Differences Between Ww1 & Ww2

Compare & Contrast Most people would agree that all wars are terrible and have great affects on everyone in its path. Some believe that all wars are the same, each war ending with deaths, casualties and destruction. Now, two very important wars, World War One and World War Two easily did just that. Both of these wars involved multiple countries to fight in it. These two wars were extremely great in size compared to most other wars. Although World War One and World War Two were both worldwide wars they are very different in a war tactics and women’s roles.World War One and World War Two were known for using major war tactics. Trench Warfare was invented by the Germans and was later discovered to be one of the worst war tactics. It was a tactic where trenches were dug underground for soldiers to live in and wait for battle. Military troops fought to break through enemy lines by attacking the suicide chargers who ran into machine gun fire. Machine guns were new in this time and w ere becoming a popular war weapon. While World War two used the tactic of Blitzkrieg which was very different approach compared to trench warfare.Blitzkrieg was a war tactic that involved suddenly and quickly attacking the enemy on land as well as in the air. Leaving the enemy blindsided by the sudden attack. Both of theses great wars also had different takes on women’s roles. In World War One women began to take on roles primarily meant for men. Such as post women, bus conductors, farming and plenty more. Women were not only taking on roles meant for men but the overall employment rate increased for even traditional women’s jobs.In this period in time, women were beginning to gain more respect for showing that they could work at various jobs. While World War Two is much like World War One when it comes to women roles, it does however have a major difference. Women during World War Two began to not only take on more jobs but they more specifically began to take part in indirect war roles. Like manufacturing ammunition for the war and working jobs like women snipers, machine gunners, tank drivers and just about everything else that was needed for the military.Despite the fact that World War One and World War Two are both world wars, they were very different in war tactics and women’s roles. From These differences show that over the years not only does time change, but also the growth of technology which can influence war tactics and the growth of the women’s movement continued to expand. It’s great to see the difference between these two great wars because they easily show the amazing changes in social and military growth. If anything World War One and World War Two are nothing alike.

Becoming a Teacher Essay

Never has it crossed my mind’s eye to become a teacher. I would choose any other field or career except it. In fact, after my high schooling, I was so undecided of what course to take, of which way to go as if I was in the crossroad Robert Frost is pertaining to in his poem, â€Å"The Road Not Taken†. I was definitely certain I never wanted to be one; I would not get myself involved with it, not even in my wildest dream! But, should I say fortunately or unfortunately, because my relatives who are educators said I must be like them, and that I should follow their steps. According to them, there was no better profession for me other than teaching. Woe to me! My life seemed to be driven by my family’s beliefs. I had to obey. I had no choice. So I had a plan. I would go against the current, regardless of my kin. They would be the ones to provide for my allowance and miscellaneous fee. I was by then a scholar, a grant my relative also worked out. At first, I was just planning to finish the first semester and then I would shift to another course but I never had the chance because they didn’t allow me to. I finished the degree with recognition though I never really liked it. For me, it’s better than not having a degree at all. After graduation, I took the examination not because of the excitement to be a â€Å"professional teacher† but because it is the expectation from all the education graduates. I was so blessed to pass it at once. I had my license but I still got no plan to teach. I was working as a cashier in a gasoline station while my classmates were already teaching as PARA teachers. Whenever they see me, they would always ask when I plan to apply for ranking. I would only smile and say â€Å"I’m waiting for the right time.† Yet, at the back of my mind, was the fear of handling the obligation. Yes, I fear the responsibility of they say the noblest profession. I’ve seen it from m y auntie. She was coming home late in the afternoon. She was staying up late at night because of lesson plan and some paper works to be done. I didn’t want to experience the same. Those were the reasons why I never wanted the course. But, I was reprimanded. That was the only time I was moved. I decided to process my application. So happy I was, because I topped the ranking and was immediately hired as a regular-permanent by the government, and I was summoned to practice my teaching craft and skills at Sotero Baluyot Elementary School. Teaching there was never easy for me. I had to travel for a couple of hours to come to school so I get home only during weekends. It was the first time I left home for days and to think that it would be for years, I felt even sadder. I did the works at my best though. I have to like it I know. I became friends to the parents and to the students and I started to love the job. There, I had a student who was visually impaired. Her classmates used to tease her â€Å"bardo† which is an Ilocano term for â€Å"duling†. Because of that, she became a true loner. She rarely participated in class discussion though I’ve seen a real potential in her. I said to myself I had to help her. I trained her to join the quiz bee. She got second place in the district level and became one of the participants in the division level. After that event, she became active in our class. Her classmates started to befriend her. Other teachers begun to notice her and became one of the best in their subjects. Pupils never tease her again. In the graduation day, she was an awardee. After the ceremony she and her mother came and thanked me. I had two more graduations when I decided to apply for transfer to my home base. Luckily, it was granted quickly. When the parents and the students knew that I would be leaving soon they approached me and asked if I could stay for some more years. Though they know that somebody was coming as my replacement, they say they would always prefer me. I was happy for their sincerity. I wanted to stay but my parents want me to be with them too. That night, was the only time I felt I AM A PROFESSIONAL TEACHER. Thoughts came back to my mind. The moments with the parents†¦The experiences with the children..happiness..struggles..Somehow I made a difference in them and I know I am a professional. Yes! I have become a mother to lonely children, a doctor to those ill, a guidance counsellor to the erring pupils and a very jolly peer but , I am a professional teacher. I shape the lives of the young and impressionable children, inculcate values in them. I practice differentiated teaching styles so that students are learning best. I setup and design classroom to get and keep learners’ attention. I control emotions in most stressful situations. I am accountable to teaching profession, to the pupils, my co-workers and the society. I have never dreamt of this path but with this responsibility comes great pride and joy because I am a teacher..a professional teacher.

Maersk Group (Maersk) Human Resource Development

Introduction My 48 hour exam project is a case study of A. P. Moller – Maersk Group (Maersk); the objective of my assignment is to elaborate on Maersk`s talent management challenge, focused on development. Furthermore I will describe the cosmos of Maersk learning and competence development and provide alternative angles of conducting in this cosmos, in accordance with my own perspective. My ontological standpoint for this exam is constructivism (Olsen & Pedersen, 2005). The reality perceived is therefore not objective but created, or constructed, by man’s interpretation.This does not signify that I will avoid handling theories that are ontological objectivistic in order to discuss and compliment the various learning and competence development challenges of Maersk; but rather discuss the objective views and theories, and its contrasts to my standpoint. Organizational Change at Maersk Maersk have developed from a very standardized, family run company with certain and spec ific ways of running things; to a worldwide organization that have had to change in order to keep up with the time and trends.The major change in Maersk way of dealing with their learning and competence development occurred in 2008; Maersk had before 2008 a very objective approach to learning which were aimed towards trainees (Case, Page 7). In 2008 the People Strategy Sessions (PSS) is created and a shift towards a more individual development process has begun. PSS is developed to identify individuals, primarily in top management positions, that have a necessity for learning and competence development. These individuals is identified via Key Performance Indicator (KPIs) Learning and Competence developmentHolt Larsen defines competence as a result of a learning process (Holt Larsen, 2010). Competence development is therefore the learning process where the Maersk employees’ know-how and skills are improved; where the employee becomes good at what is required, and not just real ly good, this is what Holt Larsen believes falls under qualifications (Holt Larsen, 2010). Competence development therefore results in the employee’s knowledge, within a specific area of expertise, growing deeper and more elaborate.This knowledge is then transferred into actions, the employees ability to use his or hers knowledge in concrete and unknown situations is therefore an indication on whether or not the employee is competent, hence; good at what is required. Holt Larsen elaborates on this by stating that an employee can be qualified to do his job, but if the attained knowledge cannot be transferred into action due to, for example; the company culture, what the employees are allowed or what the employee’s experience allow him to have the courage to do.Then the employee can be defined as incompetent, since the assignment is not completed (Holt Larsen, 2010). Holt Larsen mentions three learning barriers (company culture, rules and confidence) that affect some emp loyee’s ability to complete their assignment in tasks where their competences fall short. When an employee began his or her career in Maersk, they would possess formal competencies (Ellstrom & Kock, 2008) in the form of, for example, a high school or a college degree (Case, page 8).Maersk’s old way of providing learning and competence development to their employees can through my perspective be seen as a very universal, or objective, way of providing competence development. The standardized development programs were, in Maersk’s defence, designed for employees who did not possess competencies that exceeded the formal kind. The Maersk learning and competence development strategies that came after 2008 were also designed to include experienced individuals (Case, Page 7) who already possessed actual competencies.An example, based on the theory, of an employees’ actual competence development (Ellstrom & Kock, 2008) could be a result of; job rotation in the fo rm of assignments in various different Maersk departments. Furthermore internal evaluations, on the job training; informal learning in work and mentoring by superiors (Ellstrom & Kock, 2008) would be advisable to Maersk. The latter mentioned experiences can be seen as a way of developing the Maersk employee’s competences (Wahlgreen, 2002).Which one of the latter mentioned experiences that works best, is according to my standpoing depending on the individual employee that it is applied on; this correlates with the Maersk initiative â€Å"talent intimacy†, where the managers were encouraged to acquire the knowledge on how each of their individual employees learns best (Case, Page 10) In order to understand the terms learning and competence, one has to understand the similarities and contrasts between them. According to Hermann learning is a process were competencies is enabled. Learning is consequently he most important part of the competence development process (Hermann , 2003). In the case of talent intimacy Maersk is therefore able to archive competence development by the managers acting on behalf of Maersk, to learn about the individual employees; hence, the organization is learning. The latter correlates with Argyris & Scons theory of Organizational Learning (Argyris & Scons, 1996); the talent intimacy process encouraged the managers to act as agents (Argyris & Scons, 1996) which enabled Maersk to learn as an comprised entity, containing individuals.This can be seen as a shift away from the more objective way of evaluating and developing the employees that Maersk made use of before 2008, and is very much aligned with my standpoint. The learning is therefore facilitated vertically by means of the subjective way that Maersk observes its employees. In contrast, Maersk has developed an increased focus on KPIs when evaluating their employees. This objective way may hinder learning and the division of knowledge to spread horizontally throughout the o rganization. They KPIs of Maersk is linked to a reward system; according to Elkj? (2005) it can â€Å"hinder a productive organizational learning, if the behaviour in the organization influenced by defensive communication forms† (Elkj? r, 2005, Page 41). The managers can perceive that they have something to lose by sharing knowledge horizontally in the organization, if sharing could have a negative consequence on their own KPIs, or a positive influence on the KPIs on they co-workers/†competitors†. Elkj? r elaborates â€Å"win/loss behaviour draws attention away from finding and correcting errors. And instead moves the attention towards the individuals protection of themselves† (Elkj? r, 2005, Page 42).This problem can be worsened or alleviated by group size (Laezear & Gibbs, 2009), individual performance evaluation will have a tendency to distort the incentives of the individuals and therefore create fewer incentives for the Maersk employees to cooperate wi th their co-workers (Laezear & Gibbs, 2009). Regrettably measuring group or business unit’s performance increases the risk and decreases the controllability of the measurement. This learning process at Maersk, it seems, is either facilitated or hindered by the New HR processes; depending whether the processes subjective or objective.On the basis of this it would therefore be advisable for Maersk to use other angles, dimensions and parameters when identifying, evaluating and categorizing their employees, with the purpose of learning and competence development What should Maersk do with their high- and low performing employees? Concerning identifying, evaluating and categorizing; Since the development plans of the Maersk employees is based on evaluation and categorizing, it is relevant to look into various theory and ways of doing just that.Employees are often divided into top performers and poor performers, or A- and B employees (Naqvi, 2009). In the Case of Maersk the employe es are categorized as High Performers, Successful and Less Successful (Case, Page 6). According to Naqvi (2009) employees should not only be retained, but also nurtured for elevated responsibilities. Correspondingly, the mass of B employees should continuously be developed and trained for better performance, making optimal use if the employees competencies (Naqvi, 2009).The theory of Naqvi therefore corresponds with the process created by Maersk to analyse which leaders that underperform and therefore is in need of learning and competence development (Case, page 9 and 10). According to Stevens (2008) it is important to identify the skills that distinguish top- and poor performers from each other. By doing so it will become possible to; get an accurate job match with the right people getting the right jobs, to advance in succession planning, to provide a high level of job satisfaction and to accurately identify training- and competency development needs.The objective perspective; whe re talent is objectified as a size that can be measured, grouped and categorized, is very similar to the concept, talent management as fit tool (Schuler and Jackson, 2008).. Through this perspective talent is reduced to pieces of a puzzle, where it is up to the management to select, measure and assemble all the pieces in a manner that conform with the business strategy; subjectivity is thus ignored. I will elaborate on this concept later on.If the necessity to divide the employees of Maersk into groupings is inevitable due to; for example, the need to ease the top managements evaluations and discussions regarding the employees or to lower evaluation costs: A less simplified and general model could be utilized (appendix: 1) (Haskins and Shaffer, 2010). The 9 grid talent matrix is a more advanced, but still a straightforward way of evaluating an organizations talent pool. The horizontal axis considers the performance while the vertical axis considers the leadership potential. The 9 gr id alent matrix is an excellent method of identifying development needs amongst the employees. In addition it promotes dialog amongst the management team and consequently provide an adequate assessment, compared to if it was one person who evaluated the employee, as well as calibrating the different manager’s ratings and expectations. Both Maersk evaluation approach and the 9 grid talent matrix has the advantage that they are relatively easy to approach and rather inexpensive. The disadvantages of them is that they are very one-dimensional, in the sense that it the person being evaluated is only being evaluated by his or her superiors.A potential multidimensional evaluation approach at Maersk could be a 360 degree performance evaluation (Burton & Delong, 1998). In this approach the subject is being evaluated by both his superiors, co-workers, subordinates, costumers/suppliers and by himself. This evaluation system should consequently portray are more complex and adequate eval uation compared to the one-dimensioned evaluations. The 360 degree system essentially facilitates and creates individual development plans for the subject.Another advantage to the 360 degree evaluation is that it uncovers good performers that may not do well in the act of promoting themselves. Furthermore it uncovers individuals that might be a little too good at promoting themselves. A general disadvantage with subjective evaluations, one-dimensional as well as multidimensional, is that they suffer from grade inflation (Laezear & Gibbs, 2009); this implies that people are reluctant to give low ratings; it is therefore hard to distinguish performance and to show the best and worst performers.The disadvantage of the 360 degree evaluation is that it is time consuming and therefore the evaluations costs are higher, compared to the subjective ways of evaluating. This is arguable a fact that should be acceptable to Maersk to ignore, since the PSS evaluations only comprise of the top 120 positions in the company (Case) What seems obscure is that Maersk chooses to move away from the objective approach when it concerns competence development. But when choosing who to actually provide with learning and competence development they make use of something as objective as performance indicators.As one Maersk employee puts it; â€Å"Maersk Line is incredibly driven by objective settings and Key Performance Indicators (KPIs) and schemes that dictate behaviour† (Case, Page 7). Concerning the high performing employees at Maersk; Maersk emphasizes a great deal on performance when evaluating the individuals in the top positions of the company, but could other parameters be applied in conjunction with performance? And how should they act towards their high performing employees? It is an interesting actuality that almost all high-potential (HIPO) employees are high performers.But only approximately 29% of high performers have the potential to succeed in higher senior positio ns (Corporate Leadership Council, 2005). In correlation 47% of high performers is not HIPO`s due to shortcomings in aspiration (Corporate Leadership Council, 2005). These low performers have the highest, 44%, probability of succeeding at the next level. In comparison high performers with shortcomings in engagement consist of 48% of the high performers who are not HIPO`s, and they do only have 13% probability of succeeding at the next level.The high performers, who have shortcomings in ability, have a 0% probability of succeeding at the next level (Corporate Leadership Council, 2005). On the basis of this it would therefore be advisable for Maersk to explore the development opportunities and increase the ambition levels, amongst the high performers with short comings in aspiration. With the remaining high performers it would be advisable for Maersk to keep them motivated in their current positions.Concerning how Maersk should act regarding, improving the performance, through developm ent, amongst the employees where it is needed; Under Allen (Case) the idea for a more individualized employee training, that is applied due to low performance has been a process used by Maersk since 2008. It is a commonly expressed proposal and notion, that all companies will be able to enhance their operational and fiscal performance by developing and incorporating HRM practices with the aim of an increased performance (Kaufman, 2010).The Strategic HRM processes that are perceived as being able to increase the performance are described as high-performance work practices (HPWPS) (Kaufman, 2010). The HPWP entail various ways of increasing the employees performances as a result of providing better work conditions, by means of; introducing compensation incentives, by providing the employees with job training which will enable them in performing new ssignment, do better in their existing assignments and give the employees a greater sense of belonging at Maersk, additionally a higher lev el of job flexibility, amongst other things, should help increase the employees satisfaction, motivation and decreasing the employee turnover, thus retaining them, these aspect would all lead to a higher performance and productivity. By attempting to differentiate between the different theoretical aspects and their link between the HRM processes and the organizational performance, they are separated into three perspectives (Kaufman, 2010).Pfeffers Universalistic perspective has identified seven HRM practices that will succeed in increasing performance when implemented, in all situations, due to the fact that they are universal: employment security, selective hiring of new personnel, decentralized decision making and self-managed teams, pay-for-performance, extensive training, reduced status differentials and information sharing. The universalistic perspective can be perceived as a very objective view.The truth discovered in the factors effects are therefore according to ontological objectivity (Christensen, 2002) seen as a final, universal, absolute and concluding truth and knowledge, which cannot be distorted by the individuals subjective way of considering the findings. Via the Configurational perspective (Kaufman, 2010) the combination of the various practices and the impact of these is lesser simplified than with the universalistic perspective and would therefore enable the possibility to better grasp the angle that is required in order to archive performance enhancement amongst the employees at Maersk.The concept behind the configurational perspective is that some of the practices have a synergetic link with some of the other practices which will lead to an increased performance enhancement when combined. The practices will as a result perform better if they are equally aligned in a synergetic and parallel package, which will therefore fit horizontally. Correspondingly the practices will implement in a more optimal way if they complement and are aligned w ith Maersks business strategy in a vertical fit.The concept of fit is therefore relevant from my standpoint, as opposed to the universalistic perspective; it is meaningful in the case of Maersk to mention the proposition of the Best Fit (BF) model (Kaufman, 2010). The concept of the BF model is that the optimal practices and practice combinations vary in accordance with the unique and concrete in the specific situation. The concept of BF correlates with Allen`s and Maersk HR idea of individualized employee training the concept of talent intimacy; and consequently correlates with my standpoint. Maersk Talent management – perceived as a fit toolMaersk have through their newly developed People Strategy Session (PSS), attempted to create a process that ensures â€Å"getting the right people in the right jobs at the right time† (Case, Page 5). The talent management (TM) in Maersk can therefore be perceived as a Fit tool. According to Schuler and Jackson (2008) one of the ma in ways that international companies can archive and maintain a global competitive advantage is by effectively meeting the challenges in global TM, in core warranting that they have the right people, with the right competencies and motivation at the right time and in the right position (Schuler and Jackson, 2008).TM used as a fit tool can therefore help Maersk to archive; an optimal utilization of Maersks resources (their employees), a most advantageous productivity and a competitive advantage. According to Schuler and Jackson (2008) the concept of TM is about planning for, attaining, choosing, motivating, developing and maintaining the individuals with the right skill combinations and levels of motivation, both internally and externally, in coherence with the strategic course of the multinational organization in a vibrant and very competitive global environment (Schuler and Jackson, 2008).TM is spoken of as a part of the fit that transients throughout the entire corporation. TM ena bles the possibility to secure that the right talents are placed at the right locations – and this placement of talents should be coherent with Maersks overall strategy. In correlation with the latter mentioned, Maersk should therefore be seen as a puzzle or a jigsaw, where the objective is to get all the different pieces to fit perfectly together.In order to do so, Maersk should make use of HRM processes that can measure the talents competencies, output and abilities, and subsequently find out where they fit. In Maersk the individuals were reviewed and divided based on their performance (Case). When TM is used as a process that assures that the right employee is linked to the right job, TM can be seen as a fit-facilitator. The talent is simplified into performance and objectified as a component that has a certain and transparent internal, that can be measured and matched to a ertain job description. This assumption is only possible if one has a perspective that assumes that competences are measurable and therefore transparent; in the case of Maersk they are measured by performance. Maersk does therefore not take the intangibles or latent (Bramming, 2001) competencies into account. The latent competencies, of the individual Maersk employees, are extremely harder, more time consuming and therefore more costly to plot out. To elaborate, the intangibles (Laezear & Gibbs, 2009) are much harder to quantify.For example, the initial revenues and profit from a business unit may be high, but if the general customer satisfaction is low, it will damage the organization in the long run. A less objectivistic perspective could be that a perfect fit does not exist. No matter what position an employee is put in, he will always have shortcomings and will probably also have skills that exceeds what is required of him. The situation that demands competences that the employee does not possess will therefore drive the Maersk employee to learn (Chambers et al. , 1998) and th erefore develop his or hers competencies.If a perfect fit is avoided Maersk would therefore facilitate the employees learning and developing in their positions, and at the same time the positions would develop with the employees; thus the Maersk as an organization will learn and develop. Conclusion The optimal way of Maersk to act concerning learning & competence development is to provide it in a manner and at a time that the management and the individual employee perceives it as needed; Either in order for the employee to expand its role or performance; within its position, or when the possibility to rise to the next level occurs.It is not recommendable to provide competence development solely on the basis of unsatisfactory performance; the learning and development processes may be at a risk to be seen as a punishment, rather than a privilege and opportunity. Furthermore the increased focus on individuals KPIs will inevitably create internal competition, which will consequently hin der learning, throughout the organization.Regarding identifying, evaluating and categorizing in order to decide which high ranking employees that is in need of employee training, a more complex and adequate evaluation system is recommendable. Furthermore it should not only be the bad performers that is selected for development, through the 360 degree evaluation and dialogue a development plan should be created amongst all participants The high performing employees that do not have the ability or engagement to be a high potential, should be acknowledged for being a high performer, and encouraged and motivated to stay in their role.Concerning the high performers with lack in ambition, the development possibilities and professional reasons for lack of aspiration should be explored. Concerning increasing the performance though development amongst the employees were it is needed, it is advisable to continue to focus on the individuals reasons, the specific situation, what drives and moti vates the employee to learn and develop, and if nothing of the latter is successful, consider if the individual is the right person for Maersk.Regarding placing the right employees, in the right position at the right time; some competencies might be measurable, but some are definitely not. In order for Maersk to grow, positions should not be seen as fixed or static, of course an employee has to live up to certain qualifications in order to do the work demanded by the position. Beyond that, a slight mismatch between the employee and the position will probably lead to a growth and development of the position, as well as the employee; hence will Maersk learn and develop. ——————————————- [ 1 ]. Original text †forhindre produktiv organisatorisk l? ring, hvis adf? rd i organisationen er pr? get af defensive kommunikationsformer† [ 2 ]. Original text †En †vinde/tabe-adf ? rd† tr? kker opm? rksomheden v? k fra †at finde of rette fejl†. Og flytter den i stedet hen pa individers beskyttelse af sig selv† [ 3 ]. A survey of more than 11,000 employees at 59 global organizations

Darwin had during the Voyage of the Beagle that led to each of the Essay

Darwin had during the Voyage of the Beagle that led to each of the component parts of his Theory of Evolution (Descent with Modi - Essay Example Darwin’s inspiration came from a five-year voyage of a ship known as the Beagle, during which he was the ship’s geologist. The voyage gave him many changes to observe the distribution of both wildlife and fossils, and he eventually collected these ideas into an extensive theory of natural selection, which he published in his book, The Origin of Species . Prior to Darwin’s theory, the predominant belief was that animals and plants were as God had created them, there were no differences. If change had been observed across time then this was explained that, for example, a generic bird had given birth to a woodpecker, with no apparent reason other than the will of God. Darwin considered that this did not match what he saw during the voyage, and what he considered and theorized over the time following. Darwin’s theory of evolution consisted of four parts, each of which was supported by observations that Darwin had made during the voyage of the Beagle. Variation within Species One of the key observations that Darwin made during the voyage of the Beagle, was the wide ranging variation within members of the same species. There were almost limitless types of variation, such as beak type and size in birds, amount of hair, eye color, and number of offspring produced, ability to conceal and success at mating. Species that had wide ranges, occupied a number of variable habitat types and were common had the most variation. Likewise, species that were in larger genera had more variation than those in smaller genera. Inheritance of Traits Darwin observed that many of the traits that varied among individuals of the same species were passed from a parent to its offspring. For example, a bird with a distinct beak shape passes this on to some or all of their offspring. Not all variation was heritable; some variation was not passed on from parent to offspring, but was a result of environmental changes, such as hair color as a consequence of exposure to s unlight. This was important for Darwin’s theory of evolution, as for traits to change over time; there was a need for the ability for them to be passed from one generation to the next. High Population Growth When individuals produced offspring, they generally produced many more than would survive. Darwin observed this in a wide range of species, including both animals, bird and plant species. The effect was particularly strong in plants which often produce hundreds of offspring, but only a handful survive to maturity due to competition, predation and other externals factors. This led Darwin to predict that the presence of different traits in the individuals in the population would increase the survival of some, and decrease it in others. Struggle for Existence and Differential Survival Darwin observed that there was a constant struggle for individuals and species to survive. Species occupied areas that were not ideal to them in order to avoid competition or predation, and ind ividuals were constantly exposed to a fight to survive. This struggle was not limited to different species, but was equally strong between members of the same species. What species were struggling against, varied widely among species, for example a plant in the desert struggles to acquire enough water to survive, while plants in the tropics struggle for their offspring to acquire enough sunlight and resources due to intense inter- and intra-specific competition. It was this

International Courts and Tribunals Essay Example | Topics and Well Written Essays - 2000 words

International Courts and Tribunals - Essay Example Despite the measures left behind by British military tribunal, all international and especially Americans did not practice separate hearings for matters in which guilt has been established. Most tribunals seldom affix an obligatory final clause to their judgments appraising extenuating factors in rare cases. Therefore there is little or no standard to help courts and tribunals now that that international justice has been rejuvenated almost 50 years later with the setting up of international tribunals for the previous Yugoslavia and Rwanda. Firstly what are international tribunals, international criminal tribunals are specialized courts set up to convict individuals accused of violations standardized under international humanitarian law as committed in a particular place and time. (Albert Schweitzer, np, 1960) It is imperative to understand what the international criminal tribunal for Rwanda is. The ICTR has prominent jurisdiction to arraign people accused of genocide, human right violations and war crimes. In Rwanda particularly between January 1st and December 31st, the trial courts situated in Arusha, Tanzania, the appeals court situated inn the Hague, and the Second-in-command Prosecutor was located in Kigali, Rwanda. Till today the tribunal has handed down 22 judgments in which 28 were accused. Eleven trials are in progress, involving a grand total of 27 accused. Surprisingly these include up to eight ministers, one parliamentarian, three prefects, about eight military officers and tree burgomasters. The tribunal holds about fifteen detainees awaiting trial and about fourteen remain at large. All trials are presumed to end by 2008 and closing date set at 2010.as of 2006 about 102 countries were a part of the international criminal court, all NATO members except turkey and two members from the UN Security Council France and the United Kingdom. Although the United States has long been involved in international justice, currently USA is opposed to the ICC, although US has been kind enough not to bar UN security council vote to refer to crimes committed in Dafur to the ICC Prosecutor, officials say that US will assist if asked by the court. An important considerations is the ethical aspects of these trials, the Rome Statute incorporates the very best evolved, most ample understanding of what comprises a fair trial. In addition the Rome Statue contains every chapter process protection in the constitution of the United States of America, the death sentence is excluded. The world is greatly concerned if ICC will conduct any investigations in Iraq; this is highly unlike because of the fact that all potential crimes were committed on Iraqi territory, on which ICC does not have any jurisdiction as Iraq does not belong to the parties to the Rome Statue. All prosecutors ag reed that all allegations concerning killings and maltreatment of civilians were substantial and failed to be admissible under the Rome Statue, which require crime to be of a certain level. Prosecutors believe that such allegations need to be addressed on a national level. (McMorran

Special Events Proposal-MARKETING Essay Example | Topics and Well Written Essays - 1000 words

Special Events Proposal-MARKETING - Essay Example It would be not possible for the majority of the wine drinkers to buy all the varieties of wine on their own and taste them. So, the Wine Tasting event like the one, that can be organized by Kudler Fine Foods will give them the opportunity to taste different wines. Also, there will be group of wine drinkers who want to enjoy drinking wine, in-group and not in isolation. These wine drinkers can also be enticed to try the new offerings from Kudler Fine Foods through the Wine Tasting event in a group mode with their friend and relatives. Through out the world, Wine Tasting events were considered an ideal opportunity for the friends and family members to get together. So, if the Kudler Fine Foods organizes this special promotion for its wines, it will bring out the wine drinkers, who drink alone, into the open and provide entertainment and enjoyment for them in the company of their friends and family members. The enjoyable atmosphere in the Wine Tasting events will make the drinkers or participants emotionally associate with the Kudler’s brand of wines even more. Also, if something good happens to the customer, while using the brand, the attachment to the brand will grow even more. So, in the Kudler organized Wine Tasting events, these two criteria can be fulfilled, making the promotions work very positively. That is, as mentioned above, the wine drinkers in the Wine Tasting events will have a very good time, enjoying different wines and spending quality time with their family and friends. So, in this setup, t he Kudler’s wine used by the prospective customers will strike a cord with the customers. The customer will start to buy and use the wines, whenever the same kind of enjoyable atmosphere is replicated in different surroundings as well. At the same time, the new types of wines offered in the Wine Tasting event will work in another positive way,

Education in America Personal Statement Example | Topics and Well Written Essays - 750 words

Education in America - Personal Statement Example Moreover, they do no hold enough strong financial background to support my education. Therefore, I am facing two problems at a time, my family resistance not to study more across the border as it is not in our family traditions and financial background. The only support that I have is my father who loves to see me as a high educated girl. These problems are affecting my studies as I can't give my full coverage over my studies. Not only I have to support my education but also I have to realize my family member that how important is my studies in this era. To finance my studies I am trying to earn through job that is consuming much of my time, more often I also face cultural problem at my work place. As I is Chinese born and my culture, language and traces are completely different from Americans. Though, this is a secondary problem but still this problem is also contributing in my tensions. But now as time passes, my father has contributed a lot in supporting my education, not only thi s he also realized my family that I ma on the right path. As time passes, my family when seek positive enhancements and augmentations in my personality, and when they see people respecting me as I am highly educated, they are no more criticizing my education and my stay in USA. Moreover, as I pass different levels of my education I get better jobs that support my education in better way. Though different problem aris... This cultural difference becomes a great hurdle in my social life. This enables me to restrict within a small social group who also belong to Chinese culture. But still face problem in finding such friends and groups who have Chinese culture and this pressurize me to get involve in this new culture so that life in the future become easy. Though, I accept this culture because I was compel to accept this to make the life easier in future but still I accept those things from this culture which my tradition can allow. Later on with time, when the American culture fully exposed to me, I do not accept the culture fully as I know that I have to return to my country after completing my job. But to make the journey of my education in America easy, I accept the culture of America and try with time to accept different things and this directly affect my socialization. The more I become social, the more I interact people, the more I learn from them. I have joined a student campaign that helps the other students who arrived from different culture, this campaign or organization actually help such students in their initial stages. Leading such campaign was not a problem for me as I already face all such problems and know that how I have to handle them. Therefore, I have introduces different small programs within the campaign that directly help those who are new to USA and arrived for their further studies. My leadership qualities remain my strength as I know that how I have to agree and realized my co-follows for such programs. When you know that you are on the right path and you are right in your rights than this actually enhances your leadership character because when you are internally strong than you not only lead yourself but you

The Death Penalty Essay Example | Topics and Well Written Essays - 500 words - 1

The Death Penalty - Essay Example It is just mirroring the kind of offense that it seeks to condemn. A penalty that will serve as a deterrent to crime must be one which effectively or to a great extent stops the individual from entertaining or doing an illegal act. It is one which completely changes the mind of the person -- a shift of personal belief happens. In America, crime rates are comparatively high due to the following factors: harsh sentencing laws and racial turmoil (Liptak, 2008). The harsh sentencing law connotes that if one is convicted of a certain offense in US, the offender could not in any way escape the minimum sentence as it is made mandatory. This goes to say that if one commits a crime, he or she will surely experience being incarcerated thereby adding to the number of offenders. Racial turmoil is seen as one of the reasons for the high crime rate as it has been observed that the American police authorities are more aggressive in arresting black offenders than the white ones (Anonymous, n.d.). Am erica is not alone in its enforcement of the death penalty despite the international pressure of abolishing it. China, Pakistan, Iraq and Sudan are some of the countries which also favor capital punishment (Anonymous, n.d.). Other countries are not implementing this type of penalty due to religious and humanitarian causes.

Alfred Hitchcock Essay Example | Topics and Well Written Essays - 1250 words

Alfred Hitchcock - Essay Example Biography, Cultural Background Alfred Hitchcock, an engineer in his early life, was born in London England on the 13th of August, 1899. Graduating out of St. Ignatius College at the University of London, he would become involved with the film industry by 1920 after that early engineering stint, eventually creating a body of work that would earn for him a Lifetime Achievement Award from the American Film Institute in 1979 among many other accolades, as well as the Academy Award for Best Picture for his very first foray into making a film in America. That first Academy Award bid would cone for the film â€Å"Rebecca†. His early path would also leave him out of London and into Hollywood by 1939, where he would eventually be the creator of more than fifty movies, chief among them a number of icons and classics in film: â€Å"Psycho†, â€Å"Rear Window†, and â€Å"39 Steps†. He passed away in 1980, in California (A+E Television Networks; Rampton). Some of his o ther notable works that have stood the test of time include 'The Man Who Knew Too Much', 'The Lady Vanishes', 'Spellbound' and 'Notorious' (The Criterion Collection); 'The Lodger', 'Sabotage', 'The Wrong Man', 'Vertigo', 'North by Northwest', and 'Strangers on a Train'. In the genre of thriller movies, he is the unsurpassed master, having been credited with essentially giving birth to the genre, even as his other achievements included technical breakthroughs in the making of films, such as the use of the MacGuffin device. He made use of various artistic devices too, pioneering in the use and interplay of elements that include humor, suspense and sexuality to make his memorable and groundbreaking films (Turner Entertainment Networks). Meanwhile, as can be gleaned from his biography and early education, his cultural influences have elements that include his early strict Christian upbringing and education, spiced with his experience as an English film maker, technician and craftsman in America (Schwartz; A+E Television Networks; Rampton; Brooks). On the other hand, it is worthwhile to note that while he is well-known in America and made many of the movies that have earned him his reputation on that side of the Atlantic, his influences also extend to his British cinema period, that time in the 1920's when he made British art films that were said to hew towards the sensibilities and aesthetic of the European cinema as art movement. Two of his works during this period, 'The Lodger' made in 1926 and 'Blackmail' made in 1929 bear these influences (Ryall 7; Derry 3-9; Sterritt 2-5; Sloan 15-18). II. Historical Period, Culture Represented by Hitchcock and His Work Properly speaking one speaks of not one cultural period but four periods as far as the reach and breadth of the work of Alfred Hitchcock is concerned. Historically he is situated in that period from the start of the 20th century to 1980. On the other hand, in terms of the sweep of his work and the compass that that sweep covers culturally, there are properly four periods in his work. One is the silent period, which immediately precedes or overlaps with what has been discussed above as his British period, in the 1920's. Seminal films during this time associated with the silent period include 'The Lodger'. The second phase would be characterized by a string of so-called espionage films, made in the 1930's, and includes such works as '39 Steps' in 1935, 'Sabotage' in 1936, and 'The Secret Agent' also in 1936. Films like 'Rebecca', 'Foreign Correspondent', 'Shadow of a Doubt

An IPO for Twitter Essay Example | Topics and Well Written Essays - 1000 words

An IPO for Twitter - Essay Example An IPO is an acronym that stands for Initial Public Offering which refers to the first sale of stocks by a privately owned company to the public. IPO’s are often used by younger and smaller companies to expand their business but are also used by privately owned large companies to become publicly traded (Investopedia, 2911). When Twitter makes the decision to go public along with their new commercial accounts and advertisement programs, it is best for Twitter to use an auction – based IPO to acquire and bring more profit to the company. Auction – based IPOs utilize the internet to open the bidding of their stocks to interested investors. In order to underwrite the IPO, Twitter will need an investment bank. This would cost less compared to the traditional IPO underwriting process. A road show would be provided to educate investors about the company’s offerings and the company itself. Additionally, this type of IPO is beneficial for Twitter because auction â €“ based IPOs open the bidding of their stock through the internet allowing a larger set of investors to participate. Lastly, and most importantly, Twitter would have a share price closer to the market value as opposed to the share price in traditional IPO; this would mean there will be a higher return of profit for Twitter (Kadam, 2009). While in the traditional IPO, Twitter would designate a specific investment bank to underwrite the IPO. ... The true market value would be discounted from what Twitter and the investment bank came up with because this acts as the investment bank’s commission from Twitter. For this reason, Twitter would have a lower cost on the auction – based IPO for the underwriting process. After identifying the number of shares that can be offered and the share price of the IPO. In the same way as an auction – based IPO, a road show would be given to the investors to educate them about the offering and about the company itself. Once the road show is completed, shares are then allocated to investors. The advantage of using a traditional IPO is stocks are much higher than the initial price when the trading begins (eSSORTMENT, 2011). There are disadvantages with these types of IPOs. In an auction – based IPO, it would cost them less capital if the company and the investment bank overestimate the value of the stock. If this occurs, the company would not meet their target capital, which translates in a shortage of funds for the company’s expansion. Also, there would be less return of investments for investors because the share price in this form of IPO is close to the market value allowing the profits to flow in the company’s favor (eSSORTMENT, 2011). Another example of a risk in using the auction – based IPO is when the system gets hit by a virus after opening the stocks for bidding to the interested investors. This occurrence would violate the state and federal security laws of the investors. This obstacle can really happen because the opening of the shares is through the use of the internet making it very possible to get hit by the said virus (Hildreth, n.d.). The disadvantage in a traditional IPO is investment banks take

Adrenaline Essay Example for Free

Adrenaline Essay Most of us, at some point, have been excited or thrilled as a form of entertainment. Whether it is a roller coaster at an amusement park or a scary movie, some results from this form of exciting entertainment may include tense muscles, increase in heart rate, increase in blood pressure, or excessive perspiration. Such physical effects are caused by Adrenaline. Adrenaline is a hormone that is released from a person’s adrenal medulla during emergency situations but does not have psychoactive effects. It is released into the person’s body from the adrenal glands located above the kidney. It is commonly referred to as a â€Å"fight-or-flight† hormone, because of its effects in increasing the supply of glucose and oxygen directed at a person’s brain and involuntary muscles. This allows the person to have better physical abilities to utilise during an emergency. Adrenaline is also known as epinephrine. Adrenaline is derived from the Latin roots ad, meaning towards and renes, meaning kidneys. Epinephrine originated from the Greek roots epi, meaning on, and nephros, meaning kidneys. This is in reference to the physical location of the adrenal glands in a person’s body, atop the kidneys. Norepinephrine or noradrenaline is another hormone released from the adrenal glands. It is very closely, chemically related to adrenaline, as well as having similar effects on the human body. However, a significant difference between the two hormones is that adrenaline has no psychoactive effects, while noradrenaline does, affecting the person’s mental processes. The effects of adrenaline released with into the bloodstream include the stimulation of involuntary muscles, rising blood pressure, conversion of glycogen, a form of stored body fuel, inside the liver into glucose, heart rate increase, the dilation of the bronchioles, the fine, thin-walled, tubular extensions of the bronchus, in the lungs, increased breathing rate, increased metabolic rate, and decreased digestive and kidney activity. The release of adrenaline into a person’s blood stream can be seen as the changing of a gear in a manual car. The release of adrenaline allows a person’s body to be able to have better physical performance in the event of an emergency, while the changing of a gear in a manual car allows the car to have better performance and be able to reach higher speeds than at the lower gear. The diagram included shows the cross-sectioned view of adrenal gland. It identifies both the outer layer, known as the cortex, and the inner area, known as the medulla. The adrenaline is secreted from the inner area. Below it, the location of the adrenal gland is shown in relation to the kidney inside a human body. As indicated, it is located above the kidney. In terms of my art practice, my adrenaline is often released while I am working. For example, while completely three-dimensional projects in the workshops, the power tools and other machines make me very nervous while using them. As a result, my adrenal glands release adrenaline, making my heart rate increase exponentially. In other cases, inspiration for art may also cause the release of adrenaline in my both. Similarly, when I use great emotion into my paintings. I am also excited to the point of adrenaline release.

My Dream Job Essay Example for Free

My Dream Job Essay What is a bad boss or manager? We all have had some good managers and some bad managers. In most cases people don’t care too much for their boss. One of the biggest characteristics flaws in a poor manager is poor communications skills. They possess little to no listening skills and don’t seek out advice or suggestions from their employees. When a big decision needs to be made they normally make the decision on their own with little input from their subordinates. Another characteristic of a poor boss is a one who is afraid of confrontation. In management, I believe that any time there is an issue, the boss should not be afraid to address it. Some employees will take advantage and lose respect for their boss if that happens. I call those types of managers â€Å"buddy bosses,† which is not a good thing their needs to be a healthy balance. Bosses should be nice most of the time yet they also needs to be firm when the time calls for it. Good management skills don’t always come naturally. Managers have to continue to have ongoing training on leadership skills just like the workers need to have ongoing training on the jobs. In management; it is hard to please everyone in fact, if everyone is happy with you all the time you are probably a â€Å"buddy boss. † There will always come a time when you are going to have to say no to someone’s request. I believe that sometimes bad employees force a boss to become more firm most of with the employees. There are several types of bosses that I would consider bad. The first one is called an incompetent boss. They really don’t know the job and rely on the employee’s knowledge to get them through. When an issue occurs, they are no help at all. When an incompetent boss tries to help, they often make the situation worse. The second type of poor boss is a unchangeable leader. This is someone who does not like change and is unwilling to do what it takes to make the team more effective. This person doesn’t listen to the advice of the team, eve when they might tell them something that might help a process run smoother. The next type of poor leader I would call the abuser of power. They are people that get into leadership and use their power for personal gain. An example of this would be a boss that leaves early for the day all the time to take care of their personal business. The next type of poor leader is a leader that can’t be trusted. This is someone who employees don’t trust with information that can be used against them. When they have a problem the don’t feel comfortable talking to their leader in fear that they will tell someone else or use it against them in the future. They can’t tell them how they really feel. There is always going to be corrupt people in the world but when a leader is corrupt in any organization it breeds more corruption. There are some leaders that are down rite evil. They may have had a hard life and just don’t like to see others happy so they always find a reason to be upset and not satisfied with anything that is done within their department. Manager that operate in this manor normally don’t last long in leadership because there would make their employees unhappy and we all know that an unhappy employee won’t be a good producer. There ways to improve a bad boss if they want to improve. One way to do that is to make sure that middle level supervisors and managers have the support they need from upper management. I believe that leadership training should be an ongoing thing. I feel that in every organization there should be a hotline that employees can call to give feedback on how they feel their leadership is going. Once that feedback is collected it should be used as a training tool. Listening to the employees and responding to their needs and wants is in my opinion, the most effective way to go. During the hiring process employers should make sure that the leader they has the characteristic of a good leader. No one wants a bossy dictator as a boss. I have been in the workforce for over ten years and in that time I have had more good managers than bad. I think that is because it all comes down to respecting a person and there position. There have been times when my coworker s has come to me complaining about our boss. What I have found is that most of the time it not the boss at all it’s the employee view of their boss. Most people who don’t like their boss don’t like their job. I believe that if a person doesn’t like their job there is a likely chance they don’t like their boss because that the boss is only there to enforce the rules and doesn’t care employee’s personal feeling. In some cases they are right. The next time you are trying to determine if you have a good leader look for key traits. One key trait of a good boss is vision. Do they have a vision for the department that they will be managing? What is that vision? Does the vision line up with the companies mission statement? Ask yourself these questions. The next trait you should look for is wisdom. What useful knowledge can this person bring to the organization? Good leaders are strategic, wise and perceptive. The next question you should ask yourself about your boss is if he people are they passionate about what he or she does? Good bosses are very passionate people. They operate with such a high level of passion that they get consumed in it. They take action! Good leaders are determined to attain their goals. They know that the journey reaching their destination can be filled with problems. However, they are persistent people and are willing to put in the long hour and hard work to ensure that th eir goal is meet. Good leaders mean what they say. They have integrity. Theyre individuals who keep their guarantees and they do not play the old political games that plenty of others do. People find them reliable and as such are dedicated to them. Not all good bosses carry every single trait. They might be strong in some areas and lacking in others. But just remember, it isnt about being perfect, but understanding that bosses are human too; no one is perfect. Make an effort to try and get to know your boss and be a little more understanding about what they might be challenged with in their day to day duties.

Case Study of Decision Making Planning, and General Organization

Case Study of Decision Making Planning, and General Organization Ryanair is one of the leading airline companies of Europe. This airline company is known for its low cost and high quality service. It operates more than 1,400 flights per day from 44 bases and 1100+ low fare routes across 27 countries, connecting 160 destinations (Ryanair-a, n.d.). This paper endeavours to analyse Ryanair, with special emphasis on situation analysis, decision making, planning and controlling process, leadership and organisational structure. This paper will conclude with some plausible recommendations on future growth and progress. Situational Analysis SWOT is a very helpful management tool for analysing the situation of a company. Ryanair was established in 1985, and despite its shortcomings it established a strong position in the market. Strengths Ryanair has developed a strong brand name in airline industry as a low cost service provider. Ryanair has been in the airline company since the last 25 years and has gained sufficient experience in it. Ryanair has developed its internet facilities and has made it an important selling point. This helps the company to eliminate the costs of agents. Ryanairs fleet includes aircrafts with high sitting capacity and low maintenance cost. Ryanairs services performance is of high standard with punctual fleet timing. Weakness To save cost, Ryanair charges its passengers for services like refreshments, wheelchair etc. It creates very impression among passengers about the company. It is not a preferred airline with the high class passengers. Opportunities The European Union market is expanding with time and most of the passengers prefer low fare for their air travel. Regions like North America and Asia have greater scope for low cost provider like Ryanair. Threats The existing airline companies are following strategies that lower the cost and hence competition within the industry is increasing with time. The oil market is a major supplier to airline business. In recent years, price of oil has increased significantly. The customers are becoming very price and service sensitive. Porters 5 Forces The bargaining power of suppliers is very high as the number of aircraft manufacturer and oil suppliers are very less in the market. Availability of proper airports is also very important for this industry. However, airports bargaining power is quite low as they depend on aircraft companies. The bargaining power of customers is very high as they have many airline service providers to choose from. The barrier entry of airline industry is quite high as it requires heavy investments and technical expertise. Airline is the fastest mode of transportation for overseas and long distance travel. No other substitute can match the service of airline industry. Competition among existing rival is the most import factor in this industry. The rivals are competing with each other for increasing their market share. In European Union, Lufthansa, Ryanair, Easy jet etc are leading airline companies. 3. Decision Making 3.1. Decision Making Process in Ryanair Ryanair provides low cost and high quality airline services to its customers. It places customer satisfaction above all other priorities. The decision making process is primarily centred on concerns regarding ways to provide higher customer services. Fleet planning, airline fare, fleet scheduling etc are some of the chief aspects of Ryanairs effective decision making process. 3.2. Decision Making Approach Decision making approach can be defined as strategic approached of an organisation. Ryanairs management team aims to follow rational decision making approach. The rational decision making approach is an ongoing and dynamic process. This approach helps to identify the underlying problems and to find relevant solutions (Kroon, 1995 p.187). For example, in 2004, when the company was passing through a financial crisis, rational decision making approach not only helped it to overcome it but also paved the path of growth. 3.3. Types of Problems and Decisions Making In Ryanair In 2004, Ryanair was one of the worst performers in FTSE Eurotop 300 index. During that period, competition in airline industry was very high in the European nations as many new companies entered the market. Despite the stiff competition, the company enjoyed a healthy growth rate till 2003. But the managements inability to understand and rectify the inherent weakness of its decision making process stunted its growth. 3.4. Decision-Making Conditions in Ryanair While framing the strategic move for any decision making process; Ryanairs first priority will be to analyse the elements of external competition. The European airline industry is crowded with many leading companies like Lufthansa, Virgin, Aer Lingus, and British Airway etc. Consumers needs are also very important for Ryanairs decision-making. Prior to 2003, the companys concern for customer service was very low, except the low fare advantages. 3.5. Decision-Making Styles The decision making style of Ryanairs management team seems to be affected by different factors. However, the decision making methods are quite flexible. After analysing its rapid growth during 2002-2003, it can be claimed that it focuses on short term objective rather than long term goals. Creativity is another major feature of its decision making style. 3.6. Decision- Making Biases and Errors Ryanairs temporary fall during 2004 brought into fore many drawbacks of its decision making process. Robbins has identified some unexplained prejudices and errors of decision making like biases relating to overconfidence, anchoring, confirmation, availability, escalation of commitment etc (Robbins, 2009, p.126). Ryanairs decision was affected by two major biases i.e. anchoring biases and status quo biasness. Its decision making was based on the past success that failed to take in to account unfavourable macro-economic conditions resulting from 9/11 attack on WTC. 4. Planning 4.1Vision and Mission Statement Vision and mission statements help an organisation to prepare a roadmap for its operational activities. Ryanairs official website does not have the vision and mission statement of the company. However, the public statements of Michael OLeary and other higher executive member of Ryanair indicate that it aims to achieve growth and success by being the lowest cost provider in airline industry (Box and Kent, 2007). 4.2. Purposes of Planning In general, the purpose of planning is to bring effectiveness and efficiency in the operational activities of a business. The implied mission and vision of Ryanairs clearly states its purposes of planning. To counter the increasing competition, the company has decided to follow low cost strategy. Hence, its planning is designed after taking into consideration this objective. 4.3 Planning And Performances in Ryanair According to Riezebos, planning is a very crucial element of operational activity that affects the performance level (Riezebos, 2001, p.12). Planning is one of the major tools of motivating participants to achieve the common organisational goal. Due to rational decision making approach, the company is able to plan its operational and strategic activities properly. Ryanair is able to achieve its target with the help of an efficient planning process. 4.4 Types of Goals in Ryanair The primary goal of Ryanair is to become the lowest cost airline service provider in Europe. The idea of offering low fare proved successful for the company. However, initially it failed to understand the necessity of good service for customer. Currently, the company is committed to provide lower fare, high quality service and punctual air schedule (Ryanair-b, n.d.). 4.5 Types of Plans in Ryanair Ryanairs decision making process follows rational approach and it also follows rational model for its planning process. Basically, planning can be divided as short term goal and long term goal. The companys management team was concerned only with the short term goal. The company often changes its plan as per the requirements of the market. In 2002, the companys plan was to provide low cost fare and after 2004, its planning process also took note of service quality. 4.6 Contingency Factors in Planning Ryanair faces three major contingency factors. Firstly, the organisational level affects the operational planning of middle and low level managers. Secondly, the uncertainty of macro-environmental or other external factors affects the planning process. Therefore, Ryanair aims to develop a flexible planning system. Thirdly, the long and short term objectives of Ryanair affect its planning process. The company always tries to concentrate on its current objective. 4.7 Objectives The primary objective of Ryanair is to attain cost leadership in European airline market. However, to achieve this objective, the company needs to concentrate on other long term goal. These include increasing its operational activities to enter new markets like North America, developing customer centred business model and increasing the use of internet as a major selling point (OCuilleanain et al, 2004). 4.8 Management by Objectives (MBO) Management by objective (MBO) approach of management leads to increase in the performance of organisation. MBO is a result-oriented, non-specialized managerial process for the effective utilization of organisational resources by integrating individuals with the organisation and the organisation with the environment (Goyal, 2005, p.304). During 2004, in order to overcome its crisis situation, the company introduced MBO approach to improve its performance. 4.9 Strategic Management Process Ryanairs strategic management process is based on its objective of achieving cost leadership in European airline industry. The company has improved its positioning by implementing proper strategic management process. The key elements of its strategic management include low fares, high frequency of point-to-point flight within short routes, proper route choice, reduction in operating cost, increase the internet use for selling, maintenance of safely and high quality service etc (OCuilleanain et al, 2004) 5. Organising 5.1 Organisation Structure and Design: Proper organisational structure and design helps to develop efficient management performance. There are four elements of organisation structure and these are departmentalisation, span of control, centralization and formalization. Appendix 1 depicts the organisation structure of Ryanair. Michael OLeary is the CEO of the company and there are seven Directors and a Chairman. For each department like customer services, finance, HR etc, there are individual head management personnel having a team. 5.2 Chain of Command The Chain of command in Ryanair is based on its organisational structure. The appendix 1 portrays that the CEO is the chief person of command of the organisation. However, the decision making process in Ryanair includes all the senior managers of each department. To maintain high level of transparency and to develop two-way communication system in cross functional departments, the chain of command is very essential. 5.3 Span of Control The span of control in Ryanair is effective and helps to maintain a sound organisational growth. The span of control of the CEO Michael OLeary is the highest and most effective. As per appendix 1, the entire department is required to report on the ongoing activities to the CEO. The CEO along with the Directors and Chairman is responsible for making the final decisions of the organisation. However, for better planning and implementation, the employees should be involved in the decision making process. 5.4 Centralization and Decentralization The decision of centralization or decentralization depends on the nature and expansion of business. Ryanair is a multinational company having different units in European countries and North America. For the airline industry, decentralization is more preferred over centralization. However, Ryanair follows a centralized organisational model. Decentralization of organisation will help it to compete with the major competitors of different markets. 5.5 Mechanistic and Organic organization The mechanistic organisations are those having a well defined hierarchy. Ryanair has a centralized organisational structure and it is an example of mechanistic organisation. Appendix 2 shows the major difference between the mechanistic and organic organisation. The company has been very strict in maintaining its relationship with the employees. However, such organisational structure of Ryanair creates biases and errors in decision making process. 5.6 Contingency Factors There are many factors that affect the organisational structure of a company. The industry trend, the growth structure, the social and demographic characteristics of employee customers and vision and mission of the company etc are the major contingency factors that help in designing the organisational structure. The leadership quality of the higher management also affects the organisational structure. The organisational structure of Ryanair is also affected by external competition and its leadership style. 5.7 Job Characteristics Model One of the primary objectives of Ryanair is to provide high customer services and in this respect the employees are the most important resource. In order to enrich the quality of job, the company motivates its employees to achieve the common organisational goal i.e. growth. The company aim to offer competitive salaries with excellent benefits that are simple and easy to understand (Ryanair-c, n.d.). 6. Leadership The leadership style is an important influencing factor organisational growth and success. The major leadership skills of Ryanairs management focus on the low cost fare for airline. The fleet of Ryanair includes single-class aircraft that increases the seating capacity. However, the leadership skills of Ryanair have led to its success of 2002-2003 and failure of 2004. The leadership in Ryanair strives to focus on position, seniority and authority. Control 7.1 Control Process The control process is the key element for Ryanair as it wants to achieve the lowest cost leadership. In order to facilitate effective and efficient control system, employees must be properly organized. Ryanair has developed proper system for regulating the control process by managing its employees. 7.2 Types of Control Ryanair strategic moves and policies control various aspect of the organisation. Firstly, cost controlling activity is the major criteria for low cost fare airline and it includes labour cost, marketing cost, airport charges. It also reduces the service cost by controlling many activities. For example, in 2003, it did not offer meals of refreshments to passengers who faced delays (O Higgins, 2004,). 7.3 Managerial Approaches to Implement Controls Ryanairs management team approach for implementation of control, strives to bring down the financial expenses. However, proper organisation culture and operational activities are also very important to improve its service qualities. Fleet control and market control are necessary for achieving the competitive strategy. The market control managerial approach of Ryanair involves the comparison of profit and expenses with that of its competitors. 7.4 Management Information System For establishing better management system, Ryanair has brought technological advancement in its organisations non-operational activities. For example, it has developed its website for using it as a major selling point. The increasing use of internet has made the managerial activity more efficient. At present, the company is aiming to achieve 100% internet ticket booking. Contingency Factors in Control Like the decision making process, controlling activity of an organisation is affected by uncertainty of macro-economic factors and the cultural and social characteristics of employees. In the airline industry, the major contingency factor is the competition and conflicts related to organisational objectives. Ryanairs management aims to avoid these contingencies factors related to employees by rewarding them for their efforts. 7.6 Corporate Governance Ryanair is listed on London and Irish Stock Exchanges in Europe. The company is responsible for following proper business ethics and compliance as per the corporate governance. The entire management teams including the Directors and CEO are committed to maintain the standard corporate governance. Its business policy clearly defines the role of Directors and other members in meeting its corporate responsibility. Balanced Scorecard Balanced score card is the most popular management tool used by organisations. Ryanairs strategic management system can be explained with balanced score card. To bring efficiency in its operational activities, Ryanair concentrates of four major areas i.e. finance, customer, business process and learning and growth. 8.1 Benchmarking To achieve the objective of becoming the lowest cost provider in the European airline industry, Ryanair has set its benchmark for cost controlling activities. At present, it is the lowest cost provider in the industry and hence, it has developed its own benchmark. For example, in 2003, the company reduced its cost for wheelchairs services by bringing a third party wheelchair suppliers who charged passengers for supplying wheelchairs. 8.2 Value Chain The value chain of the company strives to provide the lowest fare possible. Appendix 4 portrays the value chain which includes other important aspects of the airline industry. To develop a cost effective operational process, the company has combined its balanced score card, benchmarking and value chain. RECOMMENDATIONS To ensure success, Ryanair must bring some changes in its management and business model. Some of the useful recommendations are given below. It must focus on its services to meet the passengers minimum expectation. The company should include the employees in the decision making process. As many other rivals are also following low cost strategy, Ryanair can bring certain innovations in its service process. Internal communication should be encouraged for better transparency and motivation. It should develop its public image by increasing corporate social activities. For maintaining low cost fare, it should emphasise on the financial aspects. 10. Reference Box, T. M. and Kent, B. 2007. Ryanair (2005): Successful Low Cost Leadership. [Online]. Available at: http://findarticles.com/p/articles/mi_qa5452/is_200705/ai_n21289700/pg_2/. [Accessed on November 03, 2010]. Goyal, R. C. 2005. Hospital Administration and Human Resource Management. 4th Edition. PHI Learning Pvt. Ltd. Hellriegel, D. and Slocum, J. W. 2007. Organizational behaviour. 11th Edition. Cengage Learning. Kroon, J. 1995. General Management. 2nd Edition. Pearson South Africa. OCuilleanain, E. S. et al, 2004. Ryanair Plc. [Pdf]. Available at: http://dev.ulb.ac.be/cours/alle/PDF/BuspPresRyanair04.pdf. [Accessed on November 03, 2010]. O Higgins, E, 2004, Case Study Ryanair. Riezebos, 2001. Design of a period batch control planning system for cellular manufacturing. University of Groningen. Robbins, S. P. 2009. Organisational behaviour: global and Southern African perspectives. 2nd Edition. Pearson South Africa. Ryanair-a. No Date. About Us: History of Ryanair. [Online]. Available at: http://www.ryanair.com/en/about. [Accessed on November 03, 2010]. Ryanair-b. No date. About Us: Passenger Charter. [Online]. Available at: http://www.ryanair.com/en/about/passenger-charter. [Accessed on November 03, 2010]. Ryanair-c. No date. Careers. [Online]. Available at: http://www.ryanair.com/en/careers/working-for-ryanair. [Accessed on November 03, 2010]. The Official Board. September 15, 2010. Ryanair. [Online]. Available at: http://www.theofficialboard.com/org-chart/ryanair-holdings. [Accessed on November 03, 2010]. The Performance Institute. 2009. Balanced Scorecard. [Online]. Available at: http://www.performanceweb.org/events/training/program-performance/sub7/. [Accessed on November 03, 2010]. Jack Baskin School of Engineering. No date. Airline Industry Analysis. [Ppt]. Available at: http://www.soe.ucsc.edu/classes/ism158/Winter03/istcch04.ppt. [Accessed on November 03, 2010].

Alcoholism- How Alcohol Affects the Body and Mind Essay -- Alcoholism:

In chemistry terms, alcohol is any organic compound where a hydroxyl group (-OH) is bound to a carbon atom from an alkyl. A hydroxyl group is a group consisting of an oxygen and hydrogen atom, bonded by a covalent bond. A covalent bonded is when two non-metals are bonded together. The type of alcohol suitable for consumption is known an Ethanol. Ethanol is a straight-chain alcohol, and its molecular formula is C2H5OH. Ethanol is one of the oldest recreational drugs. When a person drinks alcohol, it affects the central nervous system as a depressant, which causes a decrease in activity, anxiety, inhibitions and any underlying tension. Alcohol impairs concentration and judgment, even after only a few drinks. The intake of alcohol slows motor skills and clouds thinking. In some instances, when intoxicated, blackouts and memory loss occur because alcohol cuts off the supply of oxygen to the brain. Every time a person becomes intoxicated thousands of brain cells are killed, because of the lack of oxygen. Another harmful occurrence is blood sludging, or when red blood cells clump together. Blood sludging cuts off oxygen from tissues and kills cells. This type of cell loss causes red eyes in the morning, and broken capillaries. Blood sludging is important to recognize because it can lead to hemorrhaging and furthermore, to death. Alcoholism can be defined as a habitual intoxication or, the prolonged and excessive intake of alcoholic drinks, leading to a breakdown in health and an addiction to alcohol. Symptoms of alcoholism include, but are not limited to: confusion, drinking alone, making excuses to drink, neglecting to eat, not caring for physical appearance, lack of control over drinking and episodes of violence while drinking... ...scovery. 5 May 2004. Web. 18 Oct. 2014. . 9. "Google Health Alcoholism Information | AiR Assistance in Recovery." AiR Assistance in Recovery - Intervention, drug and alcoholism recovery management services. Web. 18 Oct. 2014. . 10. "Health - Delirium tremens." Google. Web. 18 Oct. 2014. . 11. "Hydroxyl." Wikipedia, the free encyclopedia. 8 Oct. 2009. Web. 18 Oct. 2014. . 12. "Alcohol Metabolism." Alcoholism - The Alcoholism Home Page. Web. 22 Oct. 2014. . 13. "Alcohol Metabolism." Elmhurst College: Elmhurst, Illinois. Web. 22 Oct. 2014. .

David Gutersons Snow Falling on Cedars Essay -- Snow Falling on Cedar

David Guterson's Snow Falling on Cedars Snow Falling on Cedars, a novel written by David Guterson, depicts the struggles that many Japanese-Americans faced in our country throughout World War II. Though the events and characters in this novel are fictional, the manor in which they were treated was not. Ever since the tragedy of December 7, the bombing of Pearl Harbor, Japanese people throughout the United States were seen as traitors through the eyes of Americans. Every Japanese, whether or not they were a natural born citizen or an illegal alien, were all treated as a possible threat to the safety and well being of the United States. Kabuo Miyamoto, the Japanese American put on trial for murder, had endure this harsh reality of racism that plagued his town and saturated the court system giving him no chance for a fair and just trial. On the morning of December 7, 1941, the surprise bombing of Pearle Harbor violently awoke America causing great uproar throughout its nation. With all of America hating the then called, â€Å"Japs,† it made certain that no other Japanese person either from Japan or from our own soil, got a chance to do any further damage to our already crippled country. President Franklin D. Roosevelt signed the Executive Order in February of 1942, which gave De Witt the power to round up over 112,000 Japanese Americans, over half of whom where U.S. citizens by birth (Manzanar 2). These Americans were forced to leave everything behind taking only what they could carry. They were sent to one of the ten concentration camps established throughout the United States. They were constructed in remote areas between the Sierra Nevada Mountains and the Mississippi River (Relocation 1). The United States governme... ...treated as enemies in their own country just because of their family background. Just as these Japanese Americans were considered guilty by race, so was Kabuo Miyamoto. His Japanese background alone was enough to convince the island of San Piedro of his guilt. Kabuo Miyamoto had to endure this harsh reality of racism that plagued his town and saturated the court system giving him no chance for a fair and just trial. Work Cited Guterson, David. Snow Falling On Cedars. New York: Vintage Books, 1995. Manzanar. â€Å"America’s Concentration Camp.† February 1942. http://members.aol.com/EARTHSUN/Manzanar.html. P.B.S. â€Å"Conscience and Constitution.† July 2000. http://www.pbs.org/conscience/the_story/characters/akutsu_jim.html. Relocation of Japanese Americans. â€Å"War Relocation Authority.† May 1943. http://www.sfmuseum.otg/hist10/relocbook.html.

Savanna Theory Versus Aquatic Ape Theory of Human Evolution :: Anthropology Essays Paleontology Papers

Savanna Theory Versus Aquatic Ape Theory of Human Evolution The evolution of man is constantly in question. While we are reasonably sure that modern humans and primates are both related to the same common ancestor, there is constant debate over what initially caused the two species to split into early hominids and apes. According to some, our longest and most popular theory on the division of man and ape is profoundly wrong. However, those same individuals usually offer an equally controversial theory as a substitute, one that is almost impossible to scientifically test or prove. Both the Savanna Theory and the Aquatic Ape Theory offer solutions to how and why humans evolved into bipedal toolmakers. But with enough questioning, each loses its accountability to rhetorical science. It was commonly believed that early hominids left the jungle to live on the open plains of Africa. Called the Savannah Theory, it was strongly promoted by Professor Raymond Dart, after he gained recognition for discovering the Taung skull in 1925. The Taung skull was the first admitted link between man and ape, and Prof. Dart based his theory on the modern location of the discovered fossils. However, a report in 2000 by Marc Verhaegen claims that a savanna evolution is extremely improbable. Based on biological and physiological data, he tries to disprove the savanna theory and suggests that our evolution would more likely occur in a humid and wet setting than the dry heat of the grasslands. Humans have almost nothing in common with any surviving mammals of the savanna. Most mammals of hot, dry climates do not rely heavily on water for survival. They have a high tolerance to heat, and their body temperatures can fluctuate more than 6oC between day and night. They can bear a dehydration of 20%, whereas 10% or more would be fatal to humans. What little they do drink or consume naturally through food, is conserved because they do not sweat. Hair and fur keeps the sun off their direct skin, while humans would have to sweat 10-15 liters of water to physically cool down. (Verhaegen) Even structurally, humans and African land mammals don’t have much in common.

How to Be a Smart Consumer and Save Your Money Essay

Are you a smart consumer? If the answer is no, let’s turn over to a new leaf. In this borderless world, being a smart consumer is like chocolate chips in our cookies of life. Thus, it is essential for us to spend wisely and save our budget. There are abundant of consumers nowadays love to spend a lot of money on products that do not suffice their budget as well as they are unnecessary. We heard this too many times already. However, how many of us really think deeply and wonder if everything we buy is worth our money? We admit that shopping is fun but sometimes reality really stuck us hard. Question such as do I really need it, is the price right or even such low prices may just make us wonder why it is so! Besides, it is weighty to be a smart consumer as the number of traders, who are trying to cheat us are increasing from day to day. By the way, there are countless ways to be such a smart consumer in order to avoid from being their victims particularly from the profit hungry traders. First and foremost, do you remember those times that you buy items that have a huge discount without even thinking if you need them? To be frank, it is believed that everyone had gone to such situation before. However, we have to keep in mind that in order to save money and be a smart consumer, try to keep to buying necessity items only. Buying too much or things that we do not need is not saving money. Try making a list of items you plan to buy in advance before going for shopping. With this method, you will able to buy everything you need and reduce on buying things you do not need. Apart from that, this is very influential step especially when you are buying clothes. Don’t get fully attracted to the huge discount tags but try paying a little attention to the quality. Somebody used to buy clothes during those insane sales happening in town. They wouldn’t bother those small dots or stains on the clothes as they thought that they will go off after washed. The sad fact is that they didn’t and they were mad at themselves. The moral of the story is, don’t get fooled by those discount tags and always check the quality. It is better spending like a couple of minutes checking the quality rather than going back and regret on it. As the Chinese saying goes, a smart action lead us to a smart lifestyle. Like a case that was experienced by a lady, she tends to go shopping weekly t the local supermarket or wholesalers. One of the items she must buy is milk. There are always those promotional tags saying certain milk products are on discount. One day, it really surprised her that the expiry date was just few days ahead! Yes, the sellers are clearly manipulating using business tactics but are they wrong? No! I am not pointing that the consumers are wrong either. We have to be careful when it comes to such things. For example, dairy products can’t be kept long. Therefore, always check the expiry date regardless of how cheap the items are. The same goes over when buying canned foods and drinks. Avoid buying canned products which are dented as they will become slightly poisonous. Ensure the cans are in good shape before buying to ensure you get the best product. It is substantial for us to compare prices of those wholesalers. You can go to different places to shop. Every time you go to a new place, you need try to compare the prices. As the Australian saying goes, small amount of money you save can lead to a bigger saving. Always remember that discount tags outside are just business tactics. If you can get the same items for less, isn’t that a much bigger saving? The price might be cheap but we must be able to think and consider if it is worth it. Do you see those sales promoters trying to promote something? It is a norm that they will tell you that particular product is good, energy saving or even cheaper. Try asking a few more questions before buying it. Check if it is really a good choice or so. Indeed, simply by asking, we are getting more information and we might even be able to consider if the product is worth for our money. Last but not least, membership for local stores and even frequent visitor card is good as it is an excellent choice to save up more money. One of the best examples I personally encountered was last month where I was shopping for the accessory products. The price was already discounted and when I was at the payment counter, I was shocked and surprised as the cashier told me if I am a member, I will get another discount of 20 percent! The moral of the story is simple and straight forward. We are able to save up tons of money and even shop smarter if we know how to utilize the membership card and benefits. At the same time, membership cards will enable you to collect points and eventually, we are able to redeem items and cash vouchers when we shop. In a nutshell, there is innumerable way for us to be a smart consumer. We need to be together working closely arm in arm and advising each other for being concerned and smart consumers. As the Malay saying goes, many hands make work better. Do not worry as it is assuring you these are simple steps and it will not take you more than one or two minutes to get it done. Hooray! More time to shop! Exclusively prepared by, Nik Aisyah Amalien bt Nik Mohd Asri SMKA Naim Lilbanat.. Class of sirrosdi Question : Write your story beginning with † My heart beat frantically as I made my way to the principal’s office â€Å" My heart beat frantically as I made my way to the principal’s office . My mind could not figure out what would be the possible consequences and punishment from the principal. â€Å"I am guilty and there is no way the principal can forgive me†. I told myself. I felt like I was going to be given a very stern punishment. Then I tried to figure out why I was in this mess. It story started when my mom gave birth to a new baby boy in our family . I was in cloud nine that day as my father told me that I have a new brother . † Wohoo ! † I shouted. I put the phone back to its original place after Ispoke to my dad. I was not really myself that day . I shook hands with all the students in my classroom. I could see they were starring at me with strange faces. Most of my classmates were baffled initially until I told them about this new brother. Then slowly one by one stood up and congratulated me. So I told them I would persuade my dad to throw a small party over the weekend to celebrate this occasion. Everyone was looking forward to this occasion. In my classroom,I was commonly known as a quiet and shy boy. I didn’t talk too much unless someone asked me to. But today, after that good news,I completely change myself. I was just like a character of a â€Å"wood-pecker† as I made a lot of annoying noises in the class . Kring ! Kring !. The bell rang and it was time to go home. I quickly packed all my stuff into my school bag and ran towards the main gate with a fantastic speed . I could not wait to get home to meet my newborn brother . After five minutes,I felt bored. I walked around the school compund . While walking, I could see something that caught my eyes. I picked up five bottles of wood-sprayer in various colour which are commonly used by PMR students for their Life Skill†s carpenting projects. Then,I ran to a new building at a compound nearby. The building was almost completed and most of the classrooms were already used. There was another one room left and the school management wasn’t sure of what should be done to that empty room . Without hesitation, Spurshhhhhhh †¦ ! I started spraying at the main door. It reads,â€Å" Welcome to the world of Arts â€Å"with a combination of two vivid colours in graffity style. It looked catchy as the backround of the door was lily-white . After I had sprayed the main door , then I started to spray the room’s wall. It reads, â€Å"This place is only for talented ones†. The colour matched the wall and it was done beautifully. Out of the blue,I heard some clear footsteps. I could guess that footsteps must be owned by a big size person. My hair stood up and I could feel my heart’s drumbeat. The happiness and excitement that I had just now vanished in no time. The steps were coming closer. I slowly sneaked out to identify who was the owner of the footsteps. . Oh gosh! All I could see was a grumpy tall man cladded with black suit. It was my principal! I tried to find a way out but it was useless. I boosted my mind as the footsteps became nearer. Aha! then an idea struck my mind. When the door opened, I dashed out. He grabbed my school shirt to stop me from running away and I quickly closed his eyes with my palms wishing that he couldn’t see me. I was really panicked and my body was trembling. Without hesitation, I pushed him strongly and he fell down. I ran as fast as a lightning and luckily my dad was in the car waiting for me. I then realized my name tag fell somewhere. No more thinking,I jumped into dad’s car. The next day I went to school as usual and pretended nothing had appenend. Like the usual shy boy that do not talk or entertain to anyone unless someone wanted to say hello, I sat at my place besides Mahaddi,my close friend. I quickly grabbed the assignment on English literature given by Sir Rosdi. I knew that Sir Rosdi was watching me very closely and he suspected that I had a problem to settle. My heart beat faster when my name was called out through the paging system. â€Å" Attention to Fahmi Azan from 5 Amanah, please report immediately to the principal’s room right now! † That was the hoarse voice that I heard before. My blood started to flow faster and I could feel the andrenaline flowing.. All the eyes were straight on me including Sir Rosdi. They were wandering why the principal was making the announcement himself. .I quickly walked to the principal’s office . As I arrived there I knocked the door politely. â€Å"Come in! † . Gulp ! Only God knows how I felt right now. I slowly opened the door and entered the room. The room was so cool as cool as my body. â€Å"Please have a sit†. My principal quipped. After being interoggated for almost half an hour,I felt so calm. I listened attentively and nodded. He told me that he was attracted to my arts and proposed the room that I sprayed being made â€Å"The school art’s room. †What a surprise! I smiled and thanked him. He also proposed an Art’s club and appointed me as the president of the club. I hugged him tightly. He was so shocked but happy with my reactions. I shook his hands and thanked him for his kindness. I never expect this dramatic event took a 360 degree turn. It wasn’t a mess as I thought initially†¦.. Most people would define a good teacher as someone who makes their students excel academically and do well on their tests. I believe that’s almost right, but a little off. I believe that a good teacher doesn’t have one dimension but two. They not only make you excel, but they make you want to go to school. They care about the student’s insecurities and problems, and most importantly they are there to support you. My teacher is like that. Her name is Ms. Young and she’s changed the way I see the world. She isn’t one of those teachers that will give it their all just to be liked by the students. She honestly doesn’t fit in a category of teachers. Although it’s her first year teaching at High Tech Middle she fit in immediately. Normally the project based learning philosophy is hard for new teachers to adapt to, but Ms. Young did it effortlessly. After nine years of switching from town to town, school to school, and teacher to teacher, Ms. Young is by far the best teacher I’ve ever had. She keeps the class in order, yet manages to make it fun at the same time. She’s always there for academic as well as personal help. Honestly for the first time I don’t want to pass the grade. Ms. Young has taught me a lot over the past school year. I’m not only speaking of history, writing, and reading. She has taught me to appreciate the little things, never judge, and be happy about the work I create. I have grown more in this year than any other, and I owe it almost completely to Ms. Young. I used to think I was a good writer. Looking back on my work from just last year, I realize how much stronger my writing skills and vocabulary are. Ms. Young has done a superb job preparing me for high school, for which I am very grateful. I feel that I have developed my writing skills most this year than any other year. Throughout the year Ms. Young has become my role model. I’ve had many people tell me that when they grow up they want to be like her. I believe that becoming half of the teacher she is would be an incredible achievement. I wrote this essay because I believe that she should be recognized. Not only because of her incredible teaching abilities, but because she made a difference in my life. She showed me that hard work pays off, and that I should never give up. These lessons will continue to have an effect on my life throughout high school and college. Thank you Ms. Young. They impart knowledge and skills to our faculty of intelligence. And yet some of us don’t know how to show appreciation to them. It’s indeed that one cannot put a price tag on education, and so does teaching. If there is a category of people who knows how to shape, and furnish young children with useful information without showing any sign of fatigue, and unwillingness; surely teachers belong to that category because of the fact that they know how to push us students, and direct us through the lightning path of success. It is true that they earn a monthly salary for â€Å"teaching;† but I think they deserve more than just a salary. A little bit of appreciation could vitalize them, and encourage them to help us more. I am certainly not a teacher and neither are many other young children, but it is understandable to know how much they work to direct us, and making sure that we students learn the skills that we need to go out in the challenging world. Their job is one of the toughest to take on, and they still manage to do it happily without any apparent dissatisfaction. Most of us know how difficult it is to get an acceptance to college, and for many of us a descent job might be the ultimate target. Teachers are the ones who always make sure that, us students we are organized, prepared, equipped, and ready to strive through our targeted path; and many of them certainly make sure that we are properly expectant of the obstacles that lie on the journey ahead, and with that perception they help us cultivate tactics, and strategies to resist those obstacles. These are some words that I chose on behalf of many students around the world, in order to acknowledge your hard work, dedication, and everything that you [teachers] teach us from academic to real life lessons. Your hard work makes a grandiose impact on our lives as students, and for that I, and many other students would like to express our gratitude in between these quotations; â€Å"Us student, we could not have left this day passed without wishing you a joyous Teachers’ appreciation week. We certainly think that everyday should be a day to celebrate teachers’ hard work. It’s indisputable how hard you [teachers] work to deliver the materials to us, and on top of that you still strive to help us during your free time. How much of a price can one put on that quality? None of us thinks that quality worth a financial value. †