The Legend of El Dorado

The Legend of El Dorado El Dorado was a legendary city as far as anyone knows found some place in the unexplored inside of South America. It was supposed to be incredibly rich, with whimsical stories recounted gold-cleared avenues, brilliant sanctuaries and rich mines of gold and silver. Somewhere in the range of 1530 and 1650 or something like that, a large number of Europeans looked through the wildernesses, fields, mountains, and waterways of South America for El Dorado, a large number of them losing their lives all the while. El Dorado never existed aside from in the fevered minds of these searchers, so it was rarely found. Aztec and Inca Gold The El Dorado fantasy had its foundations in the huge fortunes found in Mexico and Peru. In 1519, Hernn Cortes caught Emperor Montezuma and sacked the relentless Aztec Empire, snatching a great many pounds of gold and silver and making rich men of the conquistadors who were with him. In 1533, Francisco Pizarro found the Inca Empire in the Andes of South America. Taking a page from Cortes book, Pizarro caught the Inca Emperor Atahualpa and held him for emancipate, acquiring another fortune all the while. Lesser New World societies, for example, the Maya in Central America and the Muisca in present-day Colombia yielded littler (yet at the same time huge) treasures. Would-Be Conquistadors Stories of these fortunes got out and about in Europe and soon a huge number of explorers from all over Europe were advancing toward the New World, wanting to be a piece of the following endeavor. Most (however not every one) of them were Spanish. These travelers had almost no close to home fortune yet extraordinary desire: most had some experience battling in Europes numerous wars. They were rough, merciless men who had nothing to lose: they would get rich on New World gold or kick the bucket attempting. Before long the ports were overwhelmed with these eventual conquistadors, who might shape into enormous undertakings and set off into the obscure inside of South America, regularly following the vaguest bits of gossip about gold. The Birth of El Dorado There was a trace of validity in the El Dorado legend. The Muisca individuals of Cundinamarca (present-day Colombia) had a custom: lords would cover themselves in a clingy sap before covering themselves in gold powder. The lord would then take a kayak to the focal point of Lake Guatavit and, before the eyes of thousands of his subjects watching from shore, would jump into the lake, rising clean. At that point, an extraordinary celebration would start. This convention had been dismissed by the Muisca when of their revelation by the Spanish in 1537, yet not before expression of it had arrived at the voracious ears of the European gatecrashers in urban communities everywhere throughout the mainland. El Dorado, truth be told, is Spanish for the plated one: the term from the outset alluded to an individual, the ruler who shrouded himself in gold. As indicated by certain sources, the man who instituted this expression was conquistador Sebastin de Benalczar. Advancement of the Myth After the Cundinamarca level was vanquished, the Spanish dug Lake Guatavit looking for the gold of El Dorado. Some gold was in reality found, however not as much as the Spanish had sought after. Consequently, they contemplated hopefully, the Muisca must not be the genuine realm of El Dorado and it should at present be out there some place. Undertakings, made out of ongoing appearances from Europe just as veterans of the triumph, set out every which way to scan for it. The legend developed as uneducated conquistadors passed the legend by listening in on others' conversations starting with one then onto the next: El Dorado was not simply one ruler, however a rich city made of gold, with enough riches for a thousand men to become rich for eternity. The Quest Somewhere in the range of 1530 and 1650 or something like that, a large number of men made many invasions into the unmapped inside of South America. A run of the mill campaign went something like this. In a Spanish seaside town on the South American terrain, for example, Santa Marta or Coro, a magnetic, powerful individual would report an undertaking. Somewhere in the range of one hundred to 700 Europeans, for the most part Spaniards would join, bringing their own defensive layer, weapons, and ponies (on the off chance that you had a pony you got a bigger portion of the fortune). The endeavor would drive locals along to convey the heavier rigging, and a portion of the better-arranged ones would bring animals (typically hoards) to butcher and eat en route. Battling hounds were constantly brought along, as they were helpful when battling hostile locals. The pioneers would frequently obtain intensely to buy supplies. Following two or three months, they were all set. The endeavor would take off, apparently toward any path. They would remain out for any time span from several months to up to four years, looking through fields, mountains, waterways, and wildernesses. They would meet locals en route: these they would either torment or handle with blessings to get data about where they could discover gold. Invariably, the locals pointed toward some path and said some variety of our neighbors toward that path have the gold you look for. The locals had immediately discovered that the most ideal approach to be freed of these discourteous, savage men was to mention to them what they needed to hear and send them out the door. In the mean time, sicknesses, abandonment, and local assaults would trim down the undertaking. By and by, the campaigns demonstrated shockingly strong, conquering mosquito-invaded swamps, swarms of irate locals, bursting heat on the fields, overwhelmed waterways, and chilly mountain passes. In the end, when their numbers got excessively low (or when the pioneer kicked the bucket) the campaign would surrender and get back. The Seekers of This Lost City of Gold Throughout the years, numerous men scanned South America for the incredible lost city of gold. Best case scenario, they were off the cuff wayfarers, who rewarded the locals they experienced moderately decently and helped map the obscure inside of South America. Best case scenario, they were insatiable, fixated butchers who tormented their way through local populaces, slaughtering thousands in their unbeneficial mission. Here are a portion of the more recognized searchers of El Dorado: Gonzalo Pizarro and Francisco de Orellana: In 1541, Gonzalo Pizarro, sibling of Francisco Pizarro, drove a campaign east from Quito. Following a couple of months, he sent his lieutenant Francisco de Orellana looking for provisions: Orellana and his menâ instead found the Amazon River, which they followed to the Atlantic Ocean.Gonzalo Jimã ©nez de Quesada: Quesada set out from Santa Marta with 700 men in 1536: in mid 1537 they arrived at the Cundinamarca level, home of the Muisca individuals, which they quickly won. Quesadas undertaking was the one that really found El Dorado, despite the fact that the ravenous conquistadors at the time would not concede that the unremarkable takings from the Muisca were the satisfaction of the legend and they kept looking.Ambrosius Ehinger: Ehinger was a German: at that point, some portion of Venezuela was regulated by Germans. He set out in 1529 and again in 1531 and drove two of the cruelest campaigns: his men tormented locals and sacked th eir towns perseveringly. He was slaughtered by locals in 1533 and his men returned home. Lope de Aguirre: Aguirre was a warrior on Pedro de Ursã ºas 1559 endeavor which set out from Peru. Aguirre, a suspicious crazy, before long turned the men against Ursã ºa, who was killed. Aguirre in the long run assumed control over the endeavor and started a rule of dread, requesting the homicide of a large number of the first travelers and catching and threatening the Island of Margarita. He was executed by Spanish soldiers.Sir Walter Raleigh: this unbelievable Elizabethan retainer is recognized as the man who acquainted potatoes and tobacco with Europe and for his sponsorship of the destined Roanokeâ colony in Virginia. Be that as it may, he likewise was a searcher of El Dorado: he thought it was in the good countries of Guyana and made two excursions there:â one in 1595â and every second in 1617. After the disappointment ofâ the second campaign, Raleigh was executed in England. Was It Ever Found? So,â was El Dorado at any point found? Kind of. Theâ conquistadorsâ followed stories of El Dorado to Cundinamarca but wouldn't accept that they had discovered the legendary city, so they continued looking. The Spanish didnt know it, however the Muisca human advancement was the last significant local culture with any riches. The El Dorado they looked for after 1537 didn't exist. In any case, they looked and looked: many undertakings containing a large number of men scoured South America until aboutâ 1800 when Alexander Von Humboldtâ visited South America and presumed that El Dorado had been a fantasy from the beginning. These days, you can discover El Dorado on a guide, in spite of the fact that its not the one the Spanish were searching for. There are towns named El Dorado in a few nations, including Venezuela, Mexico, and Canada. In the USA there are no less than thirteen towns named El Dorado (or Eldorado). Finding El Doradoâ is simpler than ever†¦just dont expect avenues cleared with gold. The El Dorado legend has demonstrated versatile. The thought of a lost city of gold and the frantic men who look for it is simply unreasonably sentimental for authors and craftsmen to stand up to. Innumerable melodies, storiesâ books, and sonnets (counting one by Edgar Allen Poe) have been expounded regarding the matter. There is even a superhuman called El Dorado. Moviemakers, specifically, have been intrigued by the legend: as of late as 2010 a film was made about a cutting edge researcher who discovers intimations to the lost city of El Dorado: activity and shootouts result.

The Relevancy that Zionism Possess in the Arab-Israeli Conflict Free Essays

Official Summary Thð µ struggle bð µtwð µÃ° µn thð µ Israð µlis and thð µ Palð µstinians was a consð µquð µncð µ of onð µ of thð µ generally brilliant and crð µativð µ movð µmð µnts of thð µ last cð µntury: modð µrn Zionism. A hundrð µd yð µars back, somð µ of thð µ most indispensable Ð µlð µmð µnts in thð µ Jð µwish people group all ovð µr thð µ world attð µmptð µd to join thð µ modð µrn world by rð µjð µcting thð µ aloofness of thð µir ancið µnt mð µssianic rð µligion. Thð µ Zionists believed that Jð µws would achið µvð µ a sort of rð µdð µmption by cð µasing to bð µ diffð µrð µnt from and pð µrsð µcutð µd by thð µ countries of thð µ world. We will compose a custom article test on The Relevancy that Zionism Possess in the Arab-Israeli Conflict or on the other hand any comparative subject just for you Request Now Somð µhow, thð µy thought, thð µ inð µvitablð µ inconveniences and clashes with thð µ Arabs would bð µ rð µsolvð µd. Thð µ Jð µws would discover pð µacð µ and accð µptancð µ in thð µ land whð µrð µ thð µir ancð µstors had oncð µ fashionð µd thð µir rð µligion and culturð µ. Yet, it was not to bð µ. Instð µad, from its vð µry bð µginning to this vð µry day, Zionism has confrontð µd a cð µntury of war. This papð µr examine thð µ issuð µ of Jð µws on thð µ place where there is Palð µstinð µ is vð µry complð µx. Thð µ patriots bð µlið µvð µ that thð µ Jð µwish pð µoplð µ will bð µ Ð µndangð µrð µd unlð µss thð µir basð µ is rð µ-Ð µstablishð µd in thð µir ancið µnt homð µland. In this way nð µithð µr gathering can Ð µvð µr award thð µ ultimatð µ Palð µstinian dð µmand that thð µ Jð µws cð µasð µ thð µir aggrð µssion and go Ð µlsð µwhð µrð µ. Modð µrn Zionism bð µgan with thð µ vision of a â€Å"normalizð µd† Jð µwish pð µoplð µ, a country among countries that would bð µ part of thð µ world starting at right. Thð µ most significant Jð µwish dð µmand is thð µrð µforð µ that at thð µ Ð µnd of thð µ pð µacð µ procð µss, thð µ Arabs agrð µÃ° µ that thð µ Jð µws’ Ð µxistð µncð µ in thð µ rð µgion is pð µrmanð µnt and can nð µvð µr again bð µ quð µstionð µd. Thð µ Rð µlð µvancy that Zionism Possð µss in thð µ Arab-Israð µli Conflict Thð µ strife bð µtwð µÃ° µn Zionism and thð µ Arab statð µs has bð µÃ° µn thð µ focal point of intð µrnational attð µntion sincð µ thð µ Ð µnd of World War I. It was a subjð µct of major concð µrn to thð µ old Lð µaguð µ of Nations; aftð µr World War II, it was onð µ of thð µ first disputð µs in which thð µ Unitð µd Nations (U.N.) was involvð µd. For some yð µars, it was a factor in thð µ Cold War bð µtwð µÃ° µn thð µ Sovið µt Union and thð µ Wð µst. (Smith, 1992) Morð µ than a large portion of a dozð µn spð µcial U.N. associations havð µ bð µÃ° µn crð µatð µd to dð µal with thð µ circumstance. (Rð µich, Ð µt al., 1996) Thð µ strife has cð µntð µrð µd on thð µ strugglð µ bð µtwð µÃ° µn Zionism, or Jð µwish patriotism, and Arab patriotism for control of Palð µstinð µ. (Yonah, 1973) It has involvð µd not just thð µ Jð µwish and Arab occupants of Palð µstinð µ yet additionally thð µir rð µspð µctivð µ supportð µrs around thð µ world, that is, both Jð µwish and non-Jð µwish advocatð µs of a Jð µwish statð µ and thð µ 21 mð µmbð µrs of thð µ Arab Lð µaguð µ and thð µir supportð µrs all through thð µ Islamic and numerous Third World countries. (Lð µsch Tschirgi, 1998) Palð µstinð µ didn't Ð µxist as a sð µparatð µ political Ð µntity until Grð µat Britain took ovð µr thð µ nation at thð µ Ð µnd of World War I. From 1517 until 1918, Palð µstinð µ was a piece of thð µ Ottoman Еmpirð µ. (Lð µsch Tschirgi, 1998) Prior to thð µ Ottoman Ð µra, thð µ nation had part of rulð µrs. Jð µwish, and latð µr Zionist, cases to Palð µstinð µ dð µrivð µ from scriptural records of ancið µnt Hð µbrð µw tribð µs and Israð µlitð µ realms that Ð µxistð µd in thð µ nation. (Smith, 1992) Palð µstinð µ is likewise critical to Christianity and Islam. Jð µsus Christ was conceived and dið µd in Palð µstinð µ and livð µd a large portion of his lifð µ thð µrð µ. Palð µstinð µ bð µcamð µ an Arab and Islamic nation somð µ 1,300 yð µars prior whð µn tribð µs from thð µ Arabian pð µninsula conquð µrð µd it during thð µir swð µÃ° µp through thð µ Middlð µ Еast aftð µr thð µ dð µath of thð µ Prophð µt Muhammad. (Frð µÃ° µdman, 1979) Thð µ Arab-Israð µli struggle originatð µd in thð µ contð µst among Еuropð µan powð µrs to control thð µ Arab tð µrritorið µs of thð µ Ottoman Еmpirð µ. Exactly at thð µ timð µ that Arabs bð µgan to dð µvð µlop thð µir own sð µnsð µ of patriotism, thð µy discovered thð µir drð µams contð µstð µd by Еuropð µan desire and by thð µ countð µrclaims of thð µ nð µw Jð µwish patriot movð µmð µnt that arosð µ in Еuropð µ. Notwithstanding fð µaring Еuropð µan expansionism, rð µsidð µnts of Arab provincð µs bð µgan to fð µar thð µ Zionist movð µmð µnt. (Smith, 1992) A sð µnsð µ of Jð µwish patriotism was Ð µmð µrging in Еuropð µ in thð µ 1880s, in rð µaction to dð µÃ° µp-sð µatð µd hostile to Sð µmitism and to thð µ trouble that Jð µws facð µd absorbing into Еuropð µan socið µty. Zionists fð µlt that Jð µws couldn't bð µ completely accð µptð µd in Еuropð µ and that thð µy nð µÃ° µdð µd to rulð µ thð µir own indð µpð µndð µnt statð µ. In spite of the fact that Zionism attractð µd limitð µd support in thð µ formativð µ pð µriod, Jð µwish migration to Palð µstinð µ from 1882 to 1914 incrð µasð µd thð µ numbð µr of Jð µwish rð µsidð µnts from 6 pð µrcð µnt to 10 pð µrcð µnt of thð µ populace thð µrð µ. (Smith, 1992) Thð µ World Zionist Organization (WZO), foundð µd in 1897 (Lð µsch Tschirgi, 1998), assistð µd workers and purchased land with thð µ point of crð µating a Jð µwish statð µ in Palð µstinð µ. Whð µn thð µ Palð µstinian rð µsidð µnts protð µstð µd against thð µsð µ political points, thð µ Ottoman rulð µrs trið µd to rð µstrict Jð µwish migration and purchasð µ of land. (Nð µff, 1995)â This Jð µwish patriotism clashð µd with thð µ patriotism of thð µ Palð µstinian Arabs, who comprisð µd 90 pð µrcð µnt of thð µ rð µsidð µnts. (Smith, 1992) Thð µ Arabs’ bittð µrnð µss ovð µr thð µ Palð µstinians’ fatð µ bð µgan to bð µ matchð µd by Zionist antagonistic vibe toward British rulð µ at thð µ Ð µnd of thð µ 1930s. (Nð µff, 1995) Although thð µ official Zionist lð µadð µrship dð µcidð µd not to Ð µngagð µ in armð µd strugglð µ against British rulð µ whilð µ Britain was battling Hitlð µr’s Gð µrmany, somð µ Zionist splintð µr bunches wagð µd a crusade of tð µrrorism against thð µ obligatory organization, Ð µvð µn during World War II. (Davidson, 1996) Aftð µr thð µ war Ð µndð µd, official Zionist-British rð µlations in Palð µstinð µ dð µtð µrioratð µd into a tð µnsð µ, and somð µtimð µs violð µnt, showdown. (Frð µÃ° µdman, 1979) World War II lð µd to a groundswð µll of help in thð µ Unitð µd Statð µs and Еuropð µ for a Jð µwish statð µ, as a rð µsult of stun at thð µ Nazis’ nð µar demolition of Еuropð µan Jð µwry. (Smith, 1992) Zionists hardð µnð µd thð µir political position, demanding that thð µ Jð µwish statð µ must Ð µncompass all of Palð µstinð µ bð µcausð µ that statð µ would sð µrvð µ as thð µ havð µn for world Jð µwry. Thð µ war additionally crð µatð µd a massivð µ problð µm of displacð µd pð µrsons in Еuropð µ, ovð µr onð µ hundrð µd thousand of whom wð µrð µ Jð µws. Zionist lð µadð µrs pointð µd to thð µ lð µgal barrið µrs hindð µring thð µ movement of Jð µws to thð µ Unitð µd Statð µs and othð µr countrið µs, and unequivocally supportð µd thð µ rð µcommð µndation of thð µ Anglo-Amð µrican Committð µÃ° µ of Inquiry in 1946 that thosð µ onð µ hundrð µd thousand Holocaust survivors sð µttlð µ in Palð µstinð µ. (Smith, 1992) Thð µ loss of Palð µstinð µ Ð µmbittð µrð µd Arabs against thð µ Еuropð µan frontier powð µrs that had carvð µd up thð µir land and aidð µd Zionism. (Yonah, 1973) But thð µ dð µfð µat additionally lð µd to sð µlf-analysis. Middle Easterner pð µoplð µs dð µnouncð µd thð µir rulð µrs for debasement, and Arab soldið µrs dð µnouncð µd thð µir military officð µrs for incompð µtð µncð µ. (Wagnð µr, 2003) Thð µ Zionist charactð µr of thð µ statð µ of Israð µl has rð µmainð µd thð µ major cornð µrstonð µ of thð µ Palð µstinian-Israð µli struggle sincð µ 1948. (Gilland, 2003) As such it must bð µ undð µrstood if any mð µaningful, reasonable and only answer for thð µ strife is to bð µ considð µrð µd. Thð µ Zionism of Israð µl’s charactð µr has rð µmainð µd basically a sð µcular Jð µwish patriotism; by dð µfinition, it has to do with thð µ Jð µwish pð µoplð µ. (Stð µrnhð µll, 2004) Thð µ Palð µstinian position has nð µvð µr rð µally bð µÃ° µn facð µd by thð µ Israð µlis and thð µir supportð µrs all through thð µ world. Zionists, both in Israð µl and abroad, arð µ Ð µssð µntially Wð µstð µrnð µrs who bð µlið µvð µ that problð µms havð µ judicious arrangements and that agð µ-old rð µligious or patriot quarrð µls can ultimatð µly bð µ solvð µd by compromisð µ. (Lð µsch Tschirgi, 1998) Zionism has bð µÃ° µn a grð µat succð µss and a grð µat failurð µ. (Gilland, 2003) Thð µ succð µss is thð µ crð µation of a viablð µ Jð µwish Statð µ with a populace that includð µs practically half thð µ world’s Jð µws. (Mattair, 1992) Thð µ failurð µ is that it has provokð µd Arab Ð µnmity to such a dð µgrð µÃ° µ, that a military dð µfð µat of Israð µl woul

Can You Get a Cash Advance With No Job

Can You Get a Cash Advance With No Job Can You Get a Cash Advance With No Job? Can You Get a Cash Advance With No Job?The answer to this question entirely depends on what type of cash advance youre talking about.If you’ve ever applied for a loan from a bank, they’ve likely asked you to put your income or even your job title on the application. This makes sense, as a person is going to need some sort of income in order to make their loan payments.But what if you don’t have a job or an emergency fund and you need some quick cash? You won’t be able to get a personal loan from a bank, or really from any traditional lender. However, you’ll still have some options available to you, like a cash advance.Be careful though, the kinds of bad credit loans and credit lines you can secure when you don’t have a job can come with some pretty severe financial risks. Even if you’re desperate for cash, you need to know exactly what you’re getting into before you take one out.  What is a cash advance? The answer is complicated.The annoying thing about the term “c ash advance” is that it can refer to two entirely different types of lending products. We’ll go over both of them because whether you have a job or not will possibly affect your eligibility for one kind of cash advance far more than the other.The principal type of cash advance youll see is a feature on most credit cards. While your standard credit card transaction involves you using the card to make a purchase and adding that dollar figure directly to your balances, credit card cash advances work a little differently.With a credit card cash advance, you use your card to take out cash, usually from an ATM, and whatever dollar amount you withdraw is then added to your balance. Cash advances usually come with an additional feeâ€"something in the range of $5-$10 or 2-4 percent of the amount withdrawn, whichever is higher.Cash advances almost always come with a higher interest rate than traditional transactions. If you take a look at your credit card statement, most will state the di fference between them. For instance, your standard APR might be 16 percent for regular purchases but the APR for cash advances could be 24 percent.Traditional credit card transactions come with a 30-day grace period before interest starts to accrue. Cash advances, on the other hand, have no such grace period. Interest starts to accrue immediately once the money is added to your balance.All in all, its clear that getting a cash advance on your credit card is going to be much more expensive than just using your card to make a purchase. Still, a credit card cash advance is much cheaper than the other type of cash advance thats out there.The other type of cash advance is basically a payday loan.The name “payday loan” comes from the idea that these short-term, small-dollar loans are only meant to tide the borrower over till their next payday. Similarly, some short-term no credit check loans will refer to themselves as “cash advances” since all they’re really doing (or so they s ay) is giving you an advance on your next paycheck.The terms that you receive on these cash advance loans will vary depending on where you live, as these types of financial products are regulated at the state level. Still, the average length of a payday cash advance is approximately two weeks, and the average annual percentage rate is well over 300 percent.In the long term, payday cash advances are much more expensive than cash advances from a credit card. And in the short term, you might have a hard time paying off that payday cash advance on time.Unlike traditional installment loans, payday cash advances are designed to be paid back all at once. Combining that lump sum repayment with their short repayment terms can make these loans quite hard for some people to pay back. In many states, lenders will give these borrowers the option of rolling over their loan or immediately borrowing a new loan once the old ones paid back.This is how costs quickly add up and folks find themselves co nstantly throwing money at the interest on their cash advance loan without ever getting closer to pay off the loa itself. This is what’s commonly referred to as a “cycle of debt,” and it can spell financial ruin.So do you need a job to get a cash advance?  For the first type of cash advance, the kind you take out on your credit card, you don’t need a job in order to get one. So long as your credit card is operational, you can take out as much cash as you wantâ€"within reason. Most credit cards have a daily limit on how much cash you can withdraw.With credit card cash advances, there isn’t any application process where a lack of a job might disqualify you. There is simply pressing the “cash” button on the ATM and waiting for your bills to appear. So long as your unemployment doesn’t lead to your card being shut off for nonpayment, you’ll be good to go.With payday cash advances, however, not having a job might become a bit of an issue.It’s hard to make big generali zations about payday loans because terms can vary wildly from state to state and from lender to lender. (With online loans, the terms will depend on your state of residence.)  But while payday lenders certainly have lower lending standards than traditional lendersâ€"most won’t even run a soft check on your credit scoreâ€"many payday lenders will still require that you have a job before they lend to you.And honestly, that’s a good thing. When lenders that lend to people regardless of their ability to repay the payday or title loan theyre being offered, they might actually be counting on their customers not being able to afford their loans. What better way to trap them in a predatory cycle of debt and rack up all those extra fees and interest charges?If you don’t have a job, we strongly recommend you stay away from payday cash advances. To learn more about ways you can handle unforeseen expenses, check out these related posts and articles from OppLoans:How to Finance a Medical E mergency: An OppLoans eBookWant to Avoid No Credit Check Loans? Build an Emergency Fund3 Ways to Finance Dental Care, Even With Bad CreditHow do  you  handle emergency expenses when youre out of work?  We want to hear from you!  You can  email us  or you can find us on  Facebook  and  Twitter.

Is Modern Culture Ruining Childhood Essay - 948 Words

Is Modern Culture Ruining Childhood? Modernity is one of the most important periods in the human intellectual history. Philosophers and historians claim that it has started somewhere in the middle of the 19th century. Modernity is based on the project of â€Å"modernization† (rationalization and scientification of the world in order to make it a better place to live). This project was born in the middle of the Western civilization and it was considered that it is heading the only direction - towards the progress. That is why Europeans and Americans thought that the entire world should align them. A lot of children in different countries got access to the basic education and started spending a lot of their time in schools or other educational†¦show more content†¦In the last centuries and even millenniums, mother was the main person, caring about the child. She gave most of her material and emotional resources to bring up her children in a proper way. In the early year s, children spent most of their time with their mothers and learned about the world around with her support. In the past, women were mostly housewives, who spent most of her time at home with children (Sommer, p.38). However, in the begging of the 20th, situation changed dramatically, because of the process of institutionalization of the early childhood (by the kindergarten) and the rise of the women employment. This process was mostly typical for Western World; however, further it spread all over the world. This process was connected with the ways of civil rights protection movements all over the Europe and United States. As a result, a lot of women started to work, develop their career and socializing. They didn’t want to be housewives anymore and stay with the children: it was a reason for the development of pre-school education. Some researchers claim that children cannot grow up properly without the specific communication with their parents, especially in the early years. That is why many conservative politicians and thinkers have criticized emancipation of women as something ha rmful for children. Another important thing that influenced the modernShow MoreRelatedThe Effects Of Technology On Children s Toys1602 Words   |  7 Pagesday. Modern culture is also affecting childhood due to the exposure children get to inappropriate shows or content. Instead of going out and trying something today’s children would rather watch a video of someone else doing or trying that thing. This causes children to become unattached to the world and more plugged into technology. If children become more plugged in the have a higher chance of seeing or hearing inappropriate content. 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The missionaries began slowly remaking Hawaii in their own image; first by establishing a permanent settlement; next by overthrowing the queen on January 17 1893; and by removing the native Hawaiians from their culture and forcing them to fit into theRead MoreLooking For Trans Wonderland By Noo Saro Wiwa2351 Words   |  10 PagesHave you ever desired to return back to your childhood neighborhood? Might you wonder how much it’s changed since you were last there? If your answer is somewhere in the state of Kansas, it could possibly be argued. Might you perhaps change your mind if the place you grew up in was the country of Nigeria? Though it might sound exotic; a rowdy airport, littered streets, malfunctioning transportation and a possibility of access to water are just some of the matters you might come to expect on your

The Current Status Of Galaxy Formation - 1589 Words

The field of physics encompasses a variety of topics and sub-disciplines which include astronomy, cosmology, and particle physics, to name a few. As a student in the physics field, it is important to understand how physicists actually write and make arguments in their respective disciplines. By being able to analyze and rhetorically inspect an article, the material becomes more comprehensible and some potential implications of the writing begin to resound with the reader. The more we learn about the universe, the more we can predict what is to come and apply that knowledge to everyday life. Physics is a highly technical field with most of its papers including an immense amount of jargon, models, evidence, and observations. An inspection of an article entitled â€Å"The Current Status of Galaxy Formation,† written by Joseph Silk and Gary Mamon and published in Research in Astronomy and Astrophysics (RAA), demonstrates these qualities in abundance and goes beyond them into the r ealm of how the research involving galaxy formation will change in the future. The exigence or urgency of this article is never explicitly stated, but it can be garnered from a cursory inspection that furthering the research in the field of cosmology (the study of the origin, evolution, and development of the universe), especially as it applies to galaxies, can lead to scientific and public understanding of what the future holds for us. 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Ford Motor Company Swot Analysis Free Essays

Ford Motor Company SWOT Analysis Strengths †¢Timely acquisition of capital makes Ford more financially sound than the other Big Three carmakers. †¢Product line is respected by industry experts and is qualitatively seen to be a step above many of its competitors. Recent surveys place Ford in a tie with Toyota for greatest customer satisfaction, a significant improvement from five years ago. We will write a custom essay sample on Ford Motor Company Swot Analysis or any similar topic only for you Order Now †¢Have a global market presence, with worldwide brand recognition and a particularly strong presence in Europe. †¢Is perceived to be a thoroughly â€Å"American† brand, which helps Ford among certain groups of consumers. U. S. market share, after years of decline, has stabilized in recent years. †¢The Ford F-series pickup remains the most respected commercial truck available; despite demand shifts, profitability on this line should remain high. †¢Ford has had great success, particularly when compared to its competitors, at renegotiating labor contracts with the UAW. Weaknesses †¢Poor Profitability: Ford still loses money on many automobile lines, particularly within the United States. †¢Importance of single components source (Visteon). The automotive market is highly competitive with large fixed costs. In addition, the market demands continual long term planning and research and development. †¢Very little market penetration within China and India. †¢Global excess capacity for the automobile industry is estimated to average 30. 5 million vehicles per year from 2009-2011. 9 †¢Ford is selling a durable good during the most severe economic downturn in recent history. Opportunities †¢Ford has recognized the importance of small, fuel efficient vehicles and is actively transitioning into this market. Of particular interest is Ford’s ‘EcoBoost’ technology, which the company claims will result in 20% greater fuel efficiency and 15% fewer CO2 emissions. †¢The ‘One Ford’ vision has the chance to generate significant margin increases for Ford’s smaller line of vehicles. Of particular importance is the Ford Fiesta, which was recently released in Europe and China and is slated for an early 2010 release in North America. The ‘One Ford’ vision appears to be a coherent strategy for Ford to adopt given its changed role within the industry. Ford is perceived to be the most stable ‘American’ car manufacturer because it has not been forced to take bailout money, leading to slight increases in market share. †¢GM and Chrysler flexibility is limited by government involvement in their debt situation, putting Ford as a competitive advantage. †¢In the event of a GM or Chrysler bankruptcy, Ford has placed itself in a pos ition to steal market share—at least in the short term. Threats †¢While not in need of a government bailout, poor financial results are straining Ford’s capital. Cash burn continues unabated, and estimates indicate Ford may be forced to seek government financing by early 2010 unless sales stabilize. †¢While Ford is readjusting production, truck sales are falling rapidly and Ford may not be able to shift production quickly enough to meet changing demand. †¢Bankruptcy of Visteon or other parts supplier could cause severe disruption of supply chain. †¢While Ford has too many dealers at this time, it should remain wary of too many closures. In addition, because Ford Credit provides financing for most dealers it must be careful to avoid holding the bag when dealerships close. How to cite Ford Motor Company Swot Analysis, Papers

Inclusion And Diversity Analysis Of Burnet Institute †Free Samples

Question: Disuss about the Inclusion And Diversity Analysis Of Burnet Institute. Answer: Introduction Burnet organization is an Australian organization that is Non-profit, unaligned, an independent organization that links the medical research with the actions that are practical so as to help solve the devastating health problems in Australia. The organization believes that every single person in the world over has an equal right to the basic health care. Therefore achieving this right to equal health care to the most neglected people in the world requires both innovation and commitments. Burnet Institute brings together a very highly skilled base of diverse skills with a staff of more than 400 which is also composed of students who work on cutting-edge projects and research programs that seek to address some of the most relevant global health issues. The organization has instituted wide health programs that are interdisciplinary and which are at the heart of the daily decision making. Each of the program that the institution employed does represent the full breadth of the technical based skills that help foster a collaborative approach to help tackle some of the most challenging global health issues in the health sector. Some of the global health issues include the disease elimination programs, behaviors and Health risks, the maternal and child health programs, healthy aging and Heath security. The organization does harness its international and its presence in the local fields. The laboratories of Burnet have mixed development and different research cultures. It does drive its greatest focus on its most relevant health issues. This has enabled it to achieve a great impact as a result. The leadership of Burnet is composed of the globally renowned team. The head of the organization is Professor Brendan Crabb AC who is an award winning and leading malaria researcher. The diversity context or issue The common misconception about workplace diversity is that it does define meeting the certain groups in the employee gender or race categories. In the real sense diversity as it is related to the human resources entails the way of operating and thinking that helps to encourage tan entirely new positive outlook among the core workers of a particular organization. Diversity helps to promote respect, acceptance, and teamwork among the members of an organization. The companies that do manage to overcome the certain diversity issues often end up achieving greater productivity, company morale and profits. As it is in the deficit model whereby it is thought that the organizations that don't tend to have a strong inclusion of diversity culture always invite a lower productivity which is accompanied by high rates of absenteeism and a higher turnover which eventually results in high costs to the company operations (Katti, 2013). In Burnet organization some of the top issues that the organization faces in the diversity context that needs to be addressed so as to ensure the organization reaps the full benefits of a culturally diverse workplace are include the promotion of respect in the workplace, addressing the conflicts in the organization, respecting the Ethics and cultural differences in the organization, addressing the harassment issues faced by the employees of the organization, addressing the communication issues, generation gaps, and consistency in the organization. Burnet organization also lacks nurturing whereby the organization communicates by words and actions that they will care for their employees without any favor or bias. This is not limited to the work-life programs and supplier diversity. The organization also lacks measurement whereby the company should employ the best measurements of the abilities to build same relationships to the employees and ensure that bias is managed out of the organization which will, in turn, pay dividends or brings advantages to high-quality relationships with the organization's customers and the investors. Understanding also lacks in the organization whereby the majority of the leadership of Burnet organization do not understand that the perception of its employees is different from the orientation, culture, gender, race, disabilities and many other factors. The ability to manage those differences lacks in the organization. There is also a lack of commitment to promoting diversity and inclusion in the organization. The leadership of the organization is not doing well to encourage diversity and inclusion. This has on several occasions exposed the organization to liabilities and several lawsuits. This has also been fuelled by a lack of bi-directional communications in the Burnet organization. The other issue facing the organization is that of workers who are physically or mentally disabled in the organization are often encountered with discrimination and insensitivity from their core workers. In even some cases the employees in the organization innocently tend to overlook the workers who are handicapped and who are needy. They overlook the worker's needs of the equipment's such as the ramps or other special needs equipment. Inclusion diversity analysis A diversity analysis framework is a framework designed to reflect the senior management's team vision of creating an organization that is innovative and which works smart. This is to ensure they have a workforce that attracts and can leverage the diversity in its staff members so as to be able to create programs and services that will meet the needs of the changing diversity of the community the organization serves. Diversity and Inclusions always go hand in hand in that an organization that successfully capitalizes on the diversity of their staff members always consistently work so as to identify the systematic barriers and address them appropriately. The systematic barriers are usually embedded in the practices, the policies, and services which inadvertently end up excluding the individuals and the whole communities. The framework helps in providing the staff throughout the particular organization with the mechanisms and tools that will enable them to address and identify the systematic barriers so as to be able to build a diverse and an inclusive workforce. The workforce should broadly represent the citizens and communities cultural diversity. The framework helps in the inclusion and values into the existing processes of the organization so as to enable progress and the results that are to be measured corporately or departmentally. The need for the development of a diversity inclusion framework in Burnet organization results from the changing composition of the diversity of the people in the organization and the region. This includes the aging in the society, the growing awareness of the range of different human differences in the region's population. The population in the region which is ever diversifying has led to the expectations that the organization will provide a variety of programs and services that meet their needs and aspirations. Also, there is a lot of pressure from the local community to recruit and retain employees in a manner that promotes cultural diversity. Implementation of the framework will enable Burnet organization to gain a greater advantage in competitiveness through the increase of resources and vital services and programs in the health sector. It will also enable the organization to be able to attract and retain the talented people through supporting and involving the employees in heightening of their commitment and support of the organization. It will also help to increase the city services that help meet the diverse needs of the people in the local community. It will also attract people who need services but often used to feel disenfranchised, and therefore the implementation of the framework will help in improving the services for all. Inclusion diversity analysis framework In finding of the inclusion analysis framework for Burnet organization, a comprehensive review of or research to identify the best practices in the diversity area and the inclusion area needed to be conducted. When the review was conducted, it resulted in the identification of essential elements that would help in the achievement of a sustainable diversity and inclusion practices that were within the organization. The first step that was used in the creation of the inclusion diversity framework was that of defining diversity and inclusion. Then the creation of vision the organization hoped to accomplish and the articulation of the values that would be used in guiding the organization in achieving the vision. The senior management team in the organization identified the organization's inclusion and diversity vision and then established a working group for the organization that was tasked with the development of the inclusion and diversity framework and the plan of its implementation. In the framework, diversity was defined as the range of differences that were found in the human beings. It was identified that each person has diversity layers of which usually make the perspective of the person unique. Inclusion was on the other hand defined by Burnet organization as the involving and the valuing of the differences between human beings and then viewing the differences between the human beings as the strengths. It was considered to not being enough to employ a particular workforce of individuals that had varying backgrounds and views. It was determined that their experiences and views needed to be included in the working processes as they worked with each other. This would enable the respect and considerations of their diverse needs were acknowledged and respected. Therefore a conclusion was made that diversity and inclusion of different diverse cultures go hand in hand. In the framework, it was important to determine the layers of diversity. The layers of diversity were classified into population characteristics, work status and into the characters. Work status included the management status, department or branch, the work location, the income, seniority, the section or unit and the field of work the individuals in the organization did. Regarding the personality characteristic, it was classified as the language spoken by the person, the family or the marital status, the religions, the educational background, the work experience of the person and the personal habits of the different individuals in Burnet organization. The population characteristics of where the organization was located were based on age groups of the people in the area, the race of the people, the religion pf the people, the ethnic origin and the sexual orientation of the people. The purpose, vision and the goals of the organization were also crucial in the framework formulation. The purpose entailed inclusion and diversity integration values and the different practices into the organizational processes that existed. This enabled progress and the results were measured at the department level or the organizational levels. The organization's vision was to have a supportive and a respective workplace that would attract and also retain the talented workforce that is broadly a representative of the communities and citizens it served. The organization needed a workforce that leveraged its society and that was able to create programs and services would meet the health needs of the people in the local communities of operation. The organization needed a framework on how it would conduct itself so as to achieve its set vision. The framework included valuing diversity by taking advantage of the backgrounds and experience of its staff members that was diverse. It also involved respecting and accepting the differences of individuals. Inclusion also needed to be valued by identifying the barriers and removing them in the policies, policies, practices, services and different programs. Facilitating of opportunities that resulted in the effective and participation that was meaningful was also an important aspect of the framework. Solutions and ideas that were built upon a range of perspectives were also needed. The culture of the organization also needed to be valued whereby people needed to be treated with an utmost dignity, fairness and a wide range of respect. Discrimination and harassment of people based on their diverse cultures needed not to be tolerated. Different individuals of different cultures are also advised to take and action and to add creativity in problems resolutions. Therefore self-awareness and individual accountability was essential and were encouraged. Development of a coherent plan for action Project of process description The implementation of the plan was based on elements that were essential in the process. The implementation plan was to establish several practices during the implementation phases through to the operating, monitoring and the maintenance phase. The plan was based on education and training of Burnet organization staff members. This was by the provision of encouragement and time provision to the people who were interested in the development of knowledge and the necessary skills to support the integration of the framework. The training process also entailed an overview of training in conjunction with the teams of different departments within the organization. The implementation plan was conducted in two faces. In the first face standards of practice were established and in the second face operation, maintenance and monitoring were conducted. The two faces yielded the departmental action plans. Desired outcome of the project The desired outcome of the project description for Burnet organization is for the organization's performance to improve and for the organization to be inclusive and for it to respect the diversity of the communities in different locations of its operation. The outcome desired in the organization is also that different member of the communities who used to feel that there are left out and marginalized to finally feel wanted by the organization and therefore comfortably seek for medical services. The organization also want an outcome whereby the communities of the new areas in which they want to operate receive and welcome them openly. Therefore the organization wants an outcome whereby it benefits, and it also benefits the communities and societies around it. Strategies The strategy of transformational change was the most suited in the organization. The strategy covers an equal opportunity agenda for both the long-term and immediate solutions (Cockburn, 1989). For the short term, the strategy involves the implementation of new measures that would help in minimizing bias in the day to day procedures such as the promotion, communication, and the recruitment processes. An example of where this strategy has been employed before is in the aging management transformation change(Rothkirch, 2000). Whereby the younger employees are seen as, the more innovative while, the older group of employees are seen to be associated with the higher costs regarding benefits, salaries and the needs of healthcare (Brook, 2003). The strategies anticipated results include shorter and long-term improvements of the diversity in the organization. The actions include employing a workforce that is a representative of the diverse community, the management of Burnet organization is responsible for implementation of the strategy and the stakeholders involved include the team of leadership and members of the society. The timeframe for the total implementation will about one year. The evaluation mechanism was evaluating the transitional phase that included diversity and inclusion lenses and the communication and awareness activities. Conclusions and recommendations The inclusion and diversity framework provides the staff throughout the organization with the tools important to build an inclusive and diverse workforce. The workforce should be inclusive to the community that it serves. By integrating inclusion and diversity formally into the existing organizational processes. It will enable the organization's performance to improve. It is therefore recommended for the organization to employ strategies to promote diversity and inclusion. References Katti, D., 2013. THE IMPORTANCE OF SECTION 8-A UNDER THE DOWRY PROHIBITION ACT 1986. Jodhpur National University Law Journal, p.66. Cockburn, C., 1989. Equal opportunities: the short and long agenda. Industrial Relations Journal, 20(3), pp.213-225. Von Rothkirch, C., 2000. Altern und Arbeit: Herausforderung fr Wirtschaft und Gesellschaft. Edition Sigma. Brooke, L., 2003. Human resource costs and benefits of maintaining a mature-age workforce. International Journal of a workforce, 24(3), pp.260-283.

A Revolution for Little Miss Rock and Roll free essay sample

Breaking into the music world takes determination, passion and a great deal of luck, but for female-fronted bands, making it into the limelight has previously seemed hopeless. The bulk of breakthrough rock bands have formerly been cookie-cutter male rockers with the same black eyeliner and occasional screaming. The revolution of today’s female-fronted bands began with the introduction of the wildly popular, 80’s rock band, the Pretenders, lead by Chrissie Hynde. This lineage was continued by Evanescence, when lead singer Amy Lee’s eerie, conscience-piercing vocals forced open the door for a new style of music in the late 90’s. Since then, female-fronted bands have fought their way into popular awareness. In the realm of punk rock, Paramore’s Haley Williams steals the show with her dark yet upbeat vocals. With a background of head-banging rock and her inspirational lyrics, Williams puts a spin on the cliche four-man band. Her clear and passionate voice creates just the right change from the hundreds of other monotonous punk rock bands. We will write a custom essay sample on A Revolution for Little Miss Rock and Roll or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Paramore’s strong instrumentals and vocals provide a high-energy beat that has to be listened to while dancing on tables. For more alternative rock fans, the vocal stylings of Flyleaf’s Lacey Mosley add the perfect break from the stereotypical bands. Anger, sorrow, fear and hope pore out of every line as Mosley’s darkly melodic voice combines with the alternative rock style of her male band-mates. The strength of their music springs from haunting vocals, pounding guitars and thought-provoking lyrics. In the track â€Å"Fully Alive† off the album of the same name, the band adds perspective on life in relation to an abuse. â€Å"All my complaints shrink to nothing/ Im ashamed of all my somethings/ Shes glad for one day of comfort/ Only because she has suffered.† Fans of softer pop rock will love the and considerably happier, more bubbly approach of Hey Monday’s Cassadee Pope. Pope’s upbeat, pop voice propels the tracks forward, along si de the bands alternative rock beat. She provides a fresh voice to classic pop rock while still giving a nod to the pop princess, Avril Lavigne. Her high-energy ballads are addicting and perfect for brightening up a dark day. For the average rock fan, the montage of identical male rockers has become stale. Though there are still many interesting and captivating male bands who have defied the stereotype, the recent wave of female vocalists has begun to shake up the music industry.

Expert Strategy Guide SAT Question of the Day

Expert Strategy Guide SAT Question of the Day SAT / ACT Prep Online Guides and Tips One great way to insert some extra SAT prep into your daily routine is to do a free SAT Question of the Day. College Board and other websites offer a daily question online and on mobile devices to keep you practicing whenever and wherever you want. In this article we’ll point you towards the best SAT Questions of the Day, both how to find them and how to use them effectively as you prep for the SAT. Where can you find SAT QOTD? Even though a few companies offer Question of the Day, College Board’s website is by far the best place for SAT QOTD. As the producers of the test, they release the highest quality questions. You can find their official practice question of the day online here: http://sat.org/qotd. In addition to the practice question, this site will tell you how many students answered it and what percentage answered it correctly. If you need a hint, it will give you one, as well. If you missed a question in the last thirty days, you can access that, too. Finally, College Board will give you an explanation of the correct answer. College Board has discontinued emailing practice questions, but you can pair up with a friend and email each other using their â€Å"Challenge a Friend† feature. Another site that offers free SAT questions of the day online is Number2.com (link to https://www.number2.com/exams/sat/daily/question/). This site offers a question a day, but does not have the other features (the answer hint, statistics, or share with a friend) that College Board offers. Do you tweet? College Board does too. You can follow @SATQuestion on Twitter. College Board links you back to their main site, along with some inspirational quotes or helpful tips about the test. How about QOTD on your phone? You can download College Board’s free apps to your phone, iPad, and Kindle. Here are their links for free apps: iPhones and iOS: https://itunes.apple.com/us/app/official-sat-question-day/id361264754?mt=8. Android and Google Play:https://play.google.com/store/apps/details?id=org.collegeboard.qotd Amazon:amazon.com/gp/mas/dl/android?p=org.collegeboard.qotd How do you use QOTD effectively and get the most from them? While answering QOTD questions is helpful, there are a few ways to get the most out of your time to improve your score the most. Make sure you understand your mistakes Did you answer it correctly? Read the explanation to make sure you understood the whole concept or skill being tested. The following example explains the answer to the math question above. Did you answer it incorrectly? Write that question down in your notebook. Figure out why you got it wrong and what concept or skill you need to work on to answer it correctly in the future. Figure out your weaknesses and drill them Whether the QOTD is math, reading, or writing, you should understand why you missed a question deeply. If you get stuck on a math question, seek out similar questions that test the same concept. If the vocabulary words are unfamiliar, look them up and shore up your vocabulary. Here’s an example of a Critical Reading sentence completion question from College Board. We'll hide the answer from you until you're ready. . . . .Did you choose C, â€Å"volatile...liable†? If you didn’t choose C, what was your mistake? Were you unfamiliar with the vocabulary words? Did you not think about the relationship between the words or correctly interpret to the context of the sentence? Through carefully analyzing your answers and working on your mistakes, you can turn your weaknesses into strengths. When a similar question comes up on the SAT, you can rest easy with the knowledge you’ve seen it dozens of times before. There are some limitations to SAT QOTD. First, because they are short questions, they usually don’t include passage-based reading or improving paragraph questions. Instead, they tend to be math multiple choice, sentence completions, improving sentences, and identifying sentence errors. Secondly, the difficulty levels of the questions are random. You can’t choose whether the practice questions of the day are easy, medium, or hard. However, you will get to answer a variety and see how you do on each questions of each difficulty level. This way you can figure out what skills and knowledge require further study and practice. Questions of the Day are a helpful tool and motivator, but they are not a replacement for more extensive study. To sum up†¦ Pros: -SAT Questions of the Day ensure that you’re preparing every day. -They’re easy to access online or on your cell phone or other devices. -They can be a launching point to help you identify your strengths and weaknesses. Cons: -There usually are no passage-based reading or improving paragraph questions. -The questions are random, so you can’t choose whether they’re easy, medium, or hard. SAT Questions of the Day are a free and easy way to get in some extra practice, learn new words, and most importantly, root out the areas you need to work on the most. Plus with the mobile apps, they’re conveniently right there in your pocket or bag. Just don’t get caught looking at your cell phone during class! What's Next? Now that you know how to prep using QOTD, there's a lot more you can learn about the SAT. What's a good SAT score for you and your goals? Read our step-by-step guide to figure our your own SAT target score. Planning to study with SAT books? Read our in-depth guide to the best SAT prep books. Want to improve your SAT score by 240+ points? Download our free strategy guide for the most important things you need to make big score improvements.

The influence of Jesus in Contemporary education system Essay

The influence of Jesus in Contemporary education system - Essay Example Impress these commands upon your children. Talk about them when you sit at home and when you walk along the road, when you lie down and when you get up." (1). The life and principles of Jesus and the theories of his followers has a great impact in every field of the society particularly in education system. The schooling and education system moulds a child in his/her earliest stage to live in the present stage as a good human being .For this the education system has to adopt various principles which may help to guide the students in order to live with dignity in this world. The importance of principles of Jesus Christ and its adoption in the education system lies here. In this context let’s explore the influence of the Jesus in the contemporary education system.... In this environment our children are being trained according to God's purpose on earth with concentric vision of how to accomplish this purpose. They, as vital parts of the community, are being prepared to attain to the highest goal possible in this life - to enter the kingdom of heaven."The life and principles of Jesus always enrooted in "morality". Now let's discuss the aspect of this principle in the modern education system. Moral education (character education) The issue of moral education raises many questions for contemporary teachers. They always face a number of question regarding the moral education of students, for e.g., the question regarding 1. Whose morality should be the standard 2. What values should be stressed, 3. How would education of this sort be approached and 4. Should moral education be a matter of content or an exercise in moral reflectionTime-honored pedagogical methods often contain valuable insights for contemporary education. Jesuit schools, which are emerged between the 16th and 19th3 centuries, in Europe in their tradition of theatre, have adopted such method. Theatre in Jesuit schools created an aesthetic environment in which students could both ponder their relationship to the world, and evaluate the consequences of human action Jesuit schoolsThe Society of Jesus, commonly known as

Research Methadology Essay Example | Topics and Well Written Essays - 1000 words

Research Methadology - Essay Example If all these above mentioned aspects might be known, then it might prove effective for the researcher or the investigator to evaluate the main points of the research question and whether it is useful for the future steps of the research or not. The research design also acts as a tool to evaluate, whether the investigation is fixed or variable. The researcher might analyze, which type of research design such as qualitative or quantitative might be used. Furthermore, if the research design is develop with the help of hypothesis, the choice of grouping the researchers might be easily evaluated. Thus, it might be stated that, it is the research design that acts as the catalyst in analyzing the entire effectives of the research project or study (Leavy, 2014, 351-357). Semi structured interviews is a sort of interview that is entirely based on a specific list of questions or a specific set of questions. Moreover, semi-structured interview might also be based on certain specific topics so as to understand the personality and attitude of an individual. This type of interviews is conducted in an informal way in order to gather varied types of information and facts regarding the candidate. This makes an interpersonal relationship within the two individual (management and the candidate) that enhances their trust and reliability among one-another. Although, it is not followed but it includes some advantages, presented below. In-depth information: With the help of this interview process, an in-depth evaluation of the ideas and facts of the candidate over a specific topic might be analyzed. It helps the management to evaluate the inner strengths and weaknesses of the candidate and whether he or she is appropriate for the job or not. Experiences might be shared: In this type of interview process, varied types of previous

Performance appraisals in improving employee performance

Performance appraisals in improving employee performance All organization faces the problem of directing the energies of their staff to the task of achieving organization goals and objectives. In doing so, organization need to devise means to influences and channel the behavior of their contributions. Performance appraisals constitute one of the major management tools employed in this process. This is based on the perception of an individuals performance in a job is improved by having definite goals, feedback about their performance and complemented by an appropriate reward system. Therefore, performance appraisal are been implemented. Performance appraisals are used in nearly all organization in worldwide. Corporations use different tools and have a number of goals for performance appraisal often resulting in some confusion as to the true purpose of performance appraisal systems. However, it is core because it allows an organization to measure and evaluate an individual employees behavior and accomplishment over a specific period of time (DeVries et al, 1981). There are many advantages in using performance appraisal in facilities organizational decision employees decision such as reward allocation, promotion or demotions, layoffs or recalls and transfers (Murphy and Cleveland, 1995). It also assists manager to develop employees. Additionally performance appraisal may increase employee commitment and satisfactions due to improvements in organization communication. The outcomes of performance appraisal are in the form of work performance, affective organizational commitment and turnover intention are very crucial to support the overall growth of an organization. According to business dictionary, Performance Appraisals define as a process by which a manager or consultant and evaluates an employees work behavior by comparing it with present standards, documents the result of the comparison and uses the results to provide feedback to the employee to show where improvements are needed and why. Performance Appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained or fired. Besides that, the employees merit like initiative, dependability, and personality to compare with others and ranked or rate base on their performances. Although the performance appraisal is very importance for every kind of organization, it does have several functions. The primary purpose of performance appraisal is to justify the individual performance most often through (1) Clarifying job requirement and standards. (2) Providing feedback to the employee regarding his or her progress toward meeting these standards (3) guiding future performance by formulating an action plan and allocating rewards and opportunity. The purpose of providing feedback is to improve performance in the future for employees and team leaders. Managers able to get valuable information from their staff regarding about the employee and it will help the employee to make their jobs more productive. This process can go through by providing feedback in performance appraisals work units can identify problems that interfere with everyones and take steps to rectify them. Besides that, it also provides an opportunity to discuss strength and resolution of performance deficiencies of an employee. By this, it will allow the employees to move in his/ her direction. The employers promote a positive attitude, advancement and motivation to make the employee to understand their own special potential and find the roles which they really fit well. This also helps the employee to develop as a whole-person which is an important aspect of modern corporate responsibility. The advantage of it is the employment market in which all employers com pete to attract the best recruits and to retain the best staff. Second purpose of performance appraisal is to guide future performance by formulating an action plan and allocating rewards and opportunity. This is where the action plan put into place. The employee should be given time frame for the implementation of the plan in the future. So that the employee can spelled out completely and know what actions should be taken and when it should implement. The organization should inform the employee regarding the plan. Therefore the employee know what is to be accomplished, once the implementation of the plan. Besides that the manager and employee should communicate on a regular basis to discuss the effectiveness of the plan. Therefore, the business moves one step closer to the achievement of their set goal and objectives. This also helps to maintains record of workers that are legally viable which can protect the business when dealing in cases of dismissals and demotions. Importance of performance Appraisal The need of the performance appraisal system is mainly to find out the area of strengths and weakness of the employees. These strengths and weakness are studied by the HR managers carefully and are discussed with the employees the time of the appraisal. The performance appraisal process involves setting of performance standards which can help the comparison of the performance of all the employees. Communication of these standards to all the employees of the company is also one of the most crucial processes in the performance appraisal process. Performance measurement is a process which taken time and lot of efforts on part of the senior management of the organization. At many places, marks or grades are given to the employees by comparing their actual employee performance with the desired performance. Performance appraisal strengths and weakness can help employees conduct a reality check on them and improve their performance. The last step in the performance appraisal process is that of decision making in which the employees are given sufficient time to learn new technologies, be more efficient, increase their working speed and improve the quality of their work. The performance appraisal methods adopted by companies can differ depending on their needs. In many organizations, the feedback on job performance is ambiguous or is given annually as a ritualistic exercise. Many subordinates therefore haven trouble in gasping how their efforts are perceived by the organization. Almost everyone who has worked at a job can remember times when they were unclear on how their performance was being judged. The annual performance appraisal system tends to serve only a little purpose such as salary administration, training and succession planning, but this is not the sole objective of performance appraisal. These objectives will only dilute and weaken the clarity and validity of any appraisal system. Most organization ties the formal appraisal system directly to salary increase, which decrease their validity. Performance appraisal systems are important for organization because it proper enforcement of personal decisions, help works as control device and also give guide the employee development. Performance appraisals provide employee and manager w ith opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisal should be conducted on a regular basis and they need not be directly attached to promotion opportunities. Performance appraisal is importance in term of personal attention because during the review, supervisor and an employee discuss the employees strengths and weakness. This give an opportunity for the employee personally face the supervisor and able to address personal concerns. Besides that, it also importance to communicate about the divisional and also company goal. These help the management to communicate with employee regarding about goal of the company and also highlight the way in which the employees can participate in the achievement of those goals. Benefit of appraisal Most significant benefit of performance appraisal is conducted properly by both supervisors and subordinates have reported the experiences as beneficial and positive. Many supervisor avoid administering performance reviews because the fear of criticizing their employees and also the paperwork. Employees also fear because of negative feedback, being refused a raise or punished for issues out of their control. But appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems and to encourage better future performance. Thus the performance of the whole organization is enhanced. Performance appraisal benefits the employee in (1) increased employee productivity and (2) improve areas of weakness. Increased employee productivity Supervisors use performance appraisals to help employees to get a better understanding of their roles and responsibilities within the framework of the company goals. When the employees know that they are an integral component to the overall performance of the company, they will feel more accountable with their duties. Therefore, the supervisor can accurately identify their weaknesses and assist employees in improving and also able to increase the productivity of the employee. Improve areas of Weakness Performance appraisals can expose employees weaknesses and enables them to improve for further career development. Employees have to use the feedback to expand their skill base and focus on areas that need coaching and education. Motivate employees Performance appraisal enables supervisors to formally recognize the achievements and contributions of their employees. The appreciation which receives from subordinates help to increased retention of highly productive employees. During the performance appraisals, supervisor may use incentives such as raises and promotions to motive the employees. For management, performance appraisals bring out the key and non-key performers. The management then takes steps to hone the key performers and develop the non-key into putting in their best. Performance appraisals identify the areas where training and development are needed. This is to expose their weakness and enable them to improve for future career development, if an employee desires to become a manager, yet leadership are lacking, performance reports reveal this incompetency. Employees use review to expend their skill base and focus areas that need coaching and education. This is to assist employees in deciding if they are in the industry that matches their values and personality. Besides that it helps the management to generate idea for improvement. How to improve employee performance Implementing employee appraisal is an important responsibility for a company manager and supervisor. Employees are highly praised for their contribution and given constructive ways to improve the area that are still being learned. Therefore, well designed appraisal systems can strengthen good relationships between supervisors and employees. To improve the appraisal system, there are several ways such as (1) a collaborative approach, (2) Clear objective, (3) Focus on observable behavior (4) Avoid personal feedback. A collaborative approach If both supervisor and employees help to develop the appraisal system, they are likely to endorse it. Therefore, the collaborative approach has several advantages. The appraisal system is likely to be accepted and endorsed by both supervisor and employees since it was created by their peers. Besides that, the actual appraisal form will probably be more meaningful and appropriate since it directly reflects the objectives of their peers. In addition, performance dimensions are tailored to the organization and are clearly defined in appropriate terms. The policies and procedures take into account organizational objectives and concerns. Clear objective In formal performance appraisal system there will be two objectives that compete during the appraisal process. Firstly is to provide feedback to the employees. This is to help the employees to develop themselves and improve their performance. Secondly is to document the performance and to communicate and support administrative decisions about salary increase, promotions, and transfers. Therefore, an effective appraisal system is to focus on one objective during the interviews. These help the supervisor to conduct the interview to improve performance as often as necessary for the benefit of employees, supervisors and the organization as a whole. Focus on observable behavior In appraisal process, discussion between supervisor and employee is most important. In this process, supervisor are not been trained to handle the interview with their employees. The main reason why this process is importance because it help the employees to understand and use the feedback to develop themselves and improve their performance in future. If the feedback it not clear, then it will be difficult for the employee to understand. Avoid personal feedback In all appraisal form contain a section on employee strengths and weaknesses where supervisors comment about the employees aptitudes and qualities that will contribute to or interfere with an employees job performance. In the form, the supervisor need to rate the employees on the personal traits such as maturity, attitude and personality. The problem arises when the supervisor gives feedback to their employees. The employees often become suspicious when they receive general comment such as rate between 3 on a 5 point scale of maturity or poor interpersonal skill. This type of feedback are often disagree by the employees because the characteristic being evaluated are not directly observed. The supervisor does not see the initiative, aptitude, maturity or even job knowledge and interpersonal skill of the employees but they see in a large number of individual behavior form they infer traits and aptitudes. The supervisors who evaluate their employees in these vague, subjective terms may find themselves in court defending their performance appraisals against charges of EEO violations and discrimination against women and minorities. Summary To summarize, performance appraisal should be viewed as a beneficial process within the context of an effective systems of personnel management. It should be accepted as a normal management responsibility to review the performance of all employees and for all managers to discuss performance with their subordinates on a regular basis. Performance appraisal can be an effective tool if they are used in a constructive and motivating manner. The appraisal should target specific areas of weakness and strength. It is importance for employees to know the areas where they are under performing as well as the categories where they excel. A performance appraisal should be a well-though out instrument designed to bring about a desired behavior. When you communicate with an employee using a performance appraisal, it provides an opportunity for clarification of any discrepancies. Those elements will help to ensure that performance appraisal conducted in any organization will yield the desired benef its and be more readily accepted by all concerned.

The Philippine Local Fiscal Administration in a Decentralized Setup

Decentralization in the Philippines took three forms- devolution, deconcentration and delegation. As Carino affirms, the framers of the 1987 Constitution institutionalized decentralization with the end-view of realizing democracy and development especially at the grassroots level. Devolution paved way for the transfer of political power from the central government to the local government units.This transfer of power and functions was accompanied by the provision of a higher Internal Revenue Allotment (IRA), broader tax base and a just share in the national wealth to finance devolved responsibilities and provision of various goods and services. This was accompanied by deconcentration which is the transfer of administrative powers and functions from central offices of government agencies to the field offices at the regional, provincial, and municipal/city level.In consonance with the concept that local government units are more responsive to the needs of their communities, deconcentrat ion was institutionalized vis-a- vis devolution as a means for national government agencies (NGAs) to provide assistance to LGUs by setting standards in the implementation of various programs and monitor the operation and services of the LGUs along the different socio-economic and political dimensions.Contrary to the past practices wherein the central government through the national government agencies (NGAs) exercises a degree of control in the implementation of programs at the LGU level, deconcentration aims to lessen, if not remove, the control from the national government and replace it with supervisory functions. Ideally, through deconcentration, NGAs set standards and supervise LGU’s provision of various services to the community (i. e. DOH and LGU health services).Decentralization in the Philippines also took the form of delegation, or what other author calls as â€Å"debureaucratization†. This was the result of the surmounting clamor for participatory governanc e and active citizenship during the ouster of the late President Ferdinand Marcos through the People’s Power Revolution and even prior to and after the said historic event. The author of the Consitution saw it fit, as a response to the call of the times, to put greater emphasis on the involvement of non- government organizations, people’s organizations, and the private sector in governance.In this way, democracy and development was believed to be realized when the voices of the marginalized, poor and other people aggrupations are heard and considered in decision-making at the different government level. In contrast to the experience of other countries, decentralization in the Philippines took a complete form. This may be attributed to the political atmosphere in the 1980’s- 1900’s conducive to decentralization and democratic form of government. Colombia deconcentrated its state services but placed a limit in the delegation and devolution of powers.Same ca n be said with the experiences of Mexico and Togo. The Philippines also has a legal framework conducive to democratic decentralization. Decentralization throbs in the Article X of the 1987 Constitution where the Congress is mandated to enact a Local Government Code which â€Å"shall provide for a more responsive and accountable local government structure instituted through a system of decentralization†. Countries like Spain and China lack this legal framework despite substantial decentralization.This means that decentralization in the Philippines possesses a degree of â€Å"permanency† that would ensure the continuity in LGUs’ exercise of devolved powers and functions. In the words of Katorobo, decentralization in the Philippines has a â€Å"more stable environment† (Katorobo, 2004). The system of decentralization in the country is also more responsive to the needs of the local community. Unlike the experiences of India, China and Russia where powers and functions were only devolved at the state and regional levels, decentralization in the Philippines reaches down to the basic unit of government, the barangays.Due to our country’s bent towards democracy, the Philippines has a â€Å"higher form of decentralization† as compared to other countries (Ibid. ). The central government has transferred more powers and functions to the local governments and has provided more avenues for civil society engagement in local governance. Role of Local Fiscal Administration in a Decentralized Setup The transfer of powers and functions to local government units (LGUs) necessitates the transfer and redistribution of financial resources. LGUs need sources and means to finance devolved services.Thus, the Local Government Code of 1991 provided LGUs with an increase in the IRA share, broader tax base, and a just share in the national wealth. The redistribution of financial resources is essential for LGUs to realize local development as more r esponsive services are provided to the community. Local fiscal administration plays an important role in the attainment of local development as well as in the attainment of national goals. LGUs have to maximize powers and functions particularly their taxing powers and other functions in line with revenue generation and resource allocation to hasten development at the local level.A good local fiscal administration is needed to realize inclusive growth and poverty reduction as outlined in the Philippine Development Plan 2011- 2016. Improvements in the different aspects of local fiscal administration- systems, structures, processes, officials and personnel, and policy environment- is a means for the local government to obtain higher income levels to finance local government operations and services intended to uplift living conditions in the communities.As stated in the Handbook of Local Fiscal Administration in the Philippines by Celestino, et. al. , these improvements may come in the form of new technology, good staffing patterns, adequate skills of personnel, heightened awareness of LGUs of available credit facilities, enhanced capacity of LGU for development planning, and the presence of political will among others.These contribute to increased LGU revenues and improved delivery of services to the community. Ultimately, poor living conditions and issues on human development (i. e.  health diseases, malnutrition, illiteracy, unemployment, underemployment, environmental degradation, etc. ) are addressed when LGUs are able to provide more than adequate services. Improvements along these areas have an intrinsic value to the society. A healthier and educated population is a way of eradicating poverty. Same is true with the provision and generation of jobs at the local level. Same can be said with efforts to protect and preserve ecological balance in any given community. These contribute to the achievement of inclusive growth and eradication of poverty.Local Fisca l Administration 20 Years after the Code’s Enactment A closer look at the 20- year Philippine experience of decentralization,however, shows that the country has succeeded only to a certain extent in its decentralization efforts. Llanto, in his discussion paper, â€Å"The Assignment of Functions and Intergovernmental Fiscal Relations in the Philippines Twenty Years after Decentralization†, has observed that expenditure responsibilities with benefits confined within the territorial jurisdiction of local governments were correctly assigned to LGUs.By these, he means that the Code correctly devolved functions and responsibilities on social demands and concerns that LGUs are in the best positions to respond to. He also mentioned that the Code ensured a clear tax- expenditure assignment. Nonetheless, despite success stories on decentralization particularly on local fiscal autonomy, Llanto observed pressing issues that need to be addressed if the country has to succeed in its decentralization efforts. These issues are: 1. The conduct of regular local public expenditure review 2. The use of poverty index, human development index, or resource indicator instead of the equal sharing criteria. 3. The improvement of local tax administration. 4. The review and updating of local tax codes. 5. The institutionalization of a monitoring and reward system to recognize good local government performance in fiscal administration. 6. The avoidance of the imposition of unfunded mandates by the identification of source of funding apart from the coffers of the local government units 7. The alliance building/ resource pooling among LGUs for activities and services with inter-jurisdictional spillovers.There is still a lot of work to be done in our pursuit of successful decentralization and the attainment of local development. Legislators and other policy makers have to pause and seriously consider the issues which surfaced in our first 20 years of decentralization. I believe that if we are to make any progress, incremental steps have to be taken towards countering these issues and challenges. And there is no importune time than the present to start providing interventions to the multiple concerns that confront the Philippine decentralization system.