The First World War Essay Example for Free

The First World War Essay We dont live alone. We are all members of one body. We are responsible for each other. What is Priestleys main aim in An Inspector Calls? How successfully does he achieve it? John Boynton Priestley was a committed socialist. He was born in 1894 in Bradford and his mother died the same year. Priestley was raised by his father, who was also a passionate socialist. At the age of fourteen he became a junior clerk at a wool firm in his home town, before joining the army in 1914 at the outbreak of the First World War. During his time spent fighting in France, Priestley developed a strong sense of the class divisions that were an integral part of the capitalist system; I went into that war free of any class feeling, no doubt I came out with a chip on my shoulder; a big heavy chip, probably some friends thigh bone. Priestley grew to hate the way a few rich and greedy businessmen and industrialists exploited and abused the working classes, for the sake of greater profits. In Priestleys mind, it was simply the nature of this society which had made war in 1914 inevitable. As a socialist, Priestley believed that wealth should be equally distributed amongst the population, and that this could be achieved by the state ownership of the fundamental means of production, therefore abolishing the need for an upper class of capitalists. Priestley hoped that World War One had shown people that their way of life needed to change, but even though military service had caused much upheaval, soon, things had reverted back to the way they had been. When war broke out again in 1939, Priestley could see that the lessons of the first war had not been learnt, and felt that society had to change drastically. With this in mind, at the end of the Second World War after successfully publishing other plays and novels, Priestley wrote An Inspector Calls. He anticipated that the public, with the benefits of hindsight, would now be more receptive to his socialist ideas; This brings us to the second and more truthful way of looking at this warto regard this war as one chapter in a tremendous history, the history of a changing world, the breakdown of one vast system and the building up of another and better one theres nothing that really worked that we can go back to but we cant go forward and build up this new world order unless we begin to think differently, and my own personal view, for what its worth, is that we must stop thinking in terms of property and power and begin thinking in terms of community and creation.

An introduction to the Nestle Company

An introduction to the Nestle Company Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.1: PURPOSE OF RESEARCH The study of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. This report will be helpful for students who want to conduct a research as well as the company improving or solving the problems. 1.2: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.3: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. 1.4: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.5: LEVELS OF CONFLICT 1.5.0: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.5.1: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.5.2: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.5.3: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.6: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.7: CAUSES OF CONFLICTS 1.7.0: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.7.1: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.7.2: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.7.3: Personal factors 1.7.3.0: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.7.3.1: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.7.3.2: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.7.3.3: Physical This escalation results from anger or frustration. 1.7.3.4: Verbal This escalation results from negative perceptions of the annoyers character. 1.8: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.8.0: AHYPERLINK http://en.wikipedia.org/wiki/Accommodationccommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.8.1: AHYPERLINK http://en.wikipedia.org/wiki/Avoidance_(conflict)voidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.8.2: CHYPERLINK http://en.wikipedia.org/wiki/Collaborationollaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.8.3: CHYPERLINK http://en.wikipedia.org/wiki/Compromiseompromise Finding a centre point where each party is partially satisfied. 1.8.4: CHYPERLINK http://en.wikipedia.org/wiki/Competitionompetition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.0: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. According to the researcher, possible solution; it is obvious that a perfect communication system is unlikely. But also per fection like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers says that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.0: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.1: data collection We will be collecting our data by using two sources which are as follows. 3.1.0: Primary data Our primary data is collected through conducting interviews and designed questionnaires from directors, managers and employees of Nestle. 3.1.1: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.2: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. 4.1: ANALYSING FOR CORRECTION OF DATA We had conducted unstructured interviews for analyzing of questionnaires which we had made for collecting data from employees and managers to check whether the answers given by them are right or wrong. We had found no matches; the interview opposes the answers given by them in questionnaires. We have analyzed our data through frequency tables and bar charts. 4.2: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.3: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.4: ANALYSIS OF QUESTIONNAIRES 4.4.0: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.4.0.0 Graph: 4.4.0.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.4.0.1 Graph: 4.4.0.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.4.0.2 Graph: 4.4.0.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.4.0.3 Graph: 4.4.0.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.4.0.4 Graph: 4.4.0.4 4.5.1: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.5.1.0 Graph: 4.5.1.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.5.1.1 Graph: 4.5.1.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.5.1.2 Graph: 4.5.1.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.5.1.3 Graph: 4.5.1.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.5.1.4 Graph: 4.5.1.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts in Nestle found out through the unstructured interviews and through questionnaire with the directors the managers of NESTLE Peshawar are as follows: The first thing which found, was the lack of training given to the employees, managers said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time managers said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, manager said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management (directors) interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the managers the directors on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation salary decisions then, there may be conflicts, and these must be taken by the top management (directors). The manager of NESTLE also raised the point of communications problem. They believe that every information must be communicated from their tables. If in any case any employee bypasses the manger, there may be a conflict between them. Manager also said that there is no need of any employee who bypasses the manager to access to the top management (directors). Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The managers presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the managers Some of them had a bit different views. Director held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. Director said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. One of the director also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the anger from the employees due to Ethnic affiliations to some dresses. Directors were strongly in favor of Coordinator, they said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.0: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, taking samples (convenience) analysis of the data gathered. Some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top (Directors), middle (Managers) lower management (Employees) were totally contrary with each other. For this purpose structured questionnaires (covering both open ended and close ended questions) and unstructured interviews were conducted. That made the deductions possible by comparing the verbal and non verbal responses, rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to KHYBER PUKHTUNKHWA are very low tempered. Their frequency of jobs switching is higher than others. It proves that they cannot work in teams and work with an arrogant manager. To conclude, who should be held responsible for conflicts, the manager is the key person who channels the communication whether upward or down ward. 5.1: RECOMMENDATIONS The current thinking should be for the maximum utilization of the companys resources and to push the power and decision making authority down the hierarchy of the organization. This can create more power and flexibility within the company as a whole. Good leaders should not have any problem in delegating power and responsibility. Disagreement with the supervisor should be encouraged as long as it leads to productive results. It is critical for the manager to get diverse work force to work well together and respect their differences. Diversity should be encouraged because it can help the organization in future to adapt to the changing global market. All problems can be prevented from happening and/or rectified, if the middle management (Manager) of the company justifies its position. Middle management plays an anchor role. Manager should be able to deal with all the employees who have different cultural backgrounds, personalities priorities. Hiring experienced and matured managers and providing them training could help the case. On job training of the employees. Open house discussions should be there at least one a month. While assigning the groups to the employees for tasks, it must be assured that all the groups are properly matched. REFERENCE B R Siwal, S 1995, Conflict Resolution Strategies, last viewed date 16 dec, 2010, http://www.scribd.com/doc/19166679/Conflict-Resolution Jacob.Bervich, S 1997, Conflict and Conflict Management in Organizations, last viewed date 12 dec, 2010, .http://docs.google.com/viewer?a=vHYPERLINK http://doc

Gilead: A Credible Society Essay -- Essays Papers

Gilead: A Credible Society In Margaret Atwood's novel The Handmaid's Tale, a society whose purposes are functional and practical roles is depicted. In Atwood's eyes, a society like Gilead's was perfectly credible, and in many ways I agree with her. The purpose of writing about such a radical society is not for one to panic into thinking that this could happen any time, nor is it for one to completely discard the idea. Instead, it's purpose is solely to warn us of the dangers already present in our own society, such as the uncontrollable violence that is going on, apparent on crimes, wars, racism, etc. Offred, the narrator, tells us about a society which came into existence in the early 80's as a direct consequence of overlooking the many problems in its previous society. Before the first steps were being taken to actually destroy the society that few knew was already on the edge of becoming anarchical, there was foreshadowing of what would happen right beneath the eyes of everyone. Riots were going on all the time, people were vanishing, and later women lost their jobs and their money. All these things happened without people's objections, because they were simply ignoring it, possibly hoping that it could not get worst. As Offred later describes how they faced up to those problems, "We lived, as usual, by ignoring. Ignoring isn't the same as ignorance, you have to work at it" (74). This quote described what people did when they were fearsome of something, which they had already permitted to become the usual, bothered them. Ignoring what one fears makes that thing seem nor mal, and usually one becomes less afraid of things as they become normal. However, if things are ignored to an extreme and one does not care to draw the line, things can get out of hand when it is already too late. Offred regrets having been like the rest of the society that was banished, because looking back, what was happening then was in fact foreshadowing the future, Nothing changes instantaneously: in a gradually heating bathtub you'd be boiled to death before you knew it. There were stories in the newspapers, of course, corpses in ditches or the woods, bludgeoned to death or mutilated, . . . The newspaper stories were like dreams to us, bad dreams dreamt by others . . . they were awful without being believable. . . . they had a dimension that was no... ...illions of Americans crying out. Nor would it be possible that someone kill the president by simply entering his house. The problem is that these differences mean little when there are also many similarities. The purpose Atwood saw in her book is to warn us of our own dangers, not to compare them to a fictitious story and keep ignoring things. As I said before, I do not think we will ever have such an awful transformation in our lives, but I do not think something similar is impossible to occur. Because we are all being blind, like the other society was blind, and we ignore things like violence, we are building ourselves a path with no solid foundations. If we continue doing so, the tendency is for this path to fall apart. Even if this actually happened, it does not necessarily mean that we would have to give in to losing what is ours by all rights. Nevertheless, if we fall in a trend where everything is so casual that we ignore what is going on, something else could hap pen where we could forget to draw the limit and make it stop, as the society preceding Gilead did. WORKS CITED Atwood, Margaret. The Handmaid's Tale. 28th ed. New York: Ballantine Books, 1991. Gilead: A Credible Society Essay -- Essays Papers Gilead: A Credible Society In Margaret Atwood's novel The Handmaid's Tale, a society whose purposes are functional and practical roles is depicted. In Atwood's eyes, a society like Gilead's was perfectly credible, and in many ways I agree with her. The purpose of writing about such a radical society is not for one to panic into thinking that this could happen any time, nor is it for one to completely discard the idea. Instead, it's purpose is solely to warn us of the dangers already present in our own society, such as the uncontrollable violence that is going on, apparent on crimes, wars, racism, etc. Offred, the narrator, tells us about a society which came into existence in the early 80's as a direct consequence of overlooking the many problems in its previous society. Before the first steps were being taken to actually destroy the society that few knew was already on the edge of becoming anarchical, there was foreshadowing of what would happen right beneath the eyes of everyone. Riots were going on all the time, people were vanishing, and later women lost their jobs and their money. All these things happened without people's objections, because they were simply ignoring it, possibly hoping that it could not get worst. As Offred later describes how they faced up to those problems, "We lived, as usual, by ignoring. Ignoring isn't the same as ignorance, you have to work at it" (74). This quote described what people did when they were fearsome of something, which they had already permitted to become the usual, bothered them. Ignoring what one fears makes that thing seem nor mal, and usually one becomes less afraid of things as they become normal. However, if things are ignored to an extreme and one does not care to draw the line, things can get out of hand when it is already too late. Offred regrets having been like the rest of the society that was banished, because looking back, what was happening then was in fact foreshadowing the future, Nothing changes instantaneously: in a gradually heating bathtub you'd be boiled to death before you knew it. There were stories in the newspapers, of course, corpses in ditches or the woods, bludgeoned to death or mutilated, . . . The newspaper stories were like dreams to us, bad dreams dreamt by others . . . they were awful without being believable. . . . they had a dimension that was no... ...illions of Americans crying out. Nor would it be possible that someone kill the president by simply entering his house. The problem is that these differences mean little when there are also many similarities. The purpose Atwood saw in her book is to warn us of our own dangers, not to compare them to a fictitious story and keep ignoring things. As I said before, I do not think we will ever have such an awful transformation in our lives, but I do not think something similar is impossible to occur. Because we are all being blind, like the other society was blind, and we ignore things like violence, we are building ourselves a path with no solid foundations. If we continue doing so, the tendency is for this path to fall apart. Even if this actually happened, it does not necessarily mean that we would have to give in to losing what is ours by all rights. Nevertheless, if we fall in a trend where everything is so casual that we ignore what is going on, something else could hap pen where we could forget to draw the limit and make it stop, as the society preceding Gilead did. WORKS CITED Atwood, Margaret. The Handmaid's Tale. 28th ed. New York: Ballantine Books, 1991.

Invisble Man :: essays research papers

Invisible Man – Part II by Ralph Ellison Before being expelled Dr. Beldsoe tries to make a deal with the narrator. He says â€Å"if you can get a well paying job in New York, you can come back to the college†(pg. 101). The narrator agrees to this, and Dr. Bledsoe gives him several letters of recommendation and sends him on his way. When the narrator gets to New York, the son of Mr. Emerson, one of the people Dr. Bledsoe wrote a letter to, tries to tell the narrator about the tyranny that he is being exploited by. But the narrator refuses to listen until he is shown the letter that Dr. Bledsoe wrote. He discovers that all the letters of recommendation are phony and that Dr. Bledsoe never actually intended for him to be able to re-enroll in the college. This realization finally causes the narrator to become at least partially disillusioned. Because of this, he decides to forget about the college and takes a job at a paint factory. At the paint factory he begins working as an assistant to Lucius Brockway, an old black man that works the machines in the basement. Brockway explains to the narrator that it is the people who work the machines, and not the machines themselves that are responsible for the success of the company. He tells him, "We the machines inside the machine." The narrator, however, fails to grasp the broader meaning of this quote. Afterwards, Brockway tells the narrator that a union has been trying to get the employee’s higher wages and that if that happened the paint factory could go under. When Brockway discovers that the narrator went to a union meeting, he attacks the narrator. While they are fighting, the machinery goes haywire and when the narrator tries to fix it, it explodes, knocking him unconscious. The narrator wakes up in the factory hospital. At first he thinks they are going to help him-that they are going to try and relieve his pain and suffering. But again, this i s only a naive illusion. Instead, he becomes a guinea pig for experimental electroshock therapy. The electroshock therapy causes him to forget who he is. This is symbolic of how his continual exploitation has been robbing him of identity. After he recovers from the amnesia and leaves the hospital, he realizes that he is no longer afraid of important men since he no longer expects anything from them.

Adolf Hitler Essay example -- Nazi Hitler Biography Biographies Essays

Adolf Hitler One of the most prominent names in the history of the world is Adolf Hitler. Adolf Hitler’s impact on the twentieth century is much more than any other man. Whether this impact is considered good or not, it does not matter. Hitler’s influence on the world, although not a good one, is unquestionable. Many leaders have had inspirations of ruling the world, but few of those leaders have had the strength or power to even attempt world domination. But Hitler was one of those few, his ability to lead a group into a fight for immoral purposes, and total control over Germany led to his dominance. Hitler’s promise to Germany to bring the country back to a major power status lured the country into his rule. Germany had visions of power and greatness, and Hitler was the leader who was going to accomplish that for them. So with power in mind, Germany followed Hitler’s lead, which led to the annihilation and almost extinction of the Jews in Europe. We have all heard the horror stories of the concentration camps, and the events that were a part of World War Two. It is sad to say, but only a man who had great intelligence and leadership qualities could lead such a battle. No man before Hitler reig ned in so much power, and no man after him has even come close. Although his actions were not justified, Hitler became the most dominant man in the world. Adolf Hitler was born on April 20, 1889 in the Austrian town of Braunau. He was the fourth child of Alois Schickelgruber and Klara Hitler. Two of his siblings died from diphtheria when they were children, and one died shortly after his birth. Hitler’s father was a customs official, illegitimate by birth, which was described by his housemaid as a "very strict but comfortable" man. When Hitler was a child, his mother gave him love and affection. When Adolf was three years old, the family moved to Passau, along the Inn River on the German side of the border. A brother, Edmond, was born two years later. The family moved once more in 1895 to the farm community of Hafeld, 30 miles southwest of Linz. Another sister, Paula, was born in 1896, the sixth of the family, supplemented by a half brother and half sister from one of his fat her's two previous marriages. Following another family move, Adolf lived for six months across from a large Benedictine monastery. The monastery's coat of arms' most salient feature was ... ... to be inevitably lost and with his followers having doubts, Hitler killed himself on April 30, 1945 (Duffy 115-120). We can all agree that Hitler’s master plan was corrupt. And that it is to the world’s benefit that Hitler was not able to accomplish his master plan. But we must also notice that Hitler is a man who had a great amount of power, and came as close as anyone to dominating the world. Although his beliefs and actions are defiantly corrupt, Hitler’s effect on the world is enormous. Hitler fought for the German culture that he loved, and influenced the Germans into fighting with him. His motive for fighting was not justified, but he proved he was man who had to be dealt with. His impact on the world is arguably more than that of any other single man. Although his impact did not improve the world, Hitler can still be considered the most dominant man in the history of the world. Bibliography 1. Davidson, Eugene. The Unmaking of Adolf Hiltler. Missouri: University of Missouri Press, 1996. 2. Duffy, James. Target Hitler. Connecticut: Greenwood Publishing Group Inc., 1992. 3. Simpson, William. Hitler and Germany. New York: Cambridge University Press, 1991.. Adolf Hitler Essay example -- Nazi Hitler Biography Biographies Essays Adolf Hitler One of the most prominent names in the history of the world is Adolf Hitler. Adolf Hitler’s impact on the twentieth century is much more than any other man. Whether this impact is considered good or not, it does not matter. Hitler’s influence on the world, although not a good one, is unquestionable. Many leaders have had inspirations of ruling the world, but few of those leaders have had the strength or power to even attempt world domination. But Hitler was one of those few, his ability to lead a group into a fight for immoral purposes, and total control over Germany led to his dominance. Hitler’s promise to Germany to bring the country back to a major power status lured the country into his rule. Germany had visions of power and greatness, and Hitler was the leader who was going to accomplish that for them. So with power in mind, Germany followed Hitler’s lead, which led to the annihilation and almost extinction of the Jews in Europe. We have all heard the horror stories of the concentration camps, and the events that were a part of World War Two. It is sad to say, but only a man who had great intelligence and leadership qualities could lead such a battle. No man before Hitler reig ned in so much power, and no man after him has even come close. Although his actions were not justified, Hitler became the most dominant man in the world. Adolf Hitler was born on April 20, 1889 in the Austrian town of Braunau. He was the fourth child of Alois Schickelgruber and Klara Hitler. Two of his siblings died from diphtheria when they were children, and one died shortly after his birth. Hitler’s father was a customs official, illegitimate by birth, which was described by his housemaid as a "very strict but comfortable" man. When Hitler was a child, his mother gave him love and affection. When Adolf was three years old, the family moved to Passau, along the Inn River on the German side of the border. A brother, Edmond, was born two years later. The family moved once more in 1895 to the farm community of Hafeld, 30 miles southwest of Linz. Another sister, Paula, was born in 1896, the sixth of the family, supplemented by a half brother and half sister from one of his fat her's two previous marriages. Following another family move, Adolf lived for six months across from a large Benedictine monastery. The monastery's coat of arms' most salient feature was ... ... to be inevitably lost and with his followers having doubts, Hitler killed himself on April 30, 1945 (Duffy 115-120). We can all agree that Hitler’s master plan was corrupt. And that it is to the world’s benefit that Hitler was not able to accomplish his master plan. But we must also notice that Hitler is a man who had a great amount of power, and came as close as anyone to dominating the world. Although his beliefs and actions are defiantly corrupt, Hitler’s effect on the world is enormous. Hitler fought for the German culture that he loved, and influenced the Germans into fighting with him. His motive for fighting was not justified, but he proved he was man who had to be dealt with. His impact on the world is arguably more than that of any other single man. Although his impact did not improve the world, Hitler can still be considered the most dominant man in the history of the world. Bibliography 1. Davidson, Eugene. The Unmaking of Adolf Hiltler. Missouri: University of Missouri Press, 1996. 2. Duffy, James. Target Hitler. Connecticut: Greenwood Publishing Group Inc., 1992. 3. Simpson, William. Hitler and Germany. New York: Cambridge University Press, 1991..

Program Improvement Opportunities

Program Evaluation Opportunities Locating program strengths and weaknesses are areas in which a system of collective information about a programs activities, characteristics, and outcomes provides opportunity for program improvements. An evaluation process raises questions such as is the program planned to meet the desired goals, for example, meeting the needs of the target population if any inclusive to the program. Monitoring the program and raising questions regarding the progress of program implementation and the consequences of the program not being implemented as intended. Assessing the impact of a program, for example, goal effectiveness, valuable lessons, and unanticipated effects adhere to providing opportunities for program improvements. Program evaluations can improve a program by eliminating flaws in which cause weaknesses such as, inadequate staff training. Program evaluations can assist program managers in refining and improving their program with a description of how the program is functioning. Program evaluations are especially informative in reference to funder perspectives from collective information regarding program costs, cost effectiveness, and future costs. In conclusion, in order for any to program to be successful there are many types of evaluations and processes any director has to go through in order for the program to be successful within any community. The funders will raise questions if the funding organization feels certain questions are not answered. These questions can include how the director of the program plans on addressing the targeted populations’ constant need for services and if the director plans on upgrading any of the programs services it has already been providing to the surrounding community and the targeted population. By doing this any and all programs can be very successful throughout the entire existence of the program or organization. References Yuen, F. & Terao, K. (2003). Practical grant writing & program evaluation. Pacific Grove, CA: Brooks/Cole—Thomson Learning.

A chiropractic office Essay

A chiropractic office lost all of its computer data, and I was hired for the amount of time that it would take me to type up all of their hard copies into their new computer system. It took me a total of two weeks to type up a three-foot stack of papers. The skills required were mainly typing and editing skills, and sometimes I had to be able to read the doctor’s handwriting. I felt that no further motivation was necessary regarding skill level, since I am a quick, accurate typist and I enjoyed learning about various alternative health remedies as I went along. I completed the entire stack of papers by myself, and I found the solitary work to be relaxing and enjoyable. I felt that my job was, indeed, meaningful since many of the papers were standard legal forms or alternative health information or recipes for kidney stones or other ailments. At any given point in time, I was either directly assisting the chiropractic office or the patients thereof. Since I was a friend of the chiropractor and a trusted member of the staff, I was given full autonomy to complete my assignment on my time, at my discretion and on my schedule. That motivated me to do a stellar job in a short amount of time. Afterward, everyone was impressed by the quality of work I did, but especially the short amount of time in which I did it. I felt satisfied and like I accomplished something worthwhile and in an efficient manner. Â  I will use this same chiropractic office as my next example. An example of strategic planning is when the chiropractor refers the patient to their next appointment, telling them what needs to be checked up on or corrected next time. In this manner, he is not leaving it up to the patient to decide, but recommending a timeframe for when they should return. In this manner, for as long as the patient needs his help, he is providing himself continuing clientele. An example of functional-level planning is when he hired me to type up his paperwork or hired a receptionist to take care of patient evaluation and scheduling of appointments. In this manner, he is allowing himself to give the patients his full, undivided attention which will heal them faster, and allocating other work responsibilities to other people. In this way, he remains organized and punctual. The differences in decision making between the chiropractor and, say, his receptionist is drastic. If the receptionist were to determine when a patient was finished with treatment, a patient could be over-treated or under-treated and lose a lot of money, which would be spread by word-of-mouth and cost the business lots of money. And if the chiropractor made it his responsibility to take care of the tax reports, he would spend hours away from his treatment table, when he could be taking walk-ins or checking the status of a patient’s healing.