue Escaping Constraints of Class and Gender Backgrounds Essay

Rita and Sue Escaping Constraints of Class and Gender Backgrounds - Essay Example As the paper outlines the next scene is Sue and Rita going to Bob’s house to baby-sit. Also early in the firm, Sue works for a taxi company where she meets Aslam. Again these depict the feminine response to the changing economic and social circumstances of the period. Instead of females staying at home and males going out to work, Rita and Sue are escaping the traditional gender expectation that they assume domestic roles. In another scene, Sue derides Aslam. She first insinuates that being Pakki or Asian is beneath her class, and then makes up her mind that since Aslam is a man he’d probably be no different from all other men, which passes judgment on the growing emasculation of the males of her time. The use of profanity throughout the film is another form of escape. Vulgar language is freely used by males and females alike. For the females, use of such language is gender freedom from previous eras when men silence women. The girls’ sauciness is also a form of rebellion against conformity, an underclass characteristic which have tends to prevent its members from rising above their class.

Re-write this thesis as a research paper, instruction in assignment Paper - 1

Re-write this thesis as a , instruction in assignment criteria - Research Paper Example Sustainability tools require integration of resources, which are noticeably absent on practical research, and studies, which are conducted on individual tools. However, Leasing and Service Models provide examples of sustainability with regard to environmental benefits (Roy, 2000). This research paper aims to provide an understanding of sustainability in terms of technologies through tools and business models. Few suggestions and recommendations will be sought for Veolia and environmental technology in which they carry out their operations. Leasing and Service Models provide sustainable outcomes and benefits that are required by companies to establish themselves in commercial settings. It is seen that Leasing is on the increase (FLA (Finance & Leasing Association), 2013) due to current economic condition and benefits that the management has to offer in exchange (Lifset & Lindhqvist, 1999). These leasing businesses have grown over a period of time. They have gained popularity providing sustainability outcomes, though more research is required as most of the information is outdated. Service Models have also grown, previously there was a traditional product purchase system and now through advancement of technologies service based models are established (Kindstrà ¶m, 2010). The Research design involves data research of Veolia and Imperial experts, which are applied on each other in order to evaluate and form a framework. The main agenda behind the study generates ideas through telephonic conversations with Veolia, which will help in analyzing the research. Moreover, the roles of Imperial experts in the form of supervisor and CEP Veolia Team will provide a conceptual framework to conduct analysis and study. Research is also undertaken from case studies, literature review etc. Literature Review provides an understanding of strengths, weaknesses and critical examination of the relevant literature, which are not just providing the academic research

The Gods of Ancient Greece Essay Example | Topics and Well Written Essays - 1250 words

The Gods of Ancient Greece - Essay Example For the Greeks their gods were immortal, omnipresent and adorable. They could control all mortals at every stage of their lives, prescribing their fate and their relationships. Zeus According to the belief of the Ancient Greeks, Zeus was the king of all gods. He got this position after fighting with his father, Kronos who killed his children by swallowing him because he feared that they might kill him when they grow up. However, he was tricked by his wife and Zeus was saved from death. Zeus saved his two sisters and three brothers also from the wicked father (Hansen, 2004). Zeus and his brothers - Poseidon and Hades - decided to rule the world after dividing it amongst themselves. Zeus took charge of all the heavens while Poseidon was responsible for the sea. Hades took over the underworld. The three brothers were quite happy with their choice. Zeus’ wife, Hera, was very jealous because her husband had a number of girlfriends and a whole bunch of children. Zeus loved his child ren and all of them had super powers. The most powerful god was Zeus. He could throw his voice and sound like anybody and change the shape of his body. He could even take the form of an animal. Zeus could throw lightning bolts which were carried by his horse, Pegasus. Zeus was short tempered though his sense of humor was very good. Nothing could scare Zeus but his wife Hera. Zeus’ symbols were the thunderbolt, eagle and oak. Every four years Greeks hold an Olympic Games festival which is dedicated to Zeus and men from all over Greek world participate in the competitions. Hera Hera was the sister and wife of the king of gods, Zeus, and the queen of gods. She was the goddess of motherhood and marriage and their main purpose was to protect women, although usually liked to persecute and punish the many mistresses of her husband and children resulting from these courtships outside of their marriage. She was known as Juno in Ancient Rome. Her parents were Rhea and Cronus (Littleton , 2005). Peacock and cow were sacred to Hera. She was portrayed as a royal and sincere goddess and was often crowned with polos which were worn by several Great Goddesses. Hera was extremely jealous of the women her husband was involved with. When Zeus fell in love with a lady, Alkemene, Hera did not like it. The lady bore Zeus’ child Hercules who Hera many times attempted to kill. She kept two snakes in Hercules cot but he was able to save himself with his superhuman strength. Hera was known for her jealous and vengeful nature against the ladies who were involved with Zeus and their children. She was also offended when she was not chosen as the most beautiful goddess. Samos is believed to be Hera’s birth place. Polos and scepter are the symbols of Hera. Athena Athena was Zeus’ daughter and was born without a mother. Myths say that she was born directly out of Zeus’ brain, holding a spear and shield and wearing a helmet. Athena was her father’s fav orite child. She began as a fully armed goddess of war and then became the patron goddess of Athens and a symbol of wisdom. Athena was a very powerful goddess and was one of the 12 deities who had a seat on Mount Olympus. Athena was the one who invented the bridle, chariot and the built the first ship. Athena was worshipped by the Greeks all over the world and was called as Athena Polias which means â€Å"Athena of the city†

Learning Lab Denmark Case Study Essay Example for Free

Learning Lab Denmark Case Study Essay Executive Summary The Shackleton’s Antarctic expedition, from 1914 to 1916, is a compelling story of leadership when disaster strikes again and again. In words of David Foster Wallace, Real leaders are people who help us overcome the limitations of our own individual laziness and selfishness and weakness and fear. Q1;- Has designing and leadership at Learning Lab Denmark been effective so far? Why/Why not? What about Organizational Culture? A1:- Organizational design is the pillar of any organization. It is the deliberate process of configuring structures, processes, reward systems, and people practices to create an effective organization capable of achieving the business strategy. It is ongoing process and simply a vehicle for accomplishing the strategic tasks of the business. A well-designed organization helps everyone in the business do his/her job effectively. A poorly-designed organization (or an organization by default) creates barriers and frustrations for people both inside and outside the organization. Organizational design affected by few key factors, which are: 1. Strategy 2. Environment 3. Technology 4. HR Learning Lab Denmark was the Research and Development Institute which was established by the help of Danish Ministry of Business and Industry, the Ministry of Research and the Ministry of Education and the Private sectors. Like every organization, in LLD, there was an Organizational design to perform its job smoothly. In that organization, there was a central unit which conducted all the the jobs like Management, Communication and Culture activities called Secretariat. It was an independent organization but affiliated with the Danish Pedagogical university (DPU). In LLD, there were two senior managers, one was managing director and other was a research director. Research director was responsible for research jobs which were going on in all Consortia. The MD was to report to the boards and to oversee the organizations daily operations. There were six consortia where in each  consortia, a Consortium Director was deputed and under which many employees were working on different projects. The Consortium were : Math and Science (MS) Neuroscience, Cognition and Learning (NCL) Play and Learning (PL) The Creative Alliance (TCA) Workplace Learning (WL) Tools for the Knowledge Based Organization (TKO) There was a dpartment under secretariat for sharing all the information and ensure an effective network of communication within LLD. It shared all the learnings between all Consortia and between Consortia and Secretariat. It also support to LLD by developing a consortiums website. Secretariat also focused on the organizational culture whether is was followed or not. In my view, the Organizational design and leadership both were not so effective due to that Organization failed to perform. If we consider the basic key factors of Organization design, we will find; 1. Startegy There was lack of strategy. What we have to do and what will be the tentative time frame of completion of job. There was lack of experienced employees so that they couldnt make proper strategy. 2. Environment There was no favourable work environment. Leaders were not able to communicate properly. Each consortia was doing his own way. There was ego issue between two different departments and both were avoiding each other instructions. 3. Technology This was the research institute so the first thing which was required, adequate knowledge, experienced expertise, upgraded technologies. There was lack of all these things which led to fail the organization. 4. Human Resources – The HR management was handled by DPU so there was big gap between the actual scenario inside the LLD and action taken by DPU. DPU was not involved directly and there was no perfect communication networking between LLD and DPU. There was big dissatisfaction in the employees of LLD. One of the reasons to fail the LLD was weak leadership. In the case study, it was clear that the role of top leaders was not effective. The CDs didn’t follow the instructions which were taken by senior leaders. There was big  ego issue between two departments. The CDs were doing their job in their own way. Organizational Culture – Organizational culture is the basic pillar of any organization. It decides the way to achieve the goal along with growth and great satisfaction of each and every employee. The culture depends on the few key factors which have been described below:- 1. Team Orientation – Degree to which work is organized around teams rather than individuals 2. People Orientation – Degree to which management decisions take into account the effects on people in the organization 3. Attention to detail – Degree to which employees are expected to exhibit precision, analysis and attention to detail 4. Stability – Degree to which organizational decisions and actions emphasize maintaining the status. 5. Aggressiveness – Degree to which employees are aggressive and competitive rather than cooperative. 6. Innovation Risk Taking – Degree to which employees are encouraged to be innovative and to take risks 7. Outcome Orientation – Degree to which manager’s focus on results or outcomes Since in LLD, there was no any structured Organizational design so there was also lack of culture. There was no strategy according to which all consortia could perform. The consortia leader was not interested to follow the instruction of his senior management. The above described all factors are required to develop an organizational culture but in LLD, no any factors were lays. Q2 :- What are the opportunities and challenges of designing and leading Learning Lab Denmark? A2:- If any system fails it means that faced many challenges which couldn’t be attended on the time. In the case of LLD, there were multiple challenges in designing and leading, which i have described below. 1. Establish the Hilton Experience – Hilton experience means that the administrative side of LLD sustains the research side with supportive attitude where helpful procedures and routines make it easier, not harder, for the researcher to do their job. But in actual condition, there was lots of confliction between consortia and secretariat. 2. Common Culture and Identity – MD and Research Director of LLD wanted to establish common culture and identity across all consortia but it was very tough since the project job of all consortia were different from each other, so the working  was also different. 3. Establish the communication networking across LLD – It was very big challenge to establish the proper communication among Secretariat and Consortia and also among all Consortia. They didn’t want any interruption in their working on the projects. 4. Financial Crisis – Since LLD was an organization which was funded by Danish Govt. as well as Private investors. At the initial time when LLD was being established, the global market was facing recessions. The terrorist attacks on Sep’11, 2001 further heightened pessimism. So, it became tough to collect the fund for the Organization. 5. Execution of LLD Research model – LLD has established a research model where the involvement of Stakeholders have been introduced directly with the researchers to give their inputs so that researchers can work in that direction and at the same time, Researchers can convince with their efforts to Stakeholders. But it was not established due to weak leadership of LLD top management. 6. Recruitment of Researchers – This was research institute so the employees should have high knowledge along with experienced, only then research could be done in within time frame. This type of researchers could be recruited only when selector s having high knowledge. Other thing was the new inexperienced employees who got the first job of life in LLD, could be performed as per expectation due to lack of job experience. This was the big challenge. 7. Work Environment – A healthy and familiar work environment is required to perform well in the organization. This environment can be achieved by taking care of employee. For that a strong HR management should be there but in the LLD, this was lacking point. 8. Decision Taking Authority – There should be the freedom to take decision regarding research to all consortia but this should be controlled by LLD top management. For this, a structural frame should be in the organization with proper strategy. This was not in the LLD. 9. Get Result – All stakeholders invest on the basis of performance of the organization. They want results for that they invest the money. In LLD, only research work remained ongoing but results didn’t deliver with full satisfaction and within time frame. It also remained challenge and reason for failure. 10. Confliction – This was the big issue in the LLD and the main reason of the confliction between the employees was Power, Authority and Hierarchical Status. The top management couldn’t able to resolve this confliction. There are so many opportunities where LLD management should focus and could be improved. Few points have been described below. 1. Organizational Design – There should be proper structured team in LLD by considering few factors like; Strategy, Technology, Environment and Human Resource. This team should perform effectively. 2. Communication Networking – Communication networking to be strengthen and for communication, there should be a proper channel which should not be bypassed in any case. Communication should be monitored by senior management effectively. What to be shared with stakeholders, what to be requested to investors, what to be ordered to researchers; these all things should be monitored properly. 3. Recruitment – Since the core business of this organization was research so the employee recruitment should be on the basis of real merit and experience. 4. Training – If employees having less job-experienced then there should be a training cell where the researchers can be developed by training. 5. Feedback System – There should be proper feedback system for the ongoing projects status and it should be monitored on regular basis. 6. Fund Arrangement – There should be proper team for fund collection. Team has ability to convince the investors. They should make other strategy to draw the attention of investors. 7. Execution of LLD Research Model – The research model established by LLD was very good but it was not executed due to having much confliction between the top management of LLD and Consortia leaders. So, it should be role of top leaders that the good model should be executed effectively. 8. Resolves Confliction – There was too much confliction on the thoughts among the LLD and it created tension. The tension was created due to Power, Authority, Hierarchical Status and this was continued due to unwillingness of senior management. The senior leader should take their responsibilities and perform effectively. Q3:- Identify tensions, problems, issues, paradoxes, characteristics and dilemmas that make organizational design and leadership ongoing challenges in new ventures such as LLD. What is distinctive about LLD’s design? A3:- In LLD, there was tension between the Broker team (Communicator) and the Consortium Director and its related to whether the broker team is a â€Å"Service Team† that executes orders/requests issued by the CDs or a â€Å"Techno  Structure† that can issue orders/requests to the CDs. The tension was related to three main issues; Power, Authority and Hierarchical Status. The problem was that the more the broker team acts as if it is a technocratic structure, the more CDs resist. The paradox underlined the organization-wide tension between Standardization and Variability. The communicator team emphasized on stability and standardization as it represented secretariat of LLD where as the CDs fostered variability because they resisted the brokerâ€⠄¢s initiatives. â€Å"They accepted, the brokers are right when they say that no procedure includes all local conditions but we are also resisting because the procedures minimize our autonomy†. The consortia people also resisted to follow the standardization procedures due to which the secretariat was facing big challenge to deliver on the idea of being a Hilton experience. They were frustrated with LLD’s organizational bureaucracy, which they believed was constraining their efforts unnecessarily. Another problem was in the relationship between LLD and DPU. LLD’s managers and employees knew they belonged to DPU as an independent unit, but never viewed their organization as a part of DPU. Even though all LLD’s budget including salaries was paid through DPU’s administration, LLD’s administrators feared that if they used this bureaucracy, LLD would become like DPU means very slow, dusty and inefficient. According to LLD’s personnel, they were facing some human resource problem. They said that their salaries were not released on time by DPU. There was some management issue, due to which two Chief Financial Officers had resigned within 18 months and the reason shared was the perceived difficulty of serving as the interface between the two organizations. The LLD’s Organizational design was different in the case that only two senior managements were involved and MD was to oversee the organizational daily operations. There was confliction in the team due to having issues like Power, Authority and Hierarchical Status. The employees didn’t view their organization as a part of DPU whereas LLD was administratively governed by DPU. It showed there was no effective leadership. Q4:- As a leader, how do you prepare for and manage the difficulties and challenges identified in questions 2 and 3? Consider actions, strategies and techniques that you might want to take/use. Be specific and illustrate with examples? A4:- In this case study, i have found many difficulties and challenges and Being a leader, here i am explaining my remedial action to resolve those challenges. 1. Organizational Design – I would like to frame a design where responsibilities of everyone would be described and everyone will have to perform according to that. I would like to make a team on the basis of Strategy, Environment, Technology and Human Resource. I would introduce every consortia, a leader under whom a technical and managerial employee will work. Managerial employee will look after the basic needs of all involved researchers. And Technical employee will take reports on daily basis from the researchers and talk about their demands for doing project smoothly. Both will report to Consortia head. Consortia head will power to take decision for his consortia work and decide the time frame with responsibilities. Now in Secretariat, similarly, one top leader will be under whom a research director, a finance head , a HR head will work. Research Director will take report from all Consortia head. Finance head will manage all funding for LLD and head a cell which will work for fund collection by involving investors. HR head will look after all the basic needs of all employees across LLD. The head of Secretariat will take report from all three heads and take appropriate actions for the organization. He will shared the key points with DPU, Danish Govt. And Stakeholders. The all consortia head will be liable to follow the instructions given by all three heads, whom he will report and discuss the issue. 2. Communication Networking – Communication networking will be affected by leadership quality. If the above design will work effectively, the communication will remain strong. 3. Recruitment and Training – The HR will be responsible for recruitment and there will be selector team in which a technical and managerial employee will be involved for selection of researchers. In the selection, they will have to giv e priority to those who have much job experience and having higher degree of knowledge. Few researchers can be selected who have no much job experience but for those, there would be manage a training program on regular interval to increase their skills. 4. Financial Establishment – The finance dept will be responsible for the  funding arrangement. They will make different teams in which one will be in touch with every consortia and review their financial demands like equipments for experiment and other basic requirements, one will be responsible to review current cash situation and their expenditure plan, keep previous expenditure report, one will be responsible to involve investors, stakeholders by convincing with the performance of the organization, make some investment schemes., one will be responsible to review current market condition, take care of investors who has become partner in the organization. 5. Get Result – The organization is â€Å"Research and Development Institute†, so it’s growth will depend on the completion of projects within time frame. For this, every consortia head will be responsible for completion of all projects within time frame and share the way forward plan, if any projects doesn’t complete in within time frame. To involve the investors, everyone will keep honesty in his work. For this, HR team will responsible to arrange the meeting between investors and respective consortia at regular time of interval along with research head, so that every investors can remain updated with the ongoing research. 6. Confliction – This is the big challenge for any organization. This can only be resolved by the effective organizational design. It is the responsibility of the top leader to define the responsibility along with power and level of freedom to take decision on any topic. According to me, i will define the decision taking authority with the power and Hierarchical status. The HR department will be responsible whether the things are being followed or not. Whatever decision is taken by higher management, it should be followed by every employee. 7. Organizational Culture Organizational culture is the basic pillar of any organization. It decides the way to achieve the goal along with growth and great satisfaction of each and every employee. The culture depends on the few key factors which are, Team Orientation, People Orientation, Stability, Aggressiveness, Innovation Risk Taking, Outcome Orientation. In my leadership, i will assure the organizational key factors are being followed or not. Q5:- What should Vaaland and Jensen do? A5:- Being Managing Director, Marianne Stang Vaaland had much power to handle  the all obstacles. There are two types of obstacles; one can be controlled by your efforts since the reason of the obstacle remains known but another type of obstacle comes due to external agencies which is not in your hand and take much time to control that, like recession, market condition, investors demand etc. Vaaland should form an effective organizational design along with responsibility. He should take action if there is any deviation. Similarly being Research Director, Hans Siggaard Jensen should define the working responsibility of all researchers along with tentative time frame. He should take honest feedback from each consortia on regular basis and suggest if he founds any deviation. At first, Vaaland should resolve all the confliction by distribute the Power and Authority on Hierarchical base so that a healthy work environment can be developed. Both should have assured that researchers which are being selected will give benefit to the organization. It means selection process should be effective. If any researcher is selected who has less experience but having capability to learn and grow, for such type of researchers, there should be training cell. Both should have reviewed the market scenario and investors demand and according to that they should establish the working model. They should develop such type of organizational culture where whatever decision has been taken by both of them that should be followed by their sub-ordinates. Before establish any working model, both should discuss with their sub-ordinates. Both should make a strategy to collect the fund by providing different type of schemes for their investors. They should make a cell that looks after only the fund collection job. Both should have assured the project completion time frame so that investors can faith on the organization. It gives a positive message in the market and it helps to attract the investors. Both should have established the proper networking for communication and taking feedback. No one should have confliction on this. Both should have enforced to establish the Hilton Experience effectively between Secretariat and all Consortia. Q6:- What lessons can you draw from LLD? What LLD a success? A6:- The case study â€Å"Organizing From Scratch: Learning Lab Denmark Experience† is really having great lesson for all the leaders. In my  opinion, LLD was a big failure due to weak leadership and having no any strategic plan to run the organization for long time, achieve the targets, lack of organizational culture, inexperienced work force and weak financial condition. Here I am sharing the key points which I have learned from the case study to run any organization effectively:- Importance of effective and structured Organizational Design.

Divine perfection of a woman Essay Example for Free

Divine perfection of a woman Essay The play Richard III shows power, greed and ambition and how doing these things can effect other people and change how you act and think. In the world today someone who is like Richard in the way that he is greedy and power hungry is Saddam Hussein. The whole play shows how Richard is ambitious, greedy and power hungry. At the start of the play he is ambitious because he has set himself a task to become king. This shows that he is greedy because he is not happy with what position he is at that moment and wants more power. The way in which he does this is by killing anyone who could prevent him from becoming king. I think Shakespeare may have wanted to show that having ambition, power and a little greed is ok but if you lose your head and want more and more power making you become more greedy it could result in not just other people getting hurt but you getting hurt in the end as well. Like in the end of the play Richard ends up dying as a result of his extreme amount of power and greed. I think he wanted the audience to admire him for his cleverness in his schemes and the way he has organised everything. In some points the audience do admire him for his cleverness but straight after he has brought the audience to his side he does something extremely viscous and evil that the audience off liking him. People who are like Richard always end up getting paid back for all their wrong doings, well in some cases any way. Like Adolf Hitler who ended up dying because of all the bad things he had done i.e. WWII. So what Shakespeare is saying is, all bad you do to others you will get back to you. The opening speech that Richard says is to the crowd is directly at them and makes you think hes a nice person because he makes a few funny comments which makes the crowd laugh and grow to like him. This also makes the audience watching the film like Richard too because he seems like a nice person, but when he walks into the toilets away from the crowd he talks at the audience saying that hes ugly, which makes the audience feel sorry for Richard. Straight after he says this he tells you about a plan hes made. First of all you admire him for being ambitious but long after when you find out what his plan will involve, i.e. killing many people who could prevent him from becoming king, you start to really dislike him and wonder how on earth you liked him in the first place. He says, I am determined to prove a villain and hate the idle pleasures of the day, meaning that basically Richard is going to become evil and never have pleasure. This little extract of something that Richard says shows him to be very evil in the fact that he wants to become hated. Another thing Richard says is Plots have I laid, inductions dangerous which means that Richard is plotting some dangerous schemes, and is another reason why people watching the film would turn their nose up at Richard. The audiences overall impression of Richard is that he is a very ambitious man but his ambition will lead to murders being committed so therefore they would think he is a very sly and wicked man. Also the audience would think that Richard is two-faced because first of all he is very nice to Lady Ann and wants her to marry him, but when he has done this he then wants her to be killed. Shakespeare makes you both admire and hate Richard. For example, you would hate Richard in scene one when he talks to you about what evil things he has planned. Where as in Act one Scene two you grow to admire him again because of the way he flatters and wins over Lady Ann with words. He says things like Sweet saint and Divine perfection of a woman meaning he thinks she is perfect. But when Richard has said these flattering comments to Lady Ann, she immediately repels him by saying insults like Diffused infection of a man meaning that she thinks he is a grotty, disgusting and horrible man and Thou unfit for any place but hell which means that Lady Ann thinks that the only place that Richard could possibly live in is hell. Despite all these insults she throws at Richard he still wins her over with his flattering comments. He eventually marries Ann after having killed her husband and father, which she knew he had done. Richard should be admired for his cleverness for the way he won over Lady Ann and set up his schemes, never the less he shouldnt be praised too much because he is still an evil and devious man who has committed murders. Also towards the end of Act One Scene Two he starts to get cocky after winning over Lady Ann and says some evil comments like Was ever woman in this humour won? Ill have her; but I will not keep her long this is saying that he will marry Lady Ann but after a little while he will kill her. This will give the audience a very nasty image of Richard because of his evil antics. Act One Scene Three is where Queen Margaret curses all the people she hates. She says horrible remarks like God, I pray him, that none of you may live your natural age which means that she is saying that all the people she hates she doesnt want to live a long life, and another quotation is Thy friends suspect for traitors while thou livest, and take deep traitors for thy dearest friends which means that she wants all the people she hates to die so they cant hurt her friends. Richard is one of the people Queen Margaret hated so therefore she cursed him. When she curses Richard she says to him No sleep close up that deadly eye of thine, Unless it be whilst a tormenting dream, affrights thee with a hell of ugly devils! This curse actually comes true and like the quotation says Richard has a terrifying dream making him panic and sweat. What happens in the dream is ghosts surround Richard and curse him saying despair and die! over and over again terrifying Richard through the night. But the scene with Richards terrifying dream was not included in the film.

Corporal Punishment, Analysis of the Psychological Evidence

Corporal Punishment, Analysis of the Psychological Evidence Controversy for the use of reasonable force and its appropriateness for reinforcing behaviours is a main issue in states (Gershoff, 2002). Corporal punishment has been deemed illegal in various countries through adopted policies and laws, though it is suggested to have been applied to 94 percent of toddlers aged between three and four (Straus Stewart, 1999). Many psychologists believe that there is established evidence to support the suggestion that corporal punishment; administered in the correct method; can be effective, and dominates any negative constructs. The evidence to support this hypothesis is extensive, and attributes of corporal punishment have not been methodically investigated thoroughly for a solid conclusion. The purpose of this essay is to explore the arguments for and against corporal punishment as an effective form of discipline; through empirical evidence the analysis will provide negative and positive examples of child behaviour with regard to corporal punishmen t. Corporal punishment consists of conditioning behaviours; A method that can be used in classical by paring CS with a UCS to produce a CR. For the purpose of this essay Corporal punishment, negative reinforcement and punishment are forms of operant conditioning; they all serve the purpose of adjusting a particular behaviour but are not part of the principles of classical conditioning, and it is essential in the establishment of this essay to demonstrate the key differences to eliminate any misinterpretations. Negative reinforcement is administered to strengthen the target behaviour by taking away an unpleasant stimulus, punishment is to oppress and extinguish a particular behaviour by administering an unpleasant stimulus or removing a positive stimulus (Lilienfeld, Lynn, Namy, Woolf, Jamieson, Haslam, Slaughter, 2012). The definition of corporal punishment varies between political and scientific positions. Laws against corporal punishment may define it as a form of physical abuse; all behaviours that risk the result of physical injury may be considered abuse, the definition for this essay remains methods of physical discipline that do not risk injury (Straus, 1994). Immediate compliance is the initial aim for uses of corporal punishment (Gershoff, 2002). Experiments with pigeons by Holz Azrin (1961) showed that a pigeon’s response on pecking a plastic disk would decrease with the use of an electric shock when the bird fulfilled the particular behaviour. As a result, this form of positive punishment showed that compliance could be achieved by the giving of an unpleasant stimulus. Advocates for corporal punishment have derived from its effectiveness on extinguishing objectionable behaviours; longitudinal studies on behavioural parent training in clinics concluded that children’s undesired behaviours were decreased as their compliance increased. (Baumrind, Larzelere Cowan, 2002) Hence, they were able to manipulate behaviour more effectively if the individual was compliant. Gershoff (2002) argued that an outcome from her studies reported children’s response to directive was exceptionally immediate with the application of corpo ral punishment. Sixty percent of the studies that came to this conclusion were laboratory based (Holden, 2002), which Domjan (2010) argued is an effective environment for behavioural change but only if they were consistent, immediate and not associated with external stimulus; all though these are strict conditions that psychologists haven’t even perfected. Holden (2002) argues that psychological sensory information is stimulated when a child is punished; assuming there is initial physical, neurophysiological reactions like pain, anger and humiliation are expected to transpire. Aggression is one of the most discussed outcomes for corporal punishment, the collective belief that it provides a model for aggressive behaviour amongst children (Lilienfeld et al). Many psychologists have concluded that the relationship between undesired behaviours and corporal punishment is substantial, including the studies conducted by Gershoff (2002) who established that there were correlations between eleven undesirable child behaviours and corporal punishment through methods of a meta-analysis. Baumrind et al. (2002) argued that the meta-analysis wasn’t conclusive enough for an entire injunction on the use of corporal punishment as the evidence to support the theory was inconsistent; the spectrum of studies used all had different hypothesis, method s and procedures making them incomparable and when collectively evaluated, unreliable. Due to issues on its effectiveness studies have continued to obtain more conclusive evidence, Ferguson (2012) conducted a meta-analysis on forty five longitudinal studies that all measured the influence of corporal punishment on externalizing or internalizing behaviour problems. The data indicated there was a trivial to small, but largely substantial relationship between corporal punishment and the development of long term detrimental behaviours. Similarly, Aucoin Frick (2006) conducted studies within schooling systems to test the associated problems with corporal punishment; through random sampling they collected a number of students, separating them into group’s dependant on exposure to corporal punishment. Comparing it to their level of conduct, they found problems in behavioural adjustment with children who had experienced high levels of corporal punishment, but also children who were not part of an emotionally supportive family climate. Additionally, Implications are relevant as it is difficult to suppress other associations that can cause behavioural problems, Such as individuals who experience maltreatment are more likely to develop juvenile delinquency (Goldman, Salus, Wolcott Kennedy, 2003) In conclusion the research conducted to date provides a support for the media to state that corporal punishment is associated with negative behaviours, though the evidence in the field remains incomplete and has not explored all aspects of corporal punishment. Consequently the evidence cannot justify the injunction of corporal punishment exclusively, it is necessary to dedicate further studies to research the interactions between corporal punishment and undesired behaviours as the findings could help parents conduct disciplinary methods risk free without the development of negative behaviours; though limitations on this kind. References Goldman, J., Salus, K. K., Wolcott, D., Kennedy, K.Y. (2003). A Coordinated Response to  Child Abuse and Neglect: The Foundation for Practice. Retrieved from  http://files.eric.ed.gov/fulltext/ED474857.pdf Straus, M. A., Stewart, J. H. (1999). Corporal Punishment by American Parents: National  Data on Prevalence, Chronicity, Severity, and Duration, in Relation to Child and  Family Characteristics. Clinical Child and Family Psychology Review, 2(2), 55.  doi:10.1023/A:1021891529770 Lilienfeld., S. O., Lynn, S. J., Namy, L. L., Woolf, N. J., Jamieson, G., Haslam, N.   Slaughter, V. (2012). Psychology: From enquiry to understanding. French’s Forest,  NSW: Pearson. Straus, M. A. (1994). Beating the Devil Out of Them: Corporal Punishment in  American Families. San Francisco, CA: Jossey-Bass/Lexington. Domjan, M. (2010).The Principles of Learning and Behaviour(7th ed.). Stamford, USA:  Cengage Learning. Ferguson, C. J. (2012). Spanking, Corporal Punishment and Negative Long-Term Outcomes:  A Meta-Analytic Review of Longitudinal Studies. Clinical Psychology Review,33(1),  196-208.doi:10.1016/j.cpr.2012.11.002 Aucoin, K. J., Frick, P. J. (2006). Corporal Punishment and Child Adjustment. Journal  of Applied Developmental Psychology, 27(6), 527-541. doi:10.1016/j.appdev.2006.08.001 Holden, G. W. (2002). Perspectives on the Effects of Corporal Punishment: Comment on  Gershoff. Pscychological Bulletin, 128(4), 590-595.  doi:10.1037//0033-2909.128.4.590   Gershoff, E. T. (2002) Corporal Punishment by Parents and Associated Child Behaviours and  Experiences: A Meta-Analytic and Theoretical Review. Pscychological Bulletin,  128(4), 539-579. doi:10.1037//0033-2909.128.4.539 Baumrind, D., Cowan, P. A., Larzelere, R. E. (2002). Ordinary Physical Punishment:  Is It Harmful? Comment on Gershoff. Pscychological Bulletin, 128(4), 580-589.  doi:10.1037//0033-2909.128.4.580 The use of corporal punishment to modify children’s behaviour is hotly debated in the media. Present an analysis of the psychological evidence on the effectiveness of corporal punishment.

walt whitman :: essays research papers

Walt Whitman   Ã‚  Ã‚  Ã‚  Ã‚  Walt Whitman, born in 1819 to a family in Long Island, lived a very humble life before becoming a well known writer. He grew up in a community full of Quakers and followed religion very strictly as a child. Whitman loved reading the works of Ralph Waldo Emerson because he thought he related to Emerson’s ideas and theologies which closely corresponded to his own. At the age of 35, Whitman published his first book, Leaves of Grass, which was so successful that it appealed to other known poets worldwide. His talent was a great surprise to many. Whitman's abilities as a poet were unknown because his previous job was working for a local newspaper from which he got fired for being an abolitionist. It is believed, however, that Whitman's inspiration came from his trip to New Orleans and New York. Whether it was a love affair or the great scenery from the countryside that truly inspired him is unknown; nevertheless this first book was the beginning to an exciting c areer. Whitman viewed himself as the first real American poet. His poetry was symbolic of freedom and democracy, as well as emotions and beliefs. Later editions of Leaves of Grass were published in 1856 and 1860. These editions were full of new poems as well as revised earlier ones. At this time, Whitman was the editor of a local newspaper, the Brooklyn Daily Times, in addition to helping is father in carpentry. It was in 1862 when he found out his brother was injured in the war and he traveled South to serve as a volunteer nurse to the military until 1867. During his time as a nurse, Whitman composed several war poems which were published in the 1867 edition of Leaves of Grass.

The Trade War between America (USA) and the European Union (EU) :: essays papers

Chiquita Brands International Inc. is best known as the world’s number one distributor of banana’s, which account for more than half of its sales. For the past decade, Chiquita’s sales have dropped dramatically and the company is now on the verge of bankruptcy. Currently, Chiquita is trying to avoid filing for a Chapter 11 by attempting a major financial restructuring of their debt. There are many factors that have contributed to the company’s downward spiral, although all of these factors are linked to the trade barriers imposed by the European Union on banana imports. The European Union enacted import restrictions on banana’s in 1993, and just recently, is attempting to revise the old regime in order to comply with the World Trade Organization. The EU is preparing to introduce a new import system dubbed â€Å"first-come first-served† which they believe will be a WTO compatible system. Chiquita filed a lawsuit in January, 2001 against the European Union seeking reparations in the amount of $525 million for their losses that resulted from the old biased import system (Palmer). Chiquita is just one of many companies that were affected by this biased import regime, but some other companies still managed to work around the import restrictions. Chiquita’s rivals, Dole Food and Fresh Del Monte, although bruised as well by the European restrictions and falling banana profits, are in much better shape. Both have managed to increase their market share in Europe, largely at Chiquita’s expense (Alden). Chiquita, however, sought out and fought a political battle against the European Union with the United States government backing them. The old EU import regime was not only an issue for the companies involved, but for the United States as a whole, since it affected banana’s and other agricultural products sold in the US. The regime initially was enacted in 1993, and was later ruled in 1997 to not be in compliance with the World Trade Organization (PR Newswire). The regime was designed in part to protect less efficient banana growers in former European colonies. Chiquita’s management has complained for years that the policies of the EU have cost the company millions by favoring banana’s from Caribbean producers in former European colonies. The EU’s rules were judged to discriminate in favor of growers in EU territories and the Caribbean at the expense of Latin American producers and U.

Politicians and Social Order :: essays research papers

A social order. A person’s beliefs and values that allow them to make the choices that to have the type of government they want. My social order- one of an African-American, 17-year-old, low middle-class female- will differ widely from my mother’s, or Shemair’s, or even your social order. For instance, I strongly value education. So does my mother, Shemair, and I am sure you do, too. My mother might value my education because it will help her later on in life. Shemair might value my education because it means that we will be able to move out after graduation. You as my teacher, will value my education because it proves that your education was good and your life as a teacher is worthwhile. I value my education for the sake of getting knowledge. Everyone might have the same value and yet they will have different reasons for valuing it. The same is true of our political values. People might want a strong government because of the type of social order that they hold. The government maintains my personal and political social order. The government allows me to vote for people who have the same purposes as I do. Representatives who fall into my political social order are the ones who will get my vote as I get older. For instance - the issue of abortion. I am strongly against abortion for any reason at any time. When it comes time to vote for people to be a part of my state government, I am going to choose someone who believes that killing at any stage in life is immoral. This way, through elections, I will have the ability to participate in the government. I will have someone who protects individual rights, thus maintaining my social order, and keep the government holding the same ideas as me. The principle of our democratic government will allow me to express my individualism. My personal liberty will be established because the government protects our interacting values that we hold. Another value that we have is the idea of equality of opportunity. This fact is evident in the decision to have affirmative action used in places such as colleges, universities, and jobs. I believe 100% that affirmative action is good and justifiable. I will vote for someone who pushes for affirmative action in the state of Florida. My social order clearly shows that I want someone who favors post-secondary education, especially for minorities. Also, the idea of majority rule will be upheld in all of the elections that we hold. This way I can have free expression in my personal life, as well as in the political arena. Politicians and Social Order :: essays research papers A social order. A person’s beliefs and values that allow them to make the choices that to have the type of government they want. My social order- one of an African-American, 17-year-old, low middle-class female- will differ widely from my mother’s, or Shemair’s, or even your social order. For instance, I strongly value education. So does my mother, Shemair, and I am sure you do, too. My mother might value my education because it will help her later on in life. Shemair might value my education because it means that we will be able to move out after graduation. You as my teacher, will value my education because it proves that your education was good and your life as a teacher is worthwhile. I value my education for the sake of getting knowledge. Everyone might have the same value and yet they will have different reasons for valuing it. The same is true of our political values. People might want a strong government because of the type of social order that they hold. The government maintains my personal and political social order. The government allows me to vote for people who have the same purposes as I do. Representatives who fall into my political social order are the ones who will get my vote as I get older. For instance - the issue of abortion. I am strongly against abortion for any reason at any time. When it comes time to vote for people to be a part of my state government, I am going to choose someone who believes that killing at any stage in life is immoral. This way, through elections, I will have the ability to participate in the government. I will have someone who protects individual rights, thus maintaining my social order, and keep the government holding the same ideas as me. The principle of our democratic government will allow me to express my individualism. My personal liberty will be established because the government protects our interacting values that we hold. Another value that we have is the idea of equality of opportunity. This fact is evident in the decision to have affirmative action used in places such as colleges, universities, and jobs. I believe 100% that affirmative action is good and justifiable. I will vote for someone who pushes for affirmative action in the state of Florida. My social order clearly shows that I want someone who favors post-secondary education, especially for minorities. Also, the idea of majority rule will be upheld in all of the elections that we hold. This way I can have free expression in my personal life, as well as in the political arena.

Sex Discrimination Is Non-Existentin the Workplace in Hong Kong

Introduction: Hong Kong, known as†Pearl of the Orient† which enjoys the freedom of speech, the freedom of economy and the finest legal system. However, discrimination is everywhere. It is because people are not equally. It would always be inequality among people referring to physical and mental processes. Of course the two sexes are not equal, so that sex discrimination is always an issue in a society, especially in workplace. Background:It is a matter of fact that a employer will base on their education background, belief, own interest and preference to hire the staffs and even for the promotion, benefits, bonus. And women have the traditionally and historically been subjected to legal discrimination form their gender. Some of this mind set still on cultural stereotypes that treats women primarity in the roles of wives and mothers. Futher women have been bench-marked as the â€Å"weaker sex† than male which might need protection from the third party.Such beliefs w ere used in the job market, both in public and private sector. The situation In the past practice of government, for example, Anson Chan(Post Chief Secretary for Administration) had employed with a lower salary than male civil servant in the same position. It is because she is not a man and did not count on her ability to work. The other example is Bank of China group did not ever have a female as a CEO position which also is another kind of in-direct sex discrimination. Form Hong Kong already had Sex Discrimination Ordinance which passed in 1995.Discrimination on the basis of sex, marital status and pregnancy and sexual harassment are make to unlawful under this legal law. According to SDO which both is protecting of men and women. However, There is a law does not mean that sex discrimination is non-extistent. Employers still can get full control of the employment because they will not disclose the truth to the candidates due to the gender issue, like the secretary post is always a woman. In fact, the other kind of in-direct discrimination because some think woman will soon leave the osition to a house-wives or woman will get pregnancy, so that some of employers are not willing to promote a female as a top management to save the parental leave. The other common Sex discrimination is sexual harassment in workplace. Sexual harassment  is  intimidation,  bullying  or  coercion  of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. Surely sexual harassment is illegal. Harassment can include â€Å"sexual harassment† or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.In many listed companies, most of staffs are male and always claim that woman is even cheap or criticize woman who is not wise enough.. In my workplace often would happen such issue. I have heard my boss said† Secretary should be a virgin† and I will make a promotion or raise salary only base on her appearance and good shape of body. This is a sexual harassment cannot easily valid. The other example is a Legislative  Councillor Mr Kam Nai Wai was suspected sexual harassment to a female assistant and also had fired her eventually. And this case even cannot make a charge at first stage.So that a lot of things cannot be protected by law. Limitations Sex discrimination not only will affect the economic growth but also will harm the organization image. First, human capital is a key source of a company if cannot let the capable people to the right position that would decrease the human capital. Corporate image also is another huge resource that goodwill can make the brand name growth. It is remind that enterprises do not under-estimate the consequence of sex discrimination because once involves on a lawsuit can be a huge loss.Recommendation Sex discrimination should be a key issue of an organization and should imply to all work force to ob ey. Many of organizations can gain form avoiding sex discrimination, like some international business, HSBC, Cheung Kong Holdings Limited It will definitely increase the productively and should put a effort like training program and re-enforcement on daily operation. Information form Hong Kong Labour department, there is still uneven distribution on job nature and income of male and female in 2010 as below: Leading Occupations for Women, in 2010 | |Occupation |Total Employed (Men and Women)|Percent Women |Ratio of Women's Earnings to Men's | | | | |Earnings | |source:  HK. Labor department, Women's Bureau, 20 Leading Occupations of Employed Women, 2010 | |Managers and administrators |8,018 |31. 0 |65. | |Secretaries |2,404 |98. 9 |N. A. | |Cashiers |2,974 |77. 9 |89. 4 | |Registered nurses |2,162 |93. 1 |88. 9 | |Sales supervisors and proprietors |4,836 |43. 3 |71. 5 | |Nursing aides, orderlies, and |2,081 |91. |90. 1 | |attendants | | | | |Elementary school teachers |2,216 |82. 5 |94. 9 | |Bookkeepers, accounting and auditing |1,621 |932 |93. 7 | |clerks | | | | ConclusionAlthough there is a big improvement in female employment, some of industries still focus in male or female work force only. Towards to Twenty-one century, there should be more and more equal job opportunities to both gender and also need to decrease the chance of sex harassment. Finally, people in Hong Kong will gain form the revolution. Bibliography Why market don’t stop discrimination by Cass R Sunstein HK Labour department information 2010 by GOVHK Sex discrimination ordinance by Equal Opportunities Commission Sex harassment by Wikipedia Total word(1050 words)

Crisis De-escalation Team

A lot modify of initiatorys eat been certain over the years on diametric counselings to manage escalating crisis in the psychiatrical infirmary defends and in that location ar triggers to these violence, belligerence and crisis that often escalate and end up resulting to utilize repressive practices.In result to these violence and intrusion from the religious dish up phthisisrs on the screen and physical intervention utilise to manage the behaviour, Crisis de-escalation police squad transfigure hatchway proposal de calve aim at the triggers to violence, minimise acclivity behaviours from escalating, improving theatrical role of care provided to the utility users by health care professionals and ultimately meeting the guide of armed supporter users to issues distress.This intended adjustment murder maiden allow for draw references from Centre for the rise of Positive Behaviour moderate on the organisations crisis reduction strategy references testament too be drawn from Royal College of nurse Consultation on guidance to the minimization of and alternatives to cons development practices in health and adult social care.The revision initiative testament recognise the fact that wait on users go push through ingest in intriguing behaviours because of their unmet involves, ikon to environment and interactions which they may disagree with or find dis edite to their believes and often founder generally less attribute of life. practi auspicatey times peoples behaviour represent a desperate attempt to counter intensify the perspective quo, do things their own way or attempt to meet their own unmet needs. backgroundThere are rising misfortunes of infringement and violence from the service users on the guard. This typography is found on accuracy observations incident reports on the hospital shield and interrogation/ data analysis carried out, which shows that astir(predicate) 9 in 10 of service use rs inter meeted on the shelter agreed that aggressive challenging behaviours from service users take for increased and healthcare professionals unanimously agreed to that.These are negative spatial relation and challenging behaviours that can better be managed if the cellblock has a plan to trucking rig the causes or better known as triggers. Change proposal to implement Crisis De-escalation squad in an intensive care whole (ICU) cellblock of a mental health hospital allow for challenge triggers of aggression and crisis from escalating and manage the function. It ordain further cooperate to limit the frequent use of restricting practices and reduce isolation of service users that exhibited challenging and unmanageable behaviour.Crisis De-escalation Team is non about stopping all specific interventions, nor to redeem general overhaul of existing practices, solely it is rather to have some cellblock based healthcare professionals specifically teach to identify potential crisis and the triggers, then be ready to smell in at any escalating situation on the ward, engage with the situation and everyone entangled and de-escalate the issue.The transfigure initiative was motivated with search studies that showed likely budge executing was lucky in psychiatric hospital wards in Australia and home treatment team up social unit in an NHS think in London.According a review carried out by Australian Mental health commission (2014) on evaluation studies of crisis escalation and restraint reduction programmes, it determine that increasing ply level and execution of crisis de-escalation/ issue team is triumphful on reducing the regular and duration of solitude and restraint use while maintaining sound environment on the ward.Crisis de-escalation team should play along with all the policy protocols, ensures the ward and trust standard are maintained with regards to quality of services provided, work to ensure the safety device of everyone on the ward, encourage other colleagues and ward counselling to consider their flack to settle crisis. They allow for judge the situation and if inevitable call for restrictive measures to be utilise which go out be enjoin based, healthy and justified.The crisis de-escalation team go out be go bad of the ward stave team and impart be straightway involved in the service users care, they are too needful to fulfil other functions on the ward as a enough mental faculty section as to dilute their abilities non focusing on deescalation team duties only.Employees that go out be part of this crisis de-escalation team will receive training and on-going training on rude(a) proposed win over while retaining their full time staff employment on the ward.This is to ensure that ward does non inadequacy the resources and understaffed while the training is on-going and variegate carrying into action is rolled out on the ward.Funding for this assortment initiative will come a long from the ward bud prevail, manager being part of the channel necromancers will facilitate the fund. It is eventful to none that the deepen does not call for more than employment rather it asked for excess training given to the staff implementing the swap. cost increase to fund this motley will be from the positive feedbacks from consultation of the ward precaution and healthcare professionals, and it was also the major start out towards the proposed alteration performance strategy. Methodology The interpretation and analysis of the research studies are evidence based which were rallied by means of soft data, lucubrate accounts of an actual experience and observations, also through implementation of ideas and resourcefulness from a success elsewhere in Australia, America and hospital ward in Scotland. The implementation was assimilated into a draft restructure practice strategy. xv of the research studies carried out was a retroactive analysis that examined inc idents on the ward through incident reports and restrictive practices employ, but in some cases additional information was obtained from descriptive statistics gotten from other sources.Nineteen research studies were rallied from questionnaires or data that are collected on a periodic basis to obtain information, and 10 of them are through through qualitative research methodology.Twenty research studies were concentrate on the instances where less restrictive measures was used to deescalate challenging situations and the method that was applied. The research involved a comparison of outcomes on the more use of restrictive practices and less restrictive practices used on the ward to poll the effectiveness of each these measures before, during and after it was applied.The research studies were conducted in 3 different intense Care Units (ICU) in a psychiatric hospital/ward.Research studies were also done in an acute inpatient ward and early intervention unit in spite of appearan ce the psychiatric hospital.Definition of the qualifying proposal Crisis de-escalation team is about having special trained staff on the ward that will be designated to manage the triggers of aggression and crisis, engage with service users in polite and solace sort to better interpret their point of view and seek for possible alternatives to stop the crisis from escalating.The team should employ empathy and compassion, know what to do and secern at any situation, respecting the crisis circle, remained composed, cool and calm when dealing with crisis and try to resolve the situation without applying the use of restrictive practices.Violence can sometimes arise un judgely on the ward and overwhelmed everyone it is true to say that when healthcare professionals are overwhelmed and understaffed they are likely to controvert in such a look that may escalate the crisis.Implementing the crisis de-escalation team is to also reduce tension, minimise any alarm and frustration from st aff members when they are establishment with circumstances beyond their control.When it come using restrictive practices to manage these ongoing rising challenging behaviours on the ward, healthcare professionals have often struggled to come up with explanations to relinquish what accounts to grievous practice on restrictive practice in the context of safekeeping everyone on the ward safe.Barriers to change implementation Barriers to the change implementation were encountered mainly from triplet different areas, hospital management, what need to change and the employees. Before a made change strategy can be developed, barriers to the change need to be identified.n?Employees unwillingness to insure change? Employees resistance to change? toothless communicating strategy? Ward financial shortfall and funding ? Shortage of staff and shift patterns? Lack of generaliseing of what needs to change and knowledge of skills essential for the implementation? Employees fear of the unk nown.Overcoming the barriers to change implementation Identifying the barriers to the proposed change and how to overcome them is a favourable step towards achieving successful implementation of planned change initiative.Ways to overcome to overcome these barriers are take afters impelling communication strategy- There should be a clear and honest communication to employees and the stakeholders about what need to change and wherefore it needed to change. Employees should be explained probably arrive ats the change will bring to them and hospital ward. soundly Leadership- This is needed for the change implementation to be successful. Employees need to be carried along and be involved in the change process. As some employees are loath(p) to embrace change, they should be made to understand why the change is better than post quo and why it is necessary.Training should be provided to the volunteered employees that will Help drive the change forward. also awareness is very distin guished because healthcare professionals on the ward need to understand the planned change finiss, targets and the strategies of implementing the change. Provision of incentives and resources to cooperate drive healthcare professionals towards the change, this will be a motivating strategy to get them on-board with the change.Simplifying the planned change initiative- It should not be complex to understand and implement. The change should be localised, small but meaningful change that will not hire a lot more staff than already existed. The implementation will not be made to result in big shakeups within the ward and should be phased.Whom the proposed change initiative will benefit/affect Based on the force analysis, research studies and observations at the ward on the restrictive practices, the proposed change initiative (crisis deescalation team) will benefit everyone on the ward including the service users, employees and management.How the proposed change will be use Identif ying the barriers to proposed change initiative and overcoming the barriers is a good step towards the successful implementation of the change.The change implementation is planned and will fall by incremental change. Based on evidence, experts opinion and research analysis have proven that implementation of a successful change in a hospital ward is always difficult and challenging because of complex relationships that exists stakeholders, management, managers and healthcare professionals.Despite these barriers, any small meaningful change that will bring about evidence based top hat practice to positively break the quality of care provided the service users on the ward is worth implementing and evaluated to monitor the progress. Support and approval from the leading for the change initiativeSometimes good change initiatives ended up not been implemented because there was no leadership endorse for it.Getting the leadership support and the stakeholders on the board with the propo sed change initiative is a huge step in the implementation stage of the proposed change initiative, the need for the change should to be properly communicated to the ward manager, and a case on need for the change to happen should be communicated to the manager.selective information analysis, surveys based on observations and research findings should be presented to the manager and the leadership team on the ward to get them involved in the change initiative plan.With the managers approval for the change to happen, the manager will therefore succor to resolve conflicts of evokes and negotiate with the stakeholders to help claim the case why the change initiative is needed to be implemented on the ward.The manager as part of the instrument for the change should appoint leaders of the change initiative, and will help provide the tools, skills and training, and by chance the funding for the change from the budget or increase in the budget.Identifying the proposed Change agentsVolu nteers will be identified within the ward and it will be ward employees that will be trained to help champion the proposed change. They should be given the chance to ensconce on their own to last the change agents and will work closely with the ward manager for provision of information and resources needed to push forward with the change.Communication and awarenessThe constitute leaders of the change will use all communication methods (Mass, interactive and represent to face) to explain what need to change is an of the essence(p) step in change implementation. These involves ? Explaining the change initiative to the employees and everyone that will be wedged on the change initiative.? There should be an open dialogue to entertain concerns, questions and man-to-man opinions on the change initiative.? There should be a constant reminder and action of the planned change initiative.Skills and learning need for the implementation Training will be provided to healthcare profession als that will champion the change initiative. There are private training institutions (BSI) that offers best training in crisis management planning, with the approval of the manager, the volunteered staff will start out short course training.Also other trust provided practical courses on crisis resolution should be provided to enable them know when and to put their knowledge into action. This is to carry out best evidence based practice on de-escalate the triggers of violence and aggression from service users.Although the team members of this change initiative will be on voluntary basis, the ward manager will provide incentives to team members of this change as an encouragement and motivation.Implementing change initiative through engaging employees and healthcare professionals at all level within the ward.All the change agents including the manager, stakeholders and volunteered champions of change will actively engage with every staff member on the ward. This will be to await a better understanding of why this change initiative is very important and how it is small necessary step towards solving the rising violence and aggression from service users.This change implementation is bottom-up approach and will require genuine interest and participation from the employees, employees are the ones that have been directly affected by the status quo and will be impacted more from the new change initiative. Healthcare professionals will to be motivated to participate fully in the change implementation timeline and initial goal plans.Monitor the implementation, examine the results and recognise the successEarly stages of implementation will be closely monitored to assess strengths and challenges there will be follow ups and reviews. There will be surveys and audits carried out to compare the status quo and change, this will be done to know if the change is having the expected outcome and also know if there are areas of the change that will require further improvement .Change champions will be encouraged and motivated through jubilancy of change success. Momentum will be built on the change by rewarding the employees that are championing the change implementation. other(a) staffs will be encouraged to become part of the change team this is to reduce any change resistance that may exist within the employees and create way for successful change implementation.