Should central banks be independent Essay Example | Topics and Well Written Essays - 1000 words

Should central banks be independent - Essay Example They all have different origins hence the difference in the roles and functions that they are expected to play. While some of them were established as a special purpose upon which the government banks were brought up to bring about order in the way that bank notes are issued, others were developed to act as sources of funding for the governments (Downes & Vaez-Zadeh 92). There are other central banks that started off as large commercial banks that dominated and subsequently were able to boost the economy by offering the monopoly rights to provide bank notes. Most of the central banks started their operation during the 20th century as central banks that held the public policy agencies to conduct the functions related to central banking. However, the bundles of functions associated with the central bank have always differed in a substantial way from one country to the other. In this paper the main functions and roles of the central banks will be analyzed and an evaluation performed o w hether the central banks should be made independent (Touffut 52). The key functions of the central bank revolve around the fact that the central bank is an agency that is expected to perform the conducts of monetary policy and provide the means through which it can be settled. In the past, they functioned as the government’s bankers, the monopoly of issuing notes, the banker’s bank, the last resort lender, controller and regulator of credit and the maintenance of external stability (Goodhart xiii). The most important function of the central bank has been linked to the role of financial stability. However, it is considered as the objective that extends or goes beyond the objectives of functions, which contribute towards financial stability. Nonetheless, it is still applicable in many countries where for example in China, it is the role of the People’s bank to ensure that financial risks are mitigated with the effort to provide financial stability

Laboratory Report on Properties of Carboxylic acids

Laboratory Report on Properties of Carboxylic acids Ramona Mae S. Rajaratnam Abstract: This report presents the different properties of carboxylic acids including solubility, acidity of some carboxylic acids, difference in strength of carboxylic acids compared to phenols, action of oxidizing agent on the carboxylic group and the neutralization equivalent of carboxylic acids. Carboxylic acids like acetic acid, butyric acid, oleic acid, succinic acid, stearic acid and benzoic acid were each mixed with water to test their solubility. The same acids were each mixed with 10% sodium bicarbonate to test their acid strength. The typical pKa values of carboxylic acids, phenols, HCO3 and CO32- were used to compare the acid strength of carboxylic acids with phenols and to judge whether both Na2CO3 and NaHCO3 can be used to successfully separate phenols from carboxylic acids. Carboxylic acids like acetic acid, formic acid, lactic acid, succinic acid and oxalic acid were each mixed with 0.5% KMnO4 to look at the action of KMnO4, an oxidizing agent, on the carboxylic acid group. Thi s report also focuses on the finding the neutralization equivalent to determine the unknown molar mass of a carboxylic acid. An accurately weighed sample of an unknown carboxylic acid was dissolved, heated and titrated with a previously standardized NaOH solution to find the neutralization equivalent and ultimately, the molar mass of the unknown carboxylic acid. Introduction: This experiment focuses on the different properties of carboxylic acids. The experiment aims to compare the solubility of acetic acid and stearic acid in water and to describe the relationship between molecular weight and solubility of carboxylic acids in water. The experiment also intends to infer the relative acidities of carboxylic acids and phenols based on the relative differences of their reaction with NaHCO3 and explain how NaHCO3 can be used to separate a mixture containing a water-insoluble carboxylic acid and a water insoluble phenol. The experiment also aims to identify reducing acids and the functional groups responsible for their reduction potential. The experiment also intends to describe a physical property such as physical state, color, odor or solubility that can differentiate succinic acid and oxalic acid, acetic acid and lactic acid, acetic acid and formic acid, benzoic acid and stearic acid and acetic acid and butyric acid. And lastly, the experiment looks into th e determination of the neutralization equivalent and molar mass of an unknown mono- and dicarboxylic acid. Experimental Details: The following apparatus were used in the experiment: Vials Vial rack Micro spatula Dropper Test Tubes Test Tube Rack Weighing boat 50 mL Buret Iron stand Buret clamp Erlen Meyer flasks Funnel Corks Graduated Cylinder Bunsen burner Wire gauze Test tube brush Vial brush Safety goggles The following materials were used in the experiment: Distilled water Acetic acid Butyric acid Oleic acid Stearic acid Succinic acid Benzoic acid Formic acid Lactic acid Oxalic acid 10% NaHCO3 0.5% KMnO4 0.09413 M NaOH Bromthymol blue indicator unknown carboxylic acid (at least 0.2 g) The following procedures were carried out in the experiment: a. Solubility in Water. The solubility of carboxylic acids in water was tested by mixing water with the following acids: acetic, butyric, oleic, stearic, succinic and benzoic. Three drops of the liquid or one micro spatula of the solid acid were added to 2 mL of water. The qualitative results obtained with the solubilities listed for the compounds were checked in a chemical handbook. The data were tabulated. b. Reaction with 10% Sodium Bicarbonate. The solubility test of the same acids was repeated with 10% sodium bicarbonate solution. Three drops of the liquid or one micro spatula of the solid acid were added with 2 mL of 10% sodium bicarbonate solution. The evidence for reaction when water soluble acetic acid and succinic acid when added to reagent was noted. The typical pKa values of carboxylic acids, phenols, HCO3 and CO32- were compared. c. Action of an Oxidizing Agent on the Carboxylic Acid Group. Five drops of acetic acid were added to three to five drops of 0.5 KMnO4 in a vial. The test was repeated with the following acids: formic, lactic, oxalic and succinic. d. Neutralization Equivalent of Carboxylic Acids. A 0.2 g sample of unknown carboxylic acid was weighed accurately to four significant figures. The acid was dissolved in 50 mL water or ethanol. The mixture was heated to dissolve completely the compound. The solution was titrated with a previously standardized NaOH solution. A bromthymol blue indicator was used. The neutralization equivalent and molar mass of the unknown carboxylic acid were calculated. Results and Discussion: Carboxylic acids are organic compounds containing a carboxy group (COOH). The carbon atom of a carboxy group is surrounded by three groups, making it sp2 hybridized and trigonal planar, with bond angles of approximately 120Ã ¢-Â ¦. Figure 1: Carboxylic Acid structure Carboxylic acids exhibit dipole-dipole interactions because of their polar C-O bond and O-H bond. They also exhibit intermolecular hydrogen bonding because they possess a hydrogen atom bonded to an electronegative oxygen atom. Carboxylic acids are one of the most polar organic compounds. Most carboxylic acids exist as cyclic dimmers, held together by two hydrogen bonds. Figure 2: Carboxylic acid dimer Acetic acid is soluble in water. Carboxylic acids with less than 5 carbons in their alkyl group are soluble in water. The carbon skeleton is not too large for the OH group to solubilize by hydrogen bonding. The hydrophilic nature of the carboxylic group dominates than the hydrophobic nature. This is the reason why acetic acid and butyric acid are soluble in water. Figure 3: Acetic acid and butyric acid On the other hand, oleic acid and stearic acid are insoluble in water. Both have long, bulky carbon chains exceeding the five carbon limit. The OH group cannot solubilize the carbon skeleton via hydrogen bonding. Its hydrophobic character dominates than its hydrophilic nature. Figure 4: Oleic acid Figure 5: Stearic acid A good solvent for stearic acid would be organic solvents like ether, chloroform and carbon tetrachloride. Figure 6: Solvents for stearic acid Benzoic acid is insoluble in water because the benzene ring is too bulky and large, and because of its stability, the OH group cannot solubilize it using hydrogen bonding. Figure 7: Benzoic acid Succinic acid contains two COOH groups because it is a dicarboxylic acid. This tells us that there is an increase in the hydrogen bonding capacity which makes it slightly soluble only because the carbon chain exceeds the five carbon chain limit and its hydrophobic character also shows. Figure 8: Succinic acid Carboxylic acids readily react with Bronsted Lowry bases to form carboxylate ions which are done through deprotonation. Figure 9: Carboxylic acids react with sodium carbonate In the experiment, sodium bicarbonate was used to deprotonate the carboxylic acid. This was a simple neutralization reaction forming a carboxylate salt, carbon dioxide and water. Acetic acid, butyric acid, succinic acid and benzoic acid react with the sodium bicarbonate. Succinic acid undergoes two deprotonation steps because it contains two COOH groups. An acid can be deprotonated by a base that has a conjugate acid with a higher pKa. The pKa values of acetic acid, butyric acid, benzoic acid and succinic acid are all ~5, thus bases that have conjugate acids with pKa values higher than 5 are strong enough to deprotonate them. Oleic acid and stearic acid have pKa values of 9.85 and 10.15 respectively. These pKa values are higher than the conjugate acid of the base (NaOH) which is H2CO3. This tells us that sodium bicarbonate is not strong enough to deprotonate both carboxylic acids. Stronger bases are needed to deprotonate them such as NaOH which has a conjugate acid with a pKa of 15.7. Figure 10: Dissociation and pKa values of carboxylic acids When comparing the pKa values of carboxylic acids and phenols, phenols always have a higher pKa value which tells us that phenols are weaker acids than carboxylic acids. Figure 11: pKa values of phenol and carboxylic acid Carboxylic acids and phenols are both acidic. Looking into the Arrhenius definition of an acid, both when dissolved in water, increases the H+ concentration. Also looking at the Bronsted-Lowry definition of an acid, acids are proton donors. Figure 12: Bronsted Lowry definition of an acid Aside from these two famous definitions of an acid, we must also look into the stability of the conjugate base. A rule states that anything that stabilizes a conjugate base makes the starting reagent acidic. When we talk about phenols, its conjugate base which is the phenoxide is resonance stabilized. It has five resonance structures which disperse the negative charge to three carbons and one oxygen atom. This makes phenols more acidic than alcohols which cannot stabilize its conjugate base via resonance. When we compare phenols with carboxylic acids, carboxylic acids are stronger compared to phenols. For carboxylic acids, their conjugate base which is the carboxylate ion is a lot more stable because they contain two oxygen atoms that delocalize the negative charge. As an effect, carboxylic acids are stronger acids than phenols which is evident in their pKa values. Looking at the pKa values of phenols and carboxylic acids, we could conclude that NaHCO3 can be used to separate a water insoluble carboxylic acid and a water insoluble phenol considering that this insoluble carboxylic acid does not exceed the pKa value of HCO3 (when protonated H2CO3 which is the conjugate acid) which is 6.4. Sodium bicarbonate can successfully separate a water insoluble phenol and a water insoluble carboxylic acid because typical pKa values for phenol which is 10 exceeds 6.4. The NaHCO3, therefore, is not strong enough to deprotonate the phenol but is strong enough to deprotonate the carboxylic acid. It will most likely form two layers: an organic layer with the phenol and an aqueous layer with the water and carboxylate ion which are products of the reaction of the carboxylic acid with the base. Sodium carbonate is not effective in separating a mixture containing a water insoluble carboxylic acid and a water insoluble phenol. The pKa of CO32- (when protonated becomes HCO3) is close to 10. This tells us that Na2CO3 reacts with some of the phenol and ofcourse with the carboxylic acid. Thus, no complete separation between the two occurs. Figure 13: Sodium bicarbonate and sodium carbonate Some carboxylic acids undergo oxidation. These are called reducing acids. In the experiment, lactic acid, formic acid and oxalic acid are all oxidized to carbon dioxide and water with the presence of a brown precipitate which is the reduced KMnO4. Acetic acid and Succinic acid are both non-reducing acids because they do not oxidize in the presence of a strong oxidizing agent, KMnO4. Lactic acid is oxidized into pyruvic acid because it contains an oxidizable group which is OH. Figure 14: Oxidation of lactic acid Formic acid is oxidized to carbon dioxide and water. Figure 15: Oxidation of formic acid Oxalic acid also oxidizes into carbon dioxide and water. Figure 16: Oxidation of oxalic acid The neutralization equivalent of an acid is mathematically defined as: Neutralization equivalent (NE) = To determine the molar mass: Molar mass = (X) x neutralization equivalent *Where X is the number of COOH groups The molar mass of an unknown carboxylic sample could be determined by computing its neutralization equivalent. Finding the neutralization equivalent requires titrating the solution of unknown carboxylic acid with a previously standardized solution of NaOH. The exact molarity of the NaOH was found to be 0.09413 M. Two trials were carried out in this section of the experiment. The solid form of the unknown carboxylic acid was water soluble. Weighing of sample: Titration: Computations: Trial 1: Volume of NaOH used = Final buret reading – Initial buret reading = 33.80 mL – 0.50 mL = 33.30 mL Neutralization equivalent (NE) = = = 66.36 g/mol Molar mass = 2 x (66.36 g/mol) = 132.72 g/mol Trial 2: Volume of NaOH used = Final buret reading – Initial buret reading = 32.50 mL -0.30 mL = 32.20 mL Neutralization equivalent (NE) = = = 66.35 mL Molar mass = 2 x (66.35 g/mol) = 132.70 g/mol Average molar mass = = 132.71 g/mol This molar mass was determined to be 95% near the true molar mass of the unknown carboxylic acid. Calculations for determining identity of unknown: = 139. 69 139.69 – 132.71 = 6.98 (error) For MM1 = 132.71 +6.98 = 139.69 MM2 = 132.71 – 6.98 = 125.73 For the 1st probable molar mass: 139.69 – 90.02 (2 X molar mass of COOH) = 49.67 CnH2n = 49.67 (12.01)n + (1.00)2n = 49.67 14.01 n = 49.67 n= 3.5/4 For the 2nd probable molar mass: 125.73 – 90.02 (2 X molar mass of COOH) = 35.71 CnH2n = 35.71 (12.01)n + (1.00)2n = 35.71 14.01n = 35.71 n= 2.5/3 Possible identities for the carboxylic acid include Glutaric acid, Glutaconic acid and Adipic acid. Conclusion: Therefore, the solubility of different carboxylic acids can be rationalized from the structure of the carboxylic acid itself. Acetic acid and butyric acid are soluble since their OH groups are able to solubilize their alkyl chain which does not exceed five carbons. Oleic acid and stearic acid are insoluble in water because their alkyl chain exceeds 5 carbons and the OH group cannot solubilize the long, bulky alkyl chain. A good solvent for stearic acid would be organic solvents like ether, chloroform and carbon tetrachloride. Benzoic acid is insoluble in water because the benzene ring, due to its stability, cannot be solubilized by the OH group. Succinic acid on the other hand, is soluble in water due to greater capacity of hydrogen bonding because it has two OH groups. Carboxylic acids also react with sodium carbonate through deprotonation. Only acetic acid, succinic acid, benzoic acid and butyric acid give a reaction because these acids have a lower pKa value than the conjugate aci d of the base which is NaHCO3. Oleic acid and Stearic acid do not react with NaHCO3 because they have higher pKa values than the conjugate acid of the base. This tells us that sodium bicarbonate is not strong enough to deprotonate both carboxylic acids. The rule here is: an acid can be deprotonated by a base that has a conjugate acid with a higher pKa. By looking at the pKa values, phenols are weaker acids than carboxylic acids. Phenols are resonance stabilized by carboxylic acids is more stable because they have conjugate bases with two oxygen atoms which delocalize the negative charge. NaHCO3 can be used to separate a mixture containing a water insoluble carboxylic acid and a water insoluble phenol because phenols do not react with this because it has a higher pKa than its conjugate acid. Na2CO3 is not effective because both phenols and carboxylic acids react, therefore, no separation occurs. Some carboxylic acids react with KMnO4 and are oxidized. Examples are lactic acid which i s oxidized to pyruvic acid and formic acid and oxalic acids which are oxidized to carbon dioxide and water. Non-reducing acids include acetic acid and succinic acid. And for the last part of the experiment, the molar mass of an unknown carboxylic acid may be determined by identifying how many COOH groups are present and by computing its neutralization equivalent. Neutralization equivalent (NE) = Molar mass = (X) x neutralization equivalent Supporting information: In determining the molar mass or formula for an unknown carboxylic acid, it may be possible to have an unsaturated compound. If the molecular formula is given, plug in the numbers into this formula: DoU= C= number of carbons N= number of nitrogens X= number of halogens (F, Cl, Br, I) H= number of hydrogens References: Organic Chemistry by John McMurry Organic Chemistry by Janice Smith http://chemwiki.ucdavis.edu/Organic_Chemistry/Hydrocarbons/Alkenes/Properties_of_Alkenes/Degree_of_Unsaturation Wikiperdia.org www.studymode.com

The Law of God and the Laws of the Cities in Philo of Alexandria :: Philosophy Philosophical Papers

The Law of God and the Laws of the Cities in Philo of Alexandria ABSTRACT: I evaluate the position of philosophy within Philo’s theory of education as well as its relation to encyclical studies and to the highest forms of knowledge. According to Philo, true knowledge is knowledge of the law of God. Such is the role of philosophy. There exists a strong relation among the various fields of study reflecting the order that exists in all spheres of reality. Order and harmony are the same in an individual, in a state, and in the cosmos. Order and harmony reflects the law set down by God, who is both creator and foundation of such an order. The study of higher truth and the attempt to reach wisdom enlightens secular knowledge and behavior as well. The question is not merely one of maintaining political order; it is, rather, one of adhering to the order established by God. Such order is not open to discussion or alteration. My aim is to study the position of philosophy within Philo's theory of education, its relation to encyclical studies and to the highest forms of knowledge. As true knowledge is the knowing of the law of God and all the studies should aim to transmit and explain it, philosophy gets its role within this view point. There is a strong relation among the various fields of study, as one and the same the order is in all the different spheres of reality. Order and harmony in an individual and in a state are the same as in the cosmos; they are the order and the harmony of the law set down by God, who is both creator and foundation of such order. So, one and the same the law is for an individual, for a state, for the cosmos.(1) Thus the study of higher truths and the attempt to reach wisdom enlightens also secular knowledge and behaviours. There is no difference between unbalance within a city and within a soul; the first relies on the second and the transgression of the Law consists in abandoning the observance of divine word. It isn't only a question of knowing how to maintain a situation established by rulers or by individuals ethically engaged, but also of following an order and a law which come from God, which, as such, are not discussable and alterable. However, many peoples in the world don't relate to divine law.

Norman Foster

Norman Foster  Ã‚  Norman Foster is a major contributor to twentieth century architecture both in the westernworld and further afield. After starting his studies in architecture over 50 years ago he has designeda range of buildings (and bridges) and continues to produce outstanding designs today. Aswell asexploring Foster's career this essay will focus primarily on two of Foster's buildings, Creek VeanHouse in Cornwall and the Willis Building in Ipswich (originally the Willis Faber and DumasHeadquarters).Born in Manchester on 1 June 1935 to working class parents, Foster was a bright studentwho after attending a private school and a grammar school was pressurised to leave early in order toearn a living. It wasn't until 1956 after working in a bakery, a city treasurer's office, a factory,selling furniture, spending time in the Royal Air Force on national service and studying commerciallaw that he finally started his studies in architecture.Graduating from Manchester university school of architecture and city planning in 1961, Foster won the Henry fellowship to study at Yaleuniversity where he obtained his master's degree and also met Richard Rogers, another Britisharchitect whom he became good friends with. In 1963 Rogers and Foster along with their  respective wives Su and Wendy formed ‘Team 4', a practice known for its high-tech designs and thegroup behind Creek Vean House. In 1967 Team 4 ended and Foster and Wendy set up Foster  Associates (now Foster and Partners).Between 1968 and 1983 Foster collaborated on a number of  Ã‚  projects including the Samuel Beckett Theatre project with Richard Buckminster Fuller whohappened to be one of his idols. Foster called him a â€Å"lone voice,† whose work with geodesicsdemonstrated how building form could be both economical and ecological. Orientation and  building form became, for Foster, touchstones in his design of ecological architecture. – Michael J. Crosbie, ArchitectureWeek.Foster Asso ciates has produced many well known works such as theSainsbury Centre in Norwich, the Hongkong and Shanghai bank, the Millau Viaduct in France, theBritish Museum Great Court in London and the Swiss Re tower in London to name but a few. Over  History and Theory of Architecture the years Foster Associates has achieved more than 190 awards and won over 50 competitions for  its work, in 1990 Foster was Knighted and in 1999 he was honoured with a life peerage giving himthe title Lord Foster Of Thames Bank, in the same year he became the 21 st Pritzker ArchitecturePrize laureate.Creak Vean house was the first work of group Team 4, built in 1964, it was commissioned  by Marcus Brumwell as a home for himself and his wife who were the parents of Su Rogers. Although Foster has concentrated more on buildings for the workplace, houses which showsimilarities to Creek Vean are the Jaffe house and Murray Mews which were also designed by Team4, these buildings are orientated to make the most of their views and have large slanting glass walls,similar to the glass walk way and large glass walls in Creek Vean. The Willis Faber ; Dumas Headquarters in Ipswich was built from 1971-1975 as aworkplace for around 1300 employees.Foster has mostly designed buildings for the workplaceand is very good at designing space for employees to enjoy their surroundings. The three storey  building is surrounded by a glass facade, similar to that in some of his later buildings such as HearstTower in New York City, the Swiss Re Headquarters in London, the HSBC UK Headquarters inLondon and City Hall in London. The facade also has a curved appearance, with no hard edges or  corners, similar to the Swiss Re and City Hall buildings, the American Air Museum and the newWillis Headquarters in London.Inside the Willis Faber and Dumas Headquarters escalators lead upthrough the central atrium, in Foster's Hongkong and Shanghai bank he uses a similar approach buton a larger scale with a ten storey at rium and the escalators leading up to the main banking hall. The  Ipswich building established a couple of themes that Foster returned to in project after project: howthe building meets the ground in an accommodating way; how light, views, and the interior  environment can be adjusted and modified; and how to introduce green space into an urbanenvironment such as an office building. ArchitectureWeek Creek Vean House is positioned overlooking the Fal estuary in Cornwall on a steepriverbank. The house is made up of two separate blocks at different angles to each other linkedtogether by a long glass-roofed corridor which was used as a gallery. One of the blocks is one storeyhigh and contains the bedrooms and studio and the other block is two storeys high and contains theliving room and dining room, the ground floor ooms are cut back into the hillside and the onestorey block's roof is covered in vegetation, this gives the impression the house is carved into thelandscape. All the mai n rooms have large sliding doors off the main corridor and are angled so thatthey have the best views possible out over the estuary, this results in the rooms being fan shapedwith very angular corners. The house is constructed of exposed concrete blocks and reinforcedconcrete slabs, the floors are slate. Outside the building, winding steps lead down the slope fromthe access road above the house.They step down through the building over the corridor that linksthe two blocks (the corridor has a solid roof at this point), emphasising the split in the two parts of  the building and continue down through the garden to a boat house on the shore below. The Willis Faber ; Dumas Headquarters is situated in Ipswich. unlike many office buildingsit is only three storeys high and is spread out to fit in with the shape of the surrounding streets, withthe curved glass facade showing reflections of the surrounding buildings. On entering the buildingthere is a central atrium with escalators leading right up to the rooftop restaurant.Overlooking theatrium are the different storeys with open plan office space, the layout of the office space and factthat it is so open plan gives the workplace a very communal feel. †¦ orientation is direct:you alwaysknow where you are, one can move freely, the sun penetrates everywhere and there are only a fewvisual barriers. – Norman Foster. The building was also built with a rooftop garden and aswimming pool for the employees to use in their lunch breaks but the swimming pool has since  been covered with a glass floor.Around the time Creek Vean was built (1964) James Sterling had just built the Leicester  University engineering building (1963). There are similarities between their work, both use a lot of  History and Theory of Architecture glass and non standard geometry for walls however where Foster's house tries to blend in with thesurrounding area the University building is very bold and brutal. Another house built around thesame period is Hanselmann House in Indiana, 1967 by Michael Graves. This house is verymodernist with lots of open spaces and like Creek Vean it uses steps as a link to the house.VannaVenturi House was built between 1962-1964 by Robert Venturi. Unlike Creek Vean which blends inwith its environment Venturi's house really tries to make a statement. Around the time the Willis Faber and Dumas Headquarters was built (1971-1975),The Creek Vean House shows similarities to Frank Lloyd Wright's building's, particularlyFallingwater built from 1935-1937. Wright designed the house around the surroundings, similar toFoster and so it appears that the house is almost growing out of the rock beneath it. In both housessteps are used as a passageway from the house down to the water. History and Theory of Architecture

Vietnam Challenges in Development

â€Å"What are the major obstacles in your country’s development to achieve long-term and sustainable growth and in addressing such obstacles what public policies need to be put in place, particularly in relation to national technology and innovation capability? † Vietnam’s reform process named Doi Moi (Renovation) since 1986 witnessed success of market-oriented changes. Not only has Vietnam been one of the world’s fastest growing economies (averaging over 7 per cent p. a. GDP growth), it has made great strides towards eliminating poverty, achieved national food security and become a major exporter of agricultural commodities.However, the process of shifting from agricultural dominance to industrial dominance has also created number of negatives effects for the country that public policies should be put in place to address. Three main obstacles, which Vietnam has to face up with, are those issues of growth, society and environment: Firstly, the countryâ₠¬â„¢s economic growth primarily is factor-based and quantity-based while knowledge-based development accounts for minimal proportion. The growth made by input capitals (foreign investment, natural resources) makes the results do not deserve with investment.IMF experts make a comparison of Vietnam case with Thailand and Philippine in the past 2 decades, when two country experienced same position as Vietnam currently, 30-40% total revenue of the nation created 12% growth rate, while Vietnam’s investment up to 60% of total revenue but growth rate is only 6-7%/year. It’s the time to pay attention on economic effectiveness rather than just targets setting. Secondly, economic growth in short time has lead to series of social issues.Inequality and the gap between rich and poor, rural and urban, plains and mountainous areas has been widened not only in terms of income but also living standards and chances. The rapid growth of urban economy and industry has not been linked harm oniously with rural economy and society. While many new jobs continue to withdraw young labors from the rural, they also worsen the unbalance of rural family life, gender and age. More jobs are created but unsecured, life in industrial zone or city suburban with rental house, low-income and manual job can not secure a future.The rest of people stay with agriculture, however, the growth of and is being contracted, constraining the application of hi-technologies; farming syste agricultural production (so far mainly relying on in labor and natural resources – intensive investment) has no longer enjoyed favorable conditions. Agricultural land is scattered m is still based on habitant and qualitative; products are low competitiveness. Thirdly, environment is damaged seriously. Pollution is increasing, urban and industry waste is poured to the rural. Some natural resources are over exploited for exports purpose without planning.Fossil fuel is the main source for the economy, techno logy to create alternative energy is slowly applied. In addition, the happening of epidemic, climate changes is becoming complex. Long term policy to adapt with climate change is still in the beginning stage of formulation while the country have to struggle with day to day disasters. In order to addressing those obstacles, new strategic orientation should be identified; main approaches of public policy in the new period are as follows: Distribute equally the growth results.Remove all barriers and create favorable conditions for the development of resource markets in the rural (labor, land, capital and science and technology) so that the market mechanism and internal capacity of rural people can be mobilized to regulate effectively all available resources; mobilize abundant rural labor resource, urban savings, and international capital to upgrade rural infrastructure and develop rural services and crafts (including industry and non-agriculture activities in the rural); move the urban and industry to rural areas, export and take rural labors to the urban.Focus investment on education to improve the human resource capability through appropriate vocational training policy; develop health care system in the rural, especially in difficult and poor areas; stimulate economic sectors to provide services in the urban and favorable areas; gradually, narrow the gaps of service quality between the rural and the urban. Stimulate all economic sectors to participate in the development and application of science and technology to create higher quality products.The State should concentrate its investment in science and technology applied for public services in agriculture, extension, in difficult and poor areas Identify clearly necessary criteria and areas for economic-environment balance; ensure the sustainable social and environmental development; actively make harmoniously economic, social and environmental planningIn conclusion, entering new development phase, Vietnamâ€⠄¢s development course requires new policy solutions to change investment direction into knowledge-base, mobilize hidden resources, create motivation for a large number of people to achieve a long-term and sustainable growth in which national technology and innovation capability enhancement play an crucial role.

Free Essays on WalMart Stores Inc

Wal-Mart Stores, Inc. Wal-Mart Stores, Inc. is the world’s largest retailer, with $256.3 billion in sales in the fiscal year ended Jan. 31, 2004, 1.6 million associates worldwide, and more than 3,600 facilities in the U.S. and 1,570 units elsewhere. It is estimated that more than 138 million customers per week visit Wal-Mart stores worldwide. Wal-Mart has four retail divisions – Wal-Mart Supercenters, Discount Stores, Neighborhood Markets, and SAM’S CLUB warehouses. Each of these is guided by a passion for customer satisfaction and â€Å"Every Day Low Prices.† Sam Walton, the founder of Wal-Mart, opened his first Wal-Mart in Rogers, Arkansas in 1962. In recent years, Wal-Mart has been named â€Å"Retailer of the Century† by Discount Store News and has topped the FORTUNE 500 list. (www.walmartfacts.com) Sam Walton’s basic beliefs were simple: â€Å"Give people high value, low prices and a warm welcome.† Walton built a culture based on one principle: make the customer number one and four basic beliefs: excellence in the workplace, respect for the individual, customer service, and â€Å"everyday low pricing.† Wal-Mart built its own warehouses so it could buy in bulk and have room to store the merchandise, then built stores in areas around the distribution points which cut the company’s costs and gave it more control over operations. Wal-mart lead the way with the development of their â€Å"hub-and-spoke† distribution system as more and more stores were opened. This allowed Wal-Mart to re-stock its stores quickly and kept the amount of unproductive store space to an absolute minimum which in turn resulted in higher sales per square foot and rapid inventory turnover (www.walmartstores.com). As 2003 came to a close, Wal-mart faced some major challenges; some of them being, an unstable business environment, weak economic growth, and nervous consumers. All of which lead to minimal growth opportunities. European retailers wer... Free Essays on WalMart Stores Inc Free Essays on WalMart Stores Inc Wal-Mart Stores, Inc. Wal-Mart Stores, Inc. is the world’s largest retailer, with $256.3 billion in sales in the fiscal year ended Jan. 31, 2004, 1.6 million associates worldwide, and more than 3,600 facilities in the U.S. and 1,570 units elsewhere. It is estimated that more than 138 million customers per week visit Wal-Mart stores worldwide. Wal-Mart has four retail divisions – Wal-Mart Supercenters, Discount Stores, Neighborhood Markets, and SAM’S CLUB warehouses. Each of these is guided by a passion for customer satisfaction and â€Å"Every Day Low Prices.† Sam Walton, the founder of Wal-Mart, opened his first Wal-Mart in Rogers, Arkansas in 1962. In recent years, Wal-Mart has been named â€Å"Retailer of the Century† by Discount Store News and has topped the FORTUNE 500 list. (www.walmartfacts.com) Sam Walton’s basic beliefs were simple: â€Å"Give people high value, low prices and a warm welcome.† Walton built a culture based on one principle: make the customer number one and four basic beliefs: excellence in the workplace, respect for the individual, customer service, and â€Å"everyday low pricing.† Wal-Mart built its own warehouses so it could buy in bulk and have room to store the merchandise, then built stores in areas around the distribution points which cut the company’s costs and gave it more control over operations. Wal-mart lead the way with the development of their â€Å"hub-and-spoke† distribution system as more and more stores were opened. This allowed Wal-Mart to re-stock its stores quickly and kept the amount of unproductive store space to an absolute minimum which in turn resulted in higher sales per square foot and rapid inventory turnover (www.walmartstores.com). As 2003 came to a close, Wal-mart faced some major challenges; some of them being, an unstable business environment, weak economic growth, and nervous consumers. All of which lead to minimal growth opportunities. European retailers wer...

Essay Sample on Barrack Obama Voting for the President

Essay Sample on Barrack Obama Voting for the President Can Barrack Obama be the next President of the USA? Barrack Obama is a Junior United States Senator from Illinois, and a running candidate for the Democratic Partys nomination for the 2008 Presidential elections against Hilary Clinton, ex-First wife of Ex-President Bill Clinton. Obama already broke boundaries as the fifth and current African-American serving in the US Senate. He graduated from Columbia University and Harvard Law School. However, Obamas blackness was put in question because of his inheritance. His father came from Kenya and his mother is white American. This was put into question every time talks about America being ready for a Black president emerge. As with the pros and cons, Obamas political agendas are not any different from Clintons platform. It’s just that he is Black and male, and Clinton is white and female. Both are banking on their weakness points (Black and Female) to arouse vote sympathies and to prove that one can go beyond his or her weakness point to serve the great country of America, if he or s he would be elected President. Obama being black however rouses more questions instead of sympathies for him. Recent polls showed Clinton being 40 points higher than him. However, when it comes to black polls, Obama leads Clinton with a sweeping 24 points, but this is in the Black community. Nonetheless, a survey among Black citizens whether America is ready for a Black President showed that most of them dont believe that this is the time for it; or that they would live long enough to witness it. If Black citizens have this mindset, what more the White citizens? Part of Obamas problem with black voters is that he is viewed by whites as the first black candidate with a legitimate shot at the White House. When white America has embraced a candidate as they have with Barrack Obama there is a certain amount of distrust that goes with this among a number of African Americans, Wilson said (cnn.com). The only advantage that can be seen once Obama wins Presidential election is having an educated man with an educated list of priorities and programs that if dealt with and completed thoroughly, United States would perhaps be still the greatest nation in the world. The drawback however, is the unprepared ness, still, of most Americans, as well as abroad in dealing with a Black President. There might be an issue of bias leaning towards the favor of Blacks and Whites may see it as threat (hopefully not leading for Civil War II). Nonetheless, in terms of readiness, America is ready, actually, but to exercise clearly that readiness through voting might still be impossible. Yes, they are open but somehow theres this secret power that keeps them from making their â€Å"open-mindedness† known through voting Obama for President. So we have seen the gradual maturing of an America which now accepts that Blacks can do more than play sports and entertain them. The reality is thateven though Blacks in positions of influence owe their success to the Thurgood Marshalls, Martin Luther Kings, Fannie Lou Hamers and Jesse Jacksonsthis success is not the alternative to civil rights activism. It is the result of civil rights activism, then and now. This does not mean racism no longer exists, and it certainly does not mean that all America will embrace a Black commander in chief. But it does mean that the climate is set for an active strategic minority to mobilize the majority to victory (Sharpton, 2007).

Phrasal Verbs

Phrasal Verbs Phrasal Verbs Phrasal Verbs By Jacquelyn Landis A phrasal verb is one that’s followed by an adverb or a preposition, and together they behave as a semantic unit. (The adverb or preposition following the verb is called a particle.) A phrasal verb functions the same way as a simple verb, but its meaning is idiomatic: The numbers don’t add up. That’s an offer he can’t turn down. Call off the wedding. Phrasal verbs are among the most difficult concepts for ESL students to grasp; the particle changes the verb in a way that’s entirely colloquial. Some phrasal verbs are separable: their particles can be separated from the verb and a noun inserted. Others cannot be separated. Separable: She added up the numbers. She added the numbers up. Inseparable: We have enough to fall back on. He broke into the conversation. Some are both separable and inseparable, depending on their meaning. Separable: She threw the ball up. Inseparable: She was so nauseated, she felt like throwing up. One of the biggest difficulties with phrasal verbs is that there’s no guideline for which ones are separable and which are not. Native English speakers grow up incorporating phrasal verbs into their daily conversation and know how to form them intuitively. Unfortunately, non-native speakers must rely solely on memorization. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:Yours faithfully or Yours sincerely?Precedent vs. Precedence10 Tips to Improve Your Writing Skills

WK1_Public Leadership Paper Essay Example | Topics and Well Written Essays - 750 words

WK1_Public Leadership Paper - Essay Example Adopting better management principles by public leaders forms crucial part of establishing efficient public institutions. The public sector needs to engage in good governance that embraces acceptable ethics. Discipline within the public sector should begin with the top cadre dropping down. As a result, there exists efficient integration of human resources. Public servants, in the lower cadre models what happens at the top. The approach may involve centralized or decentralized leadership. However, whether leadership embraces a centralized or decentralized approach, good governance is essential. In this respect, public leaders should instill the necessary principles and values that promote prudent governance within the society (Birney et al., 2010). Further, public leadership entails working towards facilitating sustainable development. The leadership features in the public sector require, a demonstration of commitment regarding the advocacy for development policies. The role of the pu blic sector involves ensuring its citizens access a sustainable development and future. In this sense, good governance is important in not compromising the livelihood of citizens. In addition, public leadership entails resources reaching all citizens of a nation. This includes dealing with issues such as bureaucracy that impedes on better management of public institutions, and delay in service delivery to citizens. ... Public leadership does not involve polarizing the population for personal gains, but helping the population to embrace a sustainable future. (Birney et al., 2010). The leadership in the public sector concentrates on ensuring citizens gets proper health care, housing facilities, education, security and appropriate infrastructure. Public leadership also entails creating employment and investment opportunities for the citizens. Public leaders are in office purposely to aid the improvement of its citizen’s living standards. To promote favorable environment for development, safety of citizens is crucial. Where there is a proper established public leadership, the establishment can improve on institution necessary to promote civility within a country or nation. Leadership in the public sector means readiness to work for all regardless of other circumstances known or unknown. Public leaders act as an example to the rest of the citizens. The key responsibility required among leaders in volves service delivery to the population. In this regard, public leadership requires a discard of malpractices such as corruption, nepotism and high handedness. Governing ethics within the public sector is vital in setting up principles that promotes good governance. This entails maintaining a high level of integrity, required to safeguard the public interest. Good governance requires a benchmark to measure the values of public leaders. This ensures that those in public office specifically work for the betterment of the entire population and not personal gains. Most countries across the globe fail because of poor governance by not vetted public leaders. In general terms, public leadership entails upholding high level of

Research Based Argument - The Necessity of Capital Punishment Essay

Research Based Argument - The Necessity of Capital Punishment - Essay Example The stunning revelation in the article is that in the State of California, the annual legal costs related to capital punishment are estimated at $184 million. Also, it is claimed that by replacing death penalty with life sentences, this amount can be brought down to just $ 11.5 million. Admittedly, this claim Fagan makes seems attractive only to some hardcore do-gooders. People with a sane mind will easily identify that the lives of the citizens in a country cannot be put into jeopardy for economic benefits. It can be admitted that capital punishment invites extensive legal jargons in the forms of appeals and reviews. However, one has to remember the fact that this delay and higher expenditure only shows the ineffectiveness of our legal system; not the ineffectiveness of capital punishment. So, it is evidently irrational to set serial killers free to save the money spent on legal works. Also, as Nugent argues, locking up such insane shooters in jails for the rest of their lifetime wi ll cost taxpayers millions of dollars. One is forced to think whether it would not be a better administration of justice if the killer is executed and this millions of dollars are paid as compensation to the next of kin of the victims. Moreover, as Nugent points out, it costs only ‘a 25 cent bullet’ to eliminate the criminal in cases like the Tucson shootout. If any money more than that is spent on legal battles, it is the justice system to be blamed; not capital punishment. Also, the figures put forward by Fagan are under criticism for lack of evidence. In fact, the work ‘Death penalty and sentencing information’ by Sharp points out that life without parole (LWOP) is nearly $1.2 to $3.6 million more expensive than death penalty. Another minor argument seen in the article of Fagan is that sometimes the society seems as guilty as the culprit in certain crimes. For example, the killer of a 22 year old female is found to be mentally unstable and brain-damaged. The investigation proves that the killer had a very horrible upbringing as a child as he had his birth as an impoverished Mono tribe American Indian. Also, he was taken away from his alcoholic parents at a very early age and was molested and abused in foster homes and other institutions. As a result, he was addicted to heroin and other drugs by the time he turned 5. Thus, Fagan argues that in such cases, giving capital punishment to the criminal is unjustifiable as the culprit is not guiltier than the family and society he lives in. It is with this insight that the article says that if capital punishment is replaced with life imprisonment, â€Å"you would also run no chance of executing an innocent person† (Fagan). However, the fact is that laymen or the citizens of a country cannot bear the brunt of setting mentally deranged people free. For example, Nugent writes in The Washington Times about the Tucson shootout which killed six and wounded 13. As Fagan argues in his artic le, in this case too, the culprit was mentally deranged. As a result, he is going to spend the rest of his life in the comfort of jail eating up the tax paid by obedient citizens. As Nugent argues, â€Å"you don’t need to be an overpaid prison psychologist to determine that (the criminal is mentally deranged) no

Small Scales Industries in Developing Nations Essay

Small Scales Industries in Developing Nations - Essay Example The United States, and many other countries developed so far, have explored all channels in ensuring that their nations depends solely not on foreign goods entirely, but created many avenues for since many years have developed in all sector of the economy and thus have less dependence on other nation in terms of importing large items, but their Industries of different calibers were put into rapid development. This nation's that developed in terms of Industrialization have begun since many years through establishing Small Scales Industries, and thereafter the transformed these Industries to modern and highly advanced ones with modern innovations and technicalities. These positive approached they attached to Small Scales Industries has made their nations economically advanced indeed. Japan is yet another country which in many years back was among countries that were having Small Scales Industries. However, in recent years, the country has achieved very significantly toward the transformations of its Industrial sector from Small Scales, to developed industrialized nation. But what is the historical concept of Small Scale Industri... Why for many years Small Scale Industries in developing nations could not yield positive results What are their constraints Why Small Scale Industries in developing nations instead of having being increasing in numbers but always reducing in numbers as a result of closures Who is to blame, the government of these countries, experts, or elites How the problems facing Small Scale Industries in developing nations can be solved And how can these Industries be transformed to developed ones These and other questions will be answered in this research. Methodology: This will include a collection of theories, concepts and ideas on how the Small Scale Industries are established in developing nations, with compares with those in developed nations. These include scholarly written in books, articles, journals and many other related field which can bring out the authentic facts on the subject matter. Most of the research materials will be found in search machine, where books, journals, interviews, articles and features can also be found. ABOUT SMALL SCALE INDUSTRY IN DEVELOPING NATION Definition: (Sarbajeet K. Sen) "A small-scale industry has been defined as those units that have investment in plant and machinery of up to" (Sarbajeet K. Sen) "Under the medium-scale sector would enable the Government and other authorities to work out definite plans for funding and promoting the industries falling under the category and nurturing them to grow into stronger and larger entities in the long run". "Developing Country Entrepreneurs need small scale industries to drive their development. The USA, the greatest industrial nation in the world, began its development with horse power, water power and low tech equipment, often made within the

Do the right thing Movie Review Example | Topics and Well Written Essays - 1000 words

Do the right thing - Movie Review Example This provides a petition to Sal as a kin man (Ebert, 1989). Right from the begin Sal is depicted as a hard working, kind, and dedicated individual (Ebert, 1989). Just the reality that he owns his own commerce in this bumpy and harsh epoch shows that he is a tidy, competent, and enthusiastic man. Later in the film we learn that Sal did in actuality build his pizzeria by himself from the floor up. The verity that Sal gets to split his creation and solid work with his sons crafts it all the extra unique to him (Ebert, 1989). After Sal has ended his pre-opening arrangements, Sal's Pizzeria is open for the daylight hours. Shortly after this, the major character of the movie, Mookie, comes promenaded into the bistro (Ebert, 1989). Mookie facility is as the liberation man for Sal in this film. Mookie accurately delivers pizza, yes, but he as well acts as an intermediary between the two ethnicities (Ebert, 1989). Sal relies on Mookie not merely to get the pizzas transported, but to as well a s to keep his associate black folks pleased with Sal so they will approach and support his bistro. I think that this shows an extremely appealing elevation of Sal (Ebert, 1989). It for the predominantly part trade in him off as a chauvinistic (Ebert, 1989). On one, allot, he can put on a happy visage and make the acquaintance of all the black populace as they crust their hard earned cash out to him for his pizza, whereas on the other dispense, he turns into an extremist, hating the majority of black people and discussing behind their back even as they are not approximately (Ebert, 1989). Now I say most black populace because Sal appears to have this father-son bond departing on amid him and Mookie where Sal is the white dad and Mookie the black lad who in the conclusion finally mutineers like all siblings do at some instance in their life (Ebert, 1989). In addition, Sal appears to have various kind of liking or love for Mookie's sister, Jade (Ebert, 1989). Whilst she comes in the pi zza parlor Sal persist to be made some remarkable wedges of pizza (Ebert, 1989). He then plunges what he is doing to go take a seat and stopover with her. This may prompt one to inquire them if Sal is a chauvinistic then why does Sal own a bistro in the hub of black vicinity (Ebert, 1989). Well as Sal explains to Pino early on the movie it is solely commerce. Sal recognizes that he is not competent to compete with the massive restaurant manacles, so he must journey to someone else's lawn to formulate a go of it (Ebert, 1989). A scary, conventional idea voiced more and again in the movie is that everyone is safest in their "own" vicinity and that it is most excellent if we stay put with the populace like ourselves (Ebert, 1989). Now this does not appear to grasp true for Sal and his pizzeria at foremost (Ebert, 1989). Just gaze at the particulars, he has been in this vicinity for not less than 15 to 20 years with no tribulations that we are made conscious about (Ebert, 1989). Percept ibly he must be creating a profit or he would have closed days ago. The way I observe it is that the major predicament with Sal this time is that he is not in the commerce for the love of it any longer, he is in it for the money (Ebert, 1989). Subsequent to all of these days while making pizza he has misplaced some of the blaze that always got him living (Ebert, 1989). I would be eager to stake that when Sal first unlocked up his pizza cooperative he was ostensibly friendly to all the populace, including the black populace, which came into his

Racism and discrimination Research Paper Example | Topics and Well Written Essays - 250 words

Racism and discrimination - Research Paper Example It also highlights racism at schools in Canada and in larger society against members of various ethnic groups. It may sound surprising but the fact is that racism is taught in school in the form history. A teacher in who teaches in a school where the kids belong to the blacks highlights that she teaches the history of the white to the black children. Automatically it generates hatred among the whites and the blacks, which eventually leads to discrimination on the bases of color. Hence, the teacher highlights that the she herself dose not incorporate the elements of discrimination rather it is the textbooks that lead the teachers to the arena where discrimination and racism automatically seeps, in to the teachings in the classroom (Dei, 2011). The data available showed that the bullying on the bases of ethnic groups particularly aboriginal Canadians is significantly visible in schools (Dei, 2011). These cases showed that racism includes bullying along with physical abuse and name calling in schools. Other minority groups such as Muslims also face certain level of racism and stereotyping in Canada (Haque, 2010) Mehta, D. (2012, December 11). Aboriginal Canadians face racism, stereotyping in urban health care: report. Retrieved February 12, 2013, from CTV News:

Critical Analysis for Managers Essay Example | Topics and Well Written Essays - 1500 words

Critical Analysis for Managers - Essay Example Disneyland is the first theme park in the world which was built under direct supervision and guidance of Walt Disney. Disneyland Park proclaims to be the â€Å"happiest place on earth.† As this theme park witness largest cumulative visitors attendance as compared to any other amusement parks in the world, it is evident that operations and maintenance of the park is delegated in the hands of a large number of managers who are directly or indirectly responsible for the grand success of the theme park since 1955 (King, 1981). The paper will explore the prevailing distinction in cultural and systems in Disneyland and effect of globalization into the organizational patter and mechanism of employees as the key consideration of analysis. Organizational culture is a significant aspect that aims to standardize values, norms and practices within an organization whereas the objective of organizational system is to ensure smooth functioning of all the operations of the organization. According to Alvesson (2012), organizational systems are more inclined towards strategy implementations and successful coordination among managers for executing such strategies. Cameron and Quinn (2011) have identified that in this era of globalization, assimilation of employees from different cultural dimensions and from different race, religion, societal status and background, have been very much prominent within any organization operating in the international circumference. Therefore, it becomes necessary for all such organizations to establish a definite and distinct culture that may integrate all the employees within the organization. In contrast, research of Gupta (2000) has shown that the organizational system must be contingent in nat ure i.e. it must vary according to the prevailing business scenario and requirement. As technological progression and continuous skill development take place at a rapid speed, not much time has been

Racism and discrimination Research Paper Example | Topics and Well Written Essays - 250 words

Racism and discrimination - Research Paper Example It also highlights racism at schools in Canada and in larger society against members of various ethnic groups. It may sound surprising but the fact is that racism is taught in school in the form history. A teacher in who teaches in a school where the kids belong to the blacks highlights that she teaches the history of the white to the black children. Automatically it generates hatred among the whites and the blacks, which eventually leads to discrimination on the bases of color. Hence, the teacher highlights that the she herself dose not incorporate the elements of discrimination rather it is the textbooks that lead the teachers to the arena where discrimination and racism automatically seeps, in to the teachings in the classroom (Dei, 2011). The data available showed that the bullying on the bases of ethnic groups particularly aboriginal Canadians is significantly visible in schools (Dei, 2011). These cases showed that racism includes bullying along with physical abuse and name calling in schools. Other minority groups such as Muslims also face certain level of racism and stereotyping in Canada (Haque, 2010) Mehta, D. (2012, December 11). Aboriginal Canadians face racism, stereotyping in urban health care: report. Retrieved February 12, 2013, from CTV News:

American history Essay Example | Topics and Well Written Essays - 2000 words

American history - Essay Example Moreover, the North, the South, the Free Soilers, and the Republicans had their own ways of definitions. They differed in their views as follows: Lincoln defined liberty as the ability of a citizen to do what he wishes for himself, and whatever that is a product of his labor. This made slave trade an oppression since the person who created labor was not the same one who used it, rather a different person got the freedom to utilize it. In addition, Lincoln defined Liberty as a condition where citizens could do anything they desired with others and anything they had generated with their labor. The definition of slavery was therefore not a matter of liberty, but that of human rights. On the other hand, Stephen Douglass questioned most of Lincoln’s quotes against freedom. He disagreed with most of the phrases, arguing that America had been existing half slave and half free, several years. His view was that there was no issue about some people being at liberty while others were not ; the system should have continued. The U.S was a big country and what Liberty meant for one region was not the same as the other. Differences between the North and South view of Liberty To the North, both liberty and power resided often with the community as compared to individuals. Societies had both the liberty and the duty to rule themselves as per their own wishes to invest in their general good, and to punish or favor people whose behavior threatened or improved the rest of the community. An individual was responsible to balance personal desires and needs against entire good of the community. In return, the community was responsible for caring for the sick, educating the young, and providing for the less fortune. This support expanded every person’s liberty to live in self-respect and prosper. In contrast, the South believed that the degree of liberty that one enjoyed was a directly given by God in the social hierarchy. More authority was determined by the level of stat us one had, and thus, one with more authority had more liberty to exercise. This meant that one had more â€Å"liberties† with the rights, properties, and the lives of fellow citizens. How the Free Soilers differed with the Republicans on the meaning of liberty The Free Soil party adopted the motto, â€Å"Free Soil, Free Labor, And Free Men.† They opposed the expansion of slavery into the western regions and believed in freedom and equal rights. No party had powers to make a slave than to make a leader. The free soilers viewed that through forgetting all the past political disagreements, they could form a union of free men, to obtain liberty, and have a common goal. Liberty meant having the rights to free labor without the violence of the slave authority, and to safeguard free soil for free citizens. The Republicans had the conception that, an agent is free because he is not dominated by other agents. He is dominated only when and because others have capabilities of in terference, deliberately and on a random basis, in particular choices that he has an opportunity to make. Conclusion Although the word Liberty was used by various elites and communities to give it a different meaning, the issue at hand remained to be slavery. Lincoln’s definition was the most logical, particularly in this context. Anyone who had never read about Lincoln’s declaration of liberty would probably define it in the same way. Question 2: The meaning of the fourth of July

Recruitment and Selection in Effective Human Resources

Recruitment and Selection in Effective Human Resources The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment and selection, as a part of effective Human Resource Management is the key to achieving a competitive advantage for an organization. Nowadays, one of the most important concerns for all the business is that of people. The emphasis is on having the right people in the right place at the right time (Lanz, 1988). Seeking new employees is an essential element for each employer, not only in organisations where particular emphasis is placed on the companys human resources policy. Each employer wants to hire the most appropriate candidate for the job who not only has the right qualifications but whose personality will blend in well with the companys structure. The choice of the right people to form a team in organization is one of the most important factors leading to its success. Hence, to achieve this, a company has to pay a huge attention on the recruitment and selection process. Effective recruitment and selection procedures are vital in attracting and retaining high quality staff so every company should take them deeply into consideration. Moreover, human errors are much more expensive in comparison to such assets as land and capital, and often result in serious irreversible consequences. Here I need to add what are the goals of this dissertation I thinkà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.and what Ive included in a first chapter, secondà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ RECRUITMENT AND SELECTION Definitions of recruitment and selection Conducting business activities and competition between companies in developing international markets show, that Human Resource Management is the source of permanent competitiveness in contemporary business. This domain is not a single, simplified function, but a group of plans, systems, tools, processes and services. Each of these elements provides huge possibilities for profit, provided that one can use effective solutions in exploiting them. As the field of Human Resource Management has strongly changed in recent years, organizations were obligated to become more dynamics and complex. John Storey (2001, p.6) says that It is human capability and commitment, which in the find analysis distinguish successful organization from the rest. This sentence is essential to understand the fundamental tensions and ambiguities associated with Human Resource Management. People are non-material assets of a company and due to their importance have a strategic function. For that reason, recruitment and selection process should be permanent implicated and developed in company structures. According to Pilbeam Corbridge (2006) recruitment and selection process is based on action between applicant and job, which is dependent on stating a need by an organization, using the most appropriate recruitment and selection techniques and on reviewing, evaluating and modifying the recruitment and selection system in the light of experience. Bratton Gold (2003) defined recruitment like a process of generating a pool of capable people to apply for employment to an organization. Furthermore recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it (Mondy Noe, 1993; Crawford, 2004). During this process, efforts are made to inform the applicants fully about the selection criteria of the required competencies that will lead to effective performance, as well as career opportunities the organization can provide the employee. Whether or not a particular job vacancy will be filled by someone from within, or outside, the organization depends on the organizations human resource policies, the requirements of the job to be filled, the talent to be found and, often, the organizational politics surrounding the decision (Nankervis et al., 2002). Beardwell (1994, p.192) als o indicates that the process of recruitment has two important purposes. Firstly, recruitment should focus on both attraction and retention of the interest of applicants suitable for a given job. Secondly, it should create a positive image of the organization in the eyes of people who come in contact with it. Newell and Shackleton (2000, p.113) define recruitment as the process of attracting people who might make a contribution to the particular organization. The importance of the recruitment function is clear when one realizes that by hiring the most competent applicants the firms performance can be significantly enhanced. In the course of this stage, it is the employer who must encourage the best candidates to apply for a position in the company. Selection is the process of selecting candidates who have relevant qualifications to fill jobs in a company (Mathis, R., 1991, p. 209). For the employer it is a stage during which decisions are made on who is the most appropriate of all the job applicants. The key point of selection is how to make fair and relevant assessment, which indicates strengths and weaknesses of applicant (Boxall P., Purcell J., 2003, p.141). Conversely, the quotation by Townley (1999, p.97) defines the notion of selection in that (à ¢Ã¢â€š ¬Ã‚ ¦) by definition, it involves a process of discrimination, and the opportunity for managers to emphasize employee acceptability or the good bloke syndrome, rather than suitability residing in task-based criteria. It is a much diversified process: it may be short and simply boil down to reviewing and closely reading job application documents, and hiring a person. Or it may be a longer process also including a job interview and other techniques aimed at finding the best people. Pilbeam Cordbridge (2006) assert that good recruitment and selection is important element of the HR strategy, its forecasting requirements and a key to getting the appropriate people to attain a business goals. Moreover, recruitment and selection is a necessary element of people resourcing strategy, due to communicated policies, procedures and practices can considerably play a part in effective organizational performance, (à ¢Ã¢â€š ¬Ã‚ ¦) to good employee relations and to a positive public image (Pilbeam Corbridge, 2002). Both the activities are directed towards obtaining suitably qualified employees. Recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. Although, the two activities are closely connected, each requires a separate range of skills and expertise, and may in practice be fulfilled by different staff members. Recruitment and selection are the most important activities in an ongoing cir cle (shown in Fig.1.1) of an organisation as a whole. Figure 1. Recruitment and selection in an organization (Pilbeam Corbridge 2006, p.143) Inappropriate selection and recruitment decisions can have a range of undesirable consequences for the organization and the recruit, including: reduced organizational effectiveness, invalidate reward and development strategies, unfair for the person applying for job and higher rates of turnover. Recruitment and selection are one of the most fundamental elements of the strategy of human resources managing. A wise choice of employees plays a key role in the functioning of an organization. Framework: Recruitment Selection Recruitment and selection are works of the same system and they are so closely connected, although as Foot Hook (cited in Rayner Smith, 2005 p.121) suggest that each requires a separate range of skills and expertise, and each function may in practice be fulfilled by different staff members, or indeed the recruitment function, but not normally the selection decision, may be outsourced to an agency, so it makes sense to treat each function separately, but Pilbeam Corbridge (2006) note that they are not mutually exclusive functions. Hence is many approaches to recruitment and selection tend, however they distinguish that a system has inputs, which are the candidates, a processing unit, which consists of various methods and techniques and outputs, which are also effective employees or candidates, who go back to the labour market and are or eliminate by the recruiters or choose to exit from the process. As Figure 1.2 shows, the recruitment and selection process and techniques are influ enced by the external factors like legal framework, economic situation, social and demographic changes, competitor activity, labour market characteristics and has some sub-systems to it which are interdependent to each other, changes in one will effects the others and also the quality of output. According to Pilbeam Corbridge (2006) theory the systems approach gives an analytical skeleton and allow diffusion through the selection and recruitment sub systems, which are: attraction, reduction, selection and transition. Whereas Kochan Barocci model (cited in Beardwell, Holden Claydon, 2004) point out that organizations have life cycles, and that recruitment, selection and staffing policies vary according to an organizations perceived stage in the cycle. While Goold and Campbell conclude that human resource strategies depend on management profile, whether is it strategic planning, financial control or strategic control (ibid.). Furthermore Anderson and Shackleton (1998, p.15) notice that recruitment and selection as a system is (à ¢Ã¢â€š ¬Ã‚ ¦) comprised of a series of inter-related components. Important observation about the maxim of chronological dependency, says that it can only be as accurate as decision made in early stage to pre-screen down number of applicants. They emphasize that assessment techniques should predict and also affect on the future performance of employee. It is important here, to say that Human Resource Planning (HRP) is connection between strategic business planning and strategic Human Resource Management. This connection is the most visible in the recruitment and selection of specific numbers of employees with particular abilities, which match to companys requirements. This view made by Paul Iles (2001, p.139) shows why employees, as the most valuable assets in company, should be align to strategic business plan. Nowadays is a lot of variations in recruitment and selection practices, reflecting an organizations strategy and philosophy towards the management of people. That is why many organizations developed frameworks, which allowed them approve a variety of selection and recruitment techniques in order to identify and confess the right people (Bratton, J. Gold, J., 2003, p. 223). Figure 2. The System Approach to recruitment and selection (Pilbeam Corbridge, 2002), p. 115. Process of recruitment and selection Recruiting is an extremely complicated process consisting of many phases. Before recruiting, the company needs to proceed with planning phase. Each organization thus must consider a number of important steps in the planning phase. Firstly it should forecast human resource needs, than specifies job requirements as well as identifies and uses appropriate recruitment channels (Beaumont, P., 1994, p. 57). When planning to recruit one should also include: discussions with clients to predict future hiring needs; maintenance of a contacts network (candidates, employees, competitors); development and maintenance of a strong employee referral program; investment in recruiter training and development; cooperation with management to ensure adequate budget (American Management Association International, Aug 2006, p.10). The command to start the recruitment process comes from senior managers and should be based on a review of the situation to determine that recruitment actually exists. It means, that it should be made recognition of the needs for new human resource. To minimize the risk of wasted money, job analysis should be well done. For the first, job description should be written very carefully. A job description makes it possible for the recruiter to outline what duties, responsibilities and the reason behind the vacancy i.e. expansion, member of staff retires, and the position within th e structure of the organization (Beardwell, I., 1994, p. 195). The first step in the development of a job description is to establish the purpose and general objectives of the post, and then to analyse the requirements of the job. This process is called job analysis, and is particularly important in circumstances where you are preparing a job description for a new or significantly changed post. Job analysis helps to clarify the duties, responsibilities and other job demands. It also helps to identify the skills, abilities and experiences that someone would need to possess to be able to perform satisfactorily in the role (UCD Staff Manual, August 2005, p. II). The process of writing a job description can be very time consuming, especially if company dont provide any system for job analysis. This involves other co-worker from department in context to collect essential information about business nature and actual duties. To accurately recruit candidates, the second part of job analysis personnel specification is required (Beardwell J., 1994, p.195). Person specification is amongst one of the important factor of recruitment and selection that comes after the job analysis and job description as it relates to the person doing the job. Job analysis is the first stage of the whole recruitment and selection process and everything else is built upon it. It aims at finding out what is involved in the job that is now vacant. The effects of a mistake at this point are likely ricochet throughout all subsequent stages whereas job description involves the task and the scope of the job. The person specification profile is the people characteristics required to do the job effectively. The fact that an employer draws up a person specification demonstrates an attempt to introduce some objectivity into what can otherwise be very subjective process. Rather than relying on personal judgements about the knowledge, skills and qualities the successful candidate should possess, the emp loyer with a person specification is following much more methodical and reasoned process. The person specification can be included with the information sent to the candidates to give them more detail about the requirements. It is a good practice to design and send to candidates a form showing each requirement and how it will get assessed (Foot Hook, 2005). Two well-established systems of person specification frameworks discussed by Beardwell and Claydon (2004, p. 205) are (Roger, 1952) seven-point plan and (Munro Fraser, 1954) similar five point plan, illustrated in Table.1.1 and 1.2. It is important to be as precise as possible about the skills, knowledge, qualifications and attributes that are required for the job and about the experience and personal characteristics that are needed. It is good practice to specify what is essential or the minimum required to perform the job, as well as what is desirable. It is also necessary to think about the context of the job and the wider org anisational requirements to specify any elements of person-organisation fit that are important. Munro Fraser (1954) Impact on others: physical make up, appearance, speech, and manner Acquired qualifications: education, vocational training, work experience Innate abilities: quickness of comprehension and aptitude for learning Motivation: individual goals, consistency and determination in following them up, success rate Adjustment: emotional stability, ability to stand up to stress and ability to get on with people Table 1. Person specification framework (ACAS cited in Beardwell Claydon, 2004). Rodger (1952) Physical make-up: health, appearance, bearing and speech Attainments: education, qualification, experience General Intelligence: Intellectual capacity Special Aptitudes mechanical, manual dexterity, facility in use of words and figures Disposition: acceptability, influence over others, steadiness, dependability, self-reliance Circumstances: any special demand of the job, such as ability to work unsocial hours, travel abroad Table 2. Person specification framework (ACAS cited in Beardwell Claydon, 2004). When the process of job analysis has been completed and clearly identified, the next step in recruitment process is to attract quantity of suitable applicants with desired features. Company should consider some factors, like companys budget, level of vacancy, time and selection technique in order to choose the right way in recruitment process. Larger companies generally have a larger budget and are more able to find the best candidates for the job. Effective use of recruitment tools depends on the available budget. This due to the fact that recruiting is expensive and the more selection techniques used the higher the cost to the company, but in doing this the company has a better chance of finding the best candidate. The cost of recruitment and selection is not the only cost the company has to include in its calculation searching new candidates. The other costs the organization should take into consideration are costs of training selected candidates to undertake contributing role to the organization as well as the costs of recruiting and selecting the à ¢Ã¢â€š ¬Ã… ¾wrong person (Cornelius, N., 1999, p. 29). Every company should adapt recruitment and selection costs to its policy, capabilities and vacancy and on this basis consider if to recruit internally or externally. Furthermore the level of vacancy is another one of the factors a company should consider before choosing a specific method of recruitment and selection. The decision making process is stipulated by individual needs of a company. In order to start the process of recruitment a company should have free vacancies. In fact, managers should decide if a free capacity either proves to be a job opportunity for a potential employee or whether there is an alternative option to resolve the situation. Hence, recruitment and selection processes should not be taken, when there is another opportunity, like reassigning the task to other employees or automated task, so than human resource are no longer required. We need to notice, that the higher level of vacancy provides more sophisticated methods of recruitment (Newell, S., Shackleton V. 2001, p. 25). Another concerning question a company should frankly answer is what kind of selection technique they need to apply, i.e. the one which may facilitate effective employment. A company should frankly answer the question concerning the kind of selection technique they may need to apply, i.e. the one which may facilitate effective employment. Bratton (2003, p.227) notes that appropriate selection technique should recognize the way in which people differ and must be extended to a prediction of performance in the workplace. The twenty-first century organization of work has lost a variety of available methods which give credibility to techniques that attempt to measure peoples attitudes and overall personality. The literature on the subject of organization differentiates between many selection techniques. The basic methods like application form or curriculum vitae are rudimentary to employment interviews. This phase of recruitment process is called pre-screening candidates, which will help t o reduce the numbers of unsuitable candidates and to apply more detailed methods of assessment. After pre-screening is time for candidate assessment. An extensive range of assessment methods is currently available to the recruiter like : biodata, assessment centre, work sample, references are very useful and reliable. Nevertheless the use of interviews is still the most popular selection method in the world. Branine (2008) founds interviews to be the main part of the selection process and that there had been awareness of the danger of subjectivity in the conduct of interviews. To avoid such danger, Gabb (1997, p. 64) argued that companies often prefer an interview panel of two or sequential interviews with different people. A recent comparative study of six countries found that the interview was one of the most popular selection methods. Despite, interviews being reported very often to be subjective and unreliable. It seems that the face-to-face contact with the applicant and the po ssibility of assessing the candidates social and communication skills are the main advantages of the interview, and hence the main reason for using it. While the trio of application form, interview and references is still popular, there have been further developments in incorporating those with the use of assessment centers which has been reported to be in the increase (Branine, M., 2008). Assessment centers are described by Pilbeam Corbridge (2006, p. 157) as useful in penetrating behaviors relating to interpersonal relationships, leadership, influencing ability, sociability, competitiveness, self-motivation, tolerance, persuasiveness, and decisiveness. Assessment centers have become popular venues for the selection of candidates, the identification of their potentials and the assessment of their training and development needs. The number of multinational companies from the USA has increased, more and more large companies are using a variety of tests ranging from ability to aptitude, personality and intelligence, especially those companies who receive a large number of applications and those needing more skilled employees. But as Marchington Wilkinson (cited in Beardwell, I., Holden, L. Claydon, T., 2004) quote none of the techniques, irrespective of how well they are designed and administered, is capable of producing perfect selection decisions that predict with c ertainty who is or who is not bound to be a good performer in a particular role. Figure 1.3 shows the accuracy of selection methods. According to Beardwell et al. (2004) the enlargement in using assessment centers and selection testing like a more accurate methods, can help to improve the effectiveness of the selection process. Though, assessment centers are believed to be the most influential selection method in organizations, but still the higher percentage of the firms considering interviews to be the most important selection method. However, doubts about accuracy push employers to approve the interview formats or supplement the interview with the other selection methods such as tests or work simulation (Beardwell et al., 2004). Data about accuracy of various types of selection techniques covers large differences within each technique. It needs to be considered in that point reliability and validity, but the detailed aspects of these two key criteria, which are already mentioned, are going to be explained in the following part of this dissertation. Table1.3 The predictive accuracy of selection methods Source: Anderson and Shackleton cited in Beardwell et al. (2004, p. 216)) Selection methods concept of validity reliability Reliability and validity, as statistical concepts, are very important for selection methods. Reliability is a link to the extent to which a selection technique achieves consistency in measuring. The statistical analysis normally provides a coefficient reliability. In summary of results, the higher will be coefficient (that is, the closer it is to 1.0) the more dependable the technique (Bratton J., 2003, p.235). Figure 3 shows the validity, estimated by meta analyses, of many selection methods. Good selection methods must meet four basic requirements: practicality, sensitivity, reliability and validity (Price, A., 2000, pp. 148-149). Practicality of the selection method means that it should meet the constraints of cost and time, whereas sensitivity focuses on distinguishing one candidate from another. Reliability of the method can be considered in three aspects: test-retest reliability the duration should not have an impact on the score when doing the same tests; inter-rater reliability the same scores should be given by different interviewers; internal consistency different questions measuring the same competence should give comparable results. Equally, validity has also three aspects: face validity tests are more acceptable when candidates find relevant questions; construct validity and predictive validity how well the suitability of candidates for the position is predicted (Price A., 2000, p. 149). It is possible to make a credible selection decision when the requir ed criteria are clearly marked out. If the criteria are not made clear it will be difficult to make an appropriate decision and will also be difficult to validate the selection process (Torrington, D., 2005, p.142). According to the study of Levy-Leboyer mentioned in the Cornelius book (1999, p. 39), the validity of many selection methods is debatable and that is why they should be used with care. As the high validity the following selection methods are thought: work sample, aptitude test, assessment centre and cognitive test. Medium validity has bio data, and the low validity: references, interviews, personality tests, whereas graphology and astrology do not have any validity (Cornelius N., 1999, pp. 39-40). Moreover validity studies carried out by Taylor (1998) and referred to by Armstrong (2006) found conventional interview methods to be questionable and suggested that alternative selection methods such as biographical data, assessment centres and work tests are more accurate methods of selection. While many studies in recent years have raised concern about selection and validity, the most widely used methods remain the classic trio application form, interview, and references (Taylor 2001). Early research showed that unstructured interview did not have high validity, so as to improve its validity interview should be more structured. It means that all applicants are asked the same questions and the same dimensions are used to assess applicants. Structured interviews should potentially increase the quality of decisions made (Newell, S., 2001, p. 33). However, according to Heffcutt Arthur (1994, pp. 184-190) improving the structure of interview does not increase validity. The question remains therefore, that if these methods are among the least valid, why are they still so popular? Armstrong (2006) suggests it is the comfort factor and that recognition needs to be given to the fact that both interviewers and interviewees like them and have grown to expect them. This is also known as mentioned before face validity. He also suggests that most interviewers / organisations may not be aware of what the research suggests. When compared with other selection methods, the classic trio is relatively low-cost and provides the opportunity to have a face to face meeting. In examining selection methods, Armstrong (2006) further suggests that too much innovation in selection methods may turn prospective candidates off. While some organisations may see this as a form of de-selection, the danger is that potentially high calibre and not just the less suitable candidates may be turned off by lengthier and more drawn out selection processes; even if they are more valid. However, Cornelius argues that using different methods of selection can increase the certainty of selecting the right applicant in a fair way (1999, p. 40) Figure 3 is based on Schmidt and Hunters (1998) review and shows the validity, estimated by meta analyses, of many selection methods. Source: Schmidt, F. L., Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research .Findings. Psychological Bulletin, 124, 262-274.

Madame Bovary :: essays research papers

Madame Bovary   Ã‚  Ã‚  Ã‚  Ã‚  Emma Bovary is a victim of her own foolish disposition fueled by her need for change, her incessant waiting for excitement to enter into her life, and her romantic nature. All of these things, plus her constant wavering of one extreme to another, also contributes to her suicide in the end. Throughout this story there are many vivid examples of her foolishness.   Ã‚  Ã‚  Ã‚  Ã‚  In the beginning of the story she has a desire to change around the house, some might say it is a stroke of individuality. The action is actually the first taste that we get of her incessant need for change. With every change that she makes, she is trying to find the happiness she is longing for.   Ã‚  Ã‚  Ã‚  Ã‚  When Emma found out that she was to have a child, she was excited. Emma particularly wanted a boy, because she thought that it would come along with new and exciting experiences. Once she had the child, it was not a boy, she quickly lost all interest in the child. An example of Emma’s fluctuation of moods is after Leon left (part II, chapter 6). Once he left to deem herself form the lack of love toward her husband, she became the model wife. Emma went from constantly thinking about another man to a woman that no one would dare even thinking about accusing her of even considering adultery.   Ã‚  Ã‚  Ã‚  Ã‚   There was also another moment when she decided to go see the priest at the church (part II, chapter 7) to seek spiritual guidance. The priest, however, seems to assume that all she needs is a cup of tea and sends her on her way. Once Emma gets home, her daughter seems to want to console Emma, but Emma just pushes her away and yells at the child to leave her alone. Emma pushes her so hard that the girl falls and cuts her head. Then Emma cries and yells frantically for the servant girl. As if she actually cares for the child and pretends that the child did it herself.

Free Hamlet Essays: A Freudian Reading of Hamlet :: GCSE English Literature Coursework

A Freudian Reading of Hamlet  Ã‚  Ã‚      There are many different theories in the world today. The theory that will be discussed in the following paragraphs is the Oedipus Theory, and how it relates to Hamlet. So what are we talking about again?! What I mean is did hamlet have true romantic feelings for his mother? Well I don’t know, am I him?! No seriously this messed up guy was going through a lot, his dad died and came to him as a ghost, his mother married his uncle, his girl jumped off a bridge and his buds are back-stabbers! Come on now what would you be like after all that? Oh ya my topic is his relationship with his mother! Oops! So what is the Oedipus theory again? Well its all this crazy thinking by this cool cat guy named Freud! Wow what character! Well what this guy thought was that boys have unconscious sexual motives for our mommy’s! Ya that nice woman who blows you kisses, makes cookies, and buys your clothes. That’s right! Well before you right Freud off as a weirdo think about it! I sure did and in the following paragraphs, you will see how I get the feeling that Freud is right, (in this one) and Hamlet did have such unconscious motives for his mother.   Ã‚  Ã‚   It was Freud himself who, in an essay published in 1905, was the first to try and resolve in psychoanalytical terms the enigma offered by Hamlet’s behaviour. According to Freud, the personal crisis undergone by Hamlet awakens his repressed incestuous and parricidal desires. The disgust which the remarriage of his mother arouses in him, as well as the violent behaviour during their confrontation in the queen’s bedroom, are signs of the jealousy which he constantly experiences, even if unconsciously. The bedroom scene is one example amongst many of Hamlet’s aversion to sexuality, which he more often than not associates with vulgarity and sickness. Despite his violent reactions, he is nonetheless fundamentally incapable of acting, Freud tells us, because he cannot bring himself to avenge himself on the man who has killed his father and taken his place at the side of his mother. These are some pretty strong influences that would make a person nutty donâ €™t you think? Well how about some evidence from the text hunh? Sure no problem! The Ghost's announcement that the father's death is a great example.

Military Family

The military family experiences several challenges in their working conditions. This ranges from culture, pressure they experience from work, low pay, and poor housing conditions among others. Culture basically refers to people’s way of life. The military has been treated in the past time in a way that reflects that they live in a vacuum or space. Therefore the major challenge or crisis the military family experience is the stress they get on deployments. These people have physical and family separation when deployed in other areas. They feel that they belong to a different world where people do not exist. The military troops are also not expected to have their families with them. The frequent deployment has therefore made a lot of the military army to remain family less. They can have a family if in the real sense they would not have enough time for them.(Rhea,1998,p21). The other challenge that has been raised by the American Military Service Personnel and their families is the stressful condition in the work place since the September 11, 2001 bombing. These people face psychological risks and mental health-related problems as a result of frequent deployment rates. Life within most of the military families has been constantly changing whenever a service member is deployed to a combat zone. Most of them have been killed with majority sustaining physical wounds and a range of permanent disabilities. Some of the disabilities included traumatic brain injury and eye problems. Some of the members who were deployed in the support of the GWOT returned from the combat zone with a lot of psychological injuries. The military members also are faced to the kind life that changes in areas they are deployed. This was experienced especially those who were deployed in Iraq and Afghanistan. Majority of them found themselves dead. Could be the kind of topography in this area outweighed their experience. They did not have the appropriate survival strategies which are highly adaptive in a combat environment. This was the biggest challenge to the families of these people. The family life was seriously affected by the exposure of the combat environment making the families suffer a lot of psychological stress (Stephen, 1985, p64). A part from sustaining physical and psychological injuries, the military families also faced a number of problems as a result of frequent deployment. The living conditions where they reside is very poor and not worth for human health. These people do have families comprising of children who need special care. So in most cases a lot of health related problems do emerge among the family members of the military officers. This even makes them have a feeling of not having a family. Most of the houses they live in are just meant for survival since they are not permanent in areas they are deployed. Therefore poor housing condition is a major challenge faced by these families. The other challenge faced by the military members and their families is lack of adequate medical care given to them. Generally it is very true that these people tend to live in remote areas where the climate is not friendly. Like in Iraq and Afghanistan the place is just too dry with extreme temperatures experienced during the day and night. Since they lack proper medication most of them return home with several diseases developed. (Sonia, 1999, p34). The other challenge faced by the military members and their families is ineffective deployment timetable. Most of them complain of lacking time for their families. Therefore a suitable deployment timetable should be structured in such a way that their interests are catered for. These people are human beings just like us. Therefore they suffer from emotional stress when subjected to a lot of pressure and stress.   It is the right for these people to have a family member.   It therefore goes without a say that too much work make Jack a dull boy.   Therefore some periods like holiday should be provided to the military troops to help them have time with their families. (James, 1997, p98). Most of these military service men also complain about lack of motivation.   There was no even proper and effective compensation that was given to family members who lost their people during the war and bombing attack.   Those who were compensated were given a low pay that could not match the service offered so lack of compensation and motivation to the military officers and service men bring a lot of issues to be discussed. Several measures have been put into place to address the challenges and problems send by the Military Family Association which is a non profit organization has been formed with an objective to influence the development and implementation of polices.   The polices mainly focuses on the improvement of lives of the military family members.   The National Military Family Association was also formed with a mission of serving the families of the seven unformed services through offering education, information and advocacy.   This is basically offered by its staff who volunteers to help on military family issues. In order to address the psychological needs of the military members and their families, the American psychological Association (APA) President came up with a task force to address the issue.   The task force was given the responsibility to identify the psychological needs of military members and their families during and after deployment.   The task force was also able to develop a strategic plan for working with the military and other organizations such as NMFA in order to meet the military members’ needs.   Among the services the task force was to provide include medication to the members who reformed from the combat zone. (Barbara, 1996, p65). The department of Defense Investigation general has also come up with a program to evaluate the military Mental Health systems to address the health related issues. The American Department of Defense (DOD) has also formed military compensation as one of the tools used to attract more people and even retain the solders in their work.   Military compensation work on the principle that all service members including reserve and active ones should be treated fairly. This was a sign of motivation to the service members and their families. The US president, Bush has also come with a good policy in support of the troops.   There has been tax relief for the American military families.   The military service men have been exempted from paying some tax thus the overall tax they pay is lowered.   This is a motivation factor to make them feel loved by the people they serve.   There has also been improvement on the pay for the military officers/personnel.   The increase in pay is a way of encouraging and also motivating them to perform their duties with utmost good faith. Health care improvement has also been initiated for the families of the military personnel and service men.   This was to address the poor condition of those who returned from war with physical wounds.   The other achievement that the department of defense has made is coming up with a deployment time table to serve the interest of the service men.   Today many people are joining military because of the good condition of the work place the government has put into place. References Barbara, C. A. (1996). Family and Gender and Race; Family and Development Perspectives.   London. The Haworth Press, Inc. James, E. (1997). Fighting on Two Fronts: African, Americans and the Vietnam War. London: Barnes & Noble. Rhea, V.A. (1996). Family and Gender among American Muslims: Issues Facing Middle Eastern; London; Temple University Press. Sonia, P. (1999) Eat First – You Don’t Know What They’ll Give You; New York: Xlibris Corporation. Stephen, M. (1985). The Trauma of War: Stress and Recovery in Vietnam Veterans. New York: American Psychiatric Publishers.