Adolescence as a Time of Storm and Stress - 1386 Words

Conflict during adolescence, including storm and stress, and alternative views Stanley Hall (1904) one of the founders of developmental psychology, suggested that adolescence is a time of personal ‘storm and stress’ during which the child must experience the turbulent history of the human race in order to reach maturity. This was very influential in later psychological research and popular culture. The implications of Erikson’s (1980) theory of psychosocial development portray adolescence as a period of ‘storm and stress’ as adolescents experience role confusion as they try out different roles in attempting to establish a sense of identity. The formation of an identity is vitally important as it enables the individual to cope†¦show more content†¦(1996) found that the amount of time adolescents spend with their parents decreases as the teenage years proceed. Steinberg and Silver (1986) argue that as adolescents become more independent from their parents, they become increasingly dependent on their peers. It is in this environment where they experience the stress of peer pressure, as they develop a desire to become the ‘in group’ and idolise peers. Furthermore, research conducted by Smith and Crawford (1986) highlight adolescence as a time of storm as stress as they found that over 60% of a group of secondary school students reported at least one incident of suicidal thinking, and 10% had attempted suicide. In additional support of the view of adolescence as a time of ‘Storm and Stress’, Larson et al. (1984) found that adolescent Americans displayed extreme mood swings in the space of an hour whereas adults typically takes several hours to change from one mood to another. Adolescence could actually be a social construct; an alternative way of looking if adolescence is generally a time of ‘storm and stress’ is to compare adolescence in other cultures. This gives us an indication of whether all cultures experience adolescence in the same way. If this is th e case it would tend to indicate that the storm and stress experienced at adolescence is something that is purely down to nature, while if differences are found between cultures then it would indicate that nurture isShow MoreRelatedChapter Questions On Vocabulary Words1283 Words   |  6 Pagesbeing a young person in certain American culture or the culture of recent Mexican American immigrants.† (Arnett, 2013. P. 25). I chose this quotation because it made me think differently which I like. I did not think as much into the fact the adolescence is so different in many cultures. I thought everyone pretty much went through the same things. I went back and reflected on what I went through and how hard it was. I could not imagine some of the things some children go through in other culturesRead MoreUnderstanding Youth And Adolescence Fall Into Five Main Perspectives Essay1552 Words   |  7 PagesDiffering perspectives towards defining youth and adolescence fall into five main perspectives which help to portray and provide a thorough guide to gain an understanding on what is youth and adolescence. The perspectives are psychological sociological philosophical biological and cultural Youth and adolescence are words which often get confused with each other. The term can get crossed over with one another as they cover a timeframe that is sometimes viewed as the same transition period. PierreRead MoreAdolescence And The Adolescence Period970 Words   |  4 Pagesteenager the adolescence period can seem like a lifetime because a lot of changes are occurring physically, emotionally, cognitive and socially. With puberty going on and hormones all over the place it was extremely stressful especially when menstruation began because at that point it felt like everything horrible came along with it, acne, unbearable pain, nausea, moodiness and feelings of insecurity and self consciousness. The teenage years definitely involves periods of storm and stress, it is alsoRead MoreThe Term Storm And Stress Is A Term Coined By G. Stanley Hall2017 Words   |  9 Pagessame time pass through this stage of life with relative stability, as the empirical view indicates, how do they do it? (Coleman and Hendry, 1999). The term ‘storm and stress’ is a term coined by G. Stanley Hall (1904). It is derived from the German word ‘Sturn und Drung’. ‘Sturn ung Drung’ is a psychological theory that occurs when youths experience idealism, ambitiousness, rebellion, passion, suffering, as well as expressing feelings. The term is used because Hall (1904) viewed adolescence as aRead More1. Describe and Evaluate the Notion That Adolescence Is a Period of ‘Storm and Stress’.2146 Words   |  9 Pages1. Describe and evaluate the notion that adolescence is a period of ‘storm and stress’. Adolescence is a period of time in an individual’s life when they undergo the transition from childhood to adulthood. During this time there are a number of changes that occur within a person which can characterise the remainder of their life. Throughout history many intellectuals have made attempts to gain a better understanding of this time and a plethora of different theories on the subject now existRead MoreThe Psychology of Mean Girls 1339 Words   |  5 Pagesadolescents. Stanley Hall characterized adolescence as a time of â€Å"storm and stress† and this negative image has stuck with society. As we’ve learned and discussed in class, Sigmund Freud took the concept of storm and stress a step further and developed his stages of psychosocial development but saw adolescence as a time when major conflicts were already solved. . Anna Freud continued researching the same concepts as her father, and viewed the absence of storm and stress as a sign of a serious psychologicalRead More Adolescence: Stress, Depression, and Suicide Essay1309 Words   |  6 Pages Adolescence is a stage of maturation between childhood and adulthood that denotes the period from the beginning of puberty to maturity. However, many conflicting opinions are raised about weather such a stage of childhood is influenced by stress, depression, and suicide rate. Some people support the optimistic view that says that adolescence is not a period of storm and stress. Others, including me, support an opposite pessimistic view which characterizes adolescence as a period of stress and innerRead MoreAdolescence Essay 101357 Words   |  6 PagesAdolescence is a stage of maturation between childhood and adulthood that denotes the period from the beginning of puberty to maturity. However, many conflicting opinions are raised about weather such a stage of childhood is influenced by stress, depression, and suicide rate. Some people support the optimistic view that says that adol escence is not a period of storm and stress. Others, including me, support an opposite pessimistic view which characterizes adolescence as a period of stress and innerRead MoreThe Womans Natural Journey from Adolescence to Menopause Essay790 Words   |  4 Pages Women between adolescence and menopause do not experience trauma in adjusting to their roles as a woman. With the topic being broad and not giving much detail, I would have to assume that this is women who have led a relatively normal life, with all the nature intended changes. Trauma is an event that creates a long lasting negative effect on a person. Trauma is usually associated with a wife witnessing her husband being killed, a soldier witnessing a member of his platoon being shot at. WomenRead MoreThe Struggle Through Adolescence Essays1930 Words   |  8 Pages Adolescence has been depicted as a time typified by stress and storm for both, parents and friends of adolescents.This is evident with increased disagreements between both parent-child and peer relationships. Hall, (1904) suggested that this period occurs due to a search for identity. The following essay will examine and provide evidence to understand why there is an increase in conflict throughout a period of adolescence. During the period of adolescence, children often clash with their parents

Merger and Acquisition Free Essays

In recent years human resource (HR) managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive organizational change processes such as international  mergers  and  acquisitions  (IMAs). Today this requirement is even more acute since the past decade has been characterized by enormous growth in IMAs. In addition, it has been argued that the challenge in making MAs work is the management of people. We will write a custom essay sample on Merger and Acquisition or any similar topic only for you Order Now In a case of IMAs the role of  HR  managers is very demanding because they needs to integrate  HRpractices and, moreover, perform two other roles simultaneously: a strategic role for company-wide integration and a support role for business unit transaction. Considering the importance of human resource management (HRM) in IMAs, it is surprising how little is known about the role and activities of  HR  managers in these processes. This study addresses the existing research gap by investigating the role of  HR  managers in the IMA process. Based on semi-structured theme interviews among corporate level managers in three Finnish international industrial organizations, the roles of corporate  HR  managers at different stages of the IMA process are analysed. This study applies Ulrich’s (1997) theory of the four  HR  roles in combination with the  HR  issues which are present at the different stages of the IM process. This paper demonstrates that HRM is an essential part of M and that  HR  issues are given a lot of emphasis throughout the process. In addition,  HR  managers play an important role in the IM process, although it is not self-evident in every case. Once a business has decided to merge with another company, one of the most important tasks is the combination of the two workforces into one. This task is primarily carried out by Human Resources (HR), and it is a critical and ongoing process that supports the entire merger or acquisition. HR must lead decision processes, prepare the company for integration and execute the actual reorganization. Throughout the process, they should also focus on building relationships with the new company. What about M tools? In today’s mergers and acquisitions, an  org chart  is a requirement as it will make the process of workforce planning easier and quicker. A good  software solution  can help management combine workforces by using visualization and workforce organizational tools. Management can then set new budgets and organize the structure to best meet the new organization’s objectives. Centralizing the data and personnel files helps in the allocation of resources, mapping out of the future company layout, and ‘what if’ analysis for possible reductions in force or promotions. The role of HR during mergers and acquisitions can be separated into three phases: Pre-deal ? Analyze hierarchies and reporting relationships ? Identify key personnel ? Generate headcounts by department ? Roll up total workforce cost ? Audit the workforce for diversity and other characteristics ? Assess government compliance issues Integration planning ? Model the workforce to determine optimal structure ? Conduct â€Å"what if† scenario planning to visualize merger integration ? Collaborate with department managers to plan resources and structures ? Identify duplicate roles and plan necessary reductions Plan optimal management and reporting hierarchies ? Determine pay structure and reward systems ? Determine retirement and benefits structure ? Align workforce costs with departmental budgets ? Determine HR technology Integration implementation and communication ? Consolidate workforce data into a centralized organizational chart ? Share the integration roadmap with management ? Provide managers with adjusted Spans of Control and budgets ? Publish a view of the new organization to all employees ? Produce documentation of the merger process for auditors ? Capture a history of organizational changes as planning progresses ? Communicate changes in compensation, benefits and reward systems Post-merger workforce management and optimization ? Merge workforce data into a single system of record ? Ensure the successful assimilation of corporate cultures ? Align resources with corporate initiatives and business goals ? Refine business processes and workflow to reduce operational expenses ? Communicate performance management, talent acquisition and succession planning data. ? Present the unified workforce via a globally accessible, secure, intelligent organizational charting system An increasingly important critical success factor in M is the ability to identify the organization that is not only the most strategic play but also the best organizational fit. Organizations with senior HR leadership are able to analyze the human capital factors during the due diligence process – often leading to better decisions ROLE OF HR DEPARTMENT AND HR PROFESSIONALS IN M HR department plays an important role during a merger. The success or failure of a merger or acquisition deal depends upon to a large extent on the involvement of HR professionals. Many mergers fail to achieve their objectives because HR professionals are either not involved or are involved at a very late stage in the merger process. To ensure a successful merger, the HR department of the concerned companies should undertake the following activities: Formulating strategy- all companies should formulate a strategy before starting the process of a merger or acquisition. HR departments should be involved in formulating the strategy. Creating teams- HR department should form teams including members from both the companies. The team members should be trained to develop various types of skills. Creating structure- HR department should create a new organizational structure in line with the merged entity’s new strategy. Developing a communication plan- HR department should prepare a communication plan so that information is collected and delivered to the right people at the right time. Creating a transition system- HR department should also prepare a blueprint of the new HR systems, like compensation and performance appraisal system to avoid confusion after the merger. In HR there are two phases †¢ Pre-acquisition Post acquisition period. In pre-acquisition phase things which needs to be taken care of: an assessment of the cultural and organizational differences, which will include the organizational cultures, role of leaders in the organization, life cycle of the organization, and the management styles. In post acquisition phase: power equation between management and trade unions needs to be d ealt with utmost care. These are the issues which are very brittle. Designations for the employees’ compensation structure and performance appraisal systems BEST PRACTICES FOLLOWED BY HR DURING MA: Train managers on the nature of change †¢ Technical retraining †¢ Family assistance programs †¢ Stress reduction program †¢ Meeting between the counter parts †¢ Orientation programs †¢ Explaining new roles †¢ Helping people who lost jobs †¢ Post merger team building †¢ Anonymous feedback helpline for employees CULTURE COMPATIBILITY: An important issue in MA By understanding the similarities and differences between the two companies early in the game, it is possible to avoid a divorce before the marriage vows are taken. Should incompatibility be too great, it may even be wise to call off the wedding. It’s important to identify cultural areas of dissonance so that people can dispel misconceptions and begin creating a culture that’s right for the new organization. That’s often left until after the final papers are signed, which is risky because culture mismatches can be the Achilles’ heel of many deals. How do we identify cultural differences and similarities and learn to leverage them? Often, the most seemingly inconsequential programs and policies have great symbolic impact. Practices regarding casual dress, attitudes about long hours, and how offices are apportioned are deeply ingrained and must be dealt with. One can’t consider culture compatibility without touching on the different views that the acquirer and the acquired have about the new company. The acquirer assumes that the new company will closely resemble the original but with greater mass and capabilities. The acquired company expects that many of its strengths will be crucial to the new company (after all, isn’t that why it was acquired? ). Human capital development role of human resource (HR) during mergers and acquisitions Selden and Colvin (2003) stated that 70 – 80% of acquisitions fail, meaning that they create no wealth for the share owners of the acquiring company. Successfully integrating the target and the acquirer’s businesses after the transaction closes is critical to achieving the goal of the combination, which is, making the new entity worth more than the sum of its parts. One of the ways to accomplish this is to effectively implement the required changes and address the related dynamics occurring in the new entity. Most mergers and acquisitions deals fail to accomplish many of the strategic objectives so optimistically projected in the initial announcements. Schmidt (2003) has identified five major roadblocks to merger and acquisition (M A) success, the last three of which are HR issues: Inability to sustain financial performance (64%), loss of productivity (62%), incompatible cultures (56%), loss of key talent (53%) and clash of management styles (53%). According to Marks (1997), human resource professionals should take an active role in educating senior executives about HR issues that can interfere with the success of the merger and with meeting key business objectives. His work has stated the important role of HCD to smoothen the transition. The following ways have been described by him: Education of managers and employees To help employees and managers manage stress, low morale and productivity issues in work groups, educational seminars should be developed and delivered to minimize stress and uncertainty in the organisation during the merger process. These seminars should focus on specific issues which affect employees rather than on general change management HR Problems in Mergers and Acquisitions McCann and Gilkey (1988) have developed a seven-step model of the merger process that provides a useful framework for considering the difficult human resource problems that may arise in any merger or acquisition. The first five steps occur in the pre-merger stage and the last two in the postmerger stage. The Pre-Merger Stage Strategic Planning and Organization The first step is strategic planning in which the acquiring firm develops its mission statement and determines the type of merger or acquisition that will be sought and how it will achieve corporate objectives. In the next stage the firm is primarily concerned with organization—creating a specific team to manage the MA activity. In their eight-year study of mergers and acquisitions, Marks and Cutcliffe (1988) found that corporate executives generally failed to integrate human resource aspects into the merger process, perhaps because they were not familiar with the appropriate methods of managing the change in their organizations or because they did not realize that the merger might have a significant negative effect on their employees. Consequently, financial and legal concerns dominated the pre-merger stage, and human resource managers, who could have provided advice on managing the human side of the transaction, were -seldom included in the core planning group. Similarly, Bohl’s (1989) survey of 109 companies with active MA programs found that the human A better understanding of human resource issues in the integration stage of MAs could help them s u c c e e d. esource function had not played an important role in the pre-merger planning in about two-thirds of companies reporting post-event problems, while the same was true in only about half of those reporting no problems (34). With such results in mind Fombrun, Tichy, and Devanna (1984) stress the need to include human resource managers in the core strategic team. Because ‘people problems’ are a primary source of poor MA performance, including HR managers early in the decision-making process is an important part of any MA strategy (Marks and Mirvis 1986; Marks and Cutcliffe 1988; Tichy and Ulrich 1984). Searching Searching for potential acquisitions and thoroughly investigating the merits of each is the third step of the merger process. Of particular relevance to HR are the results of Schweiger and Weber (1989) who found in a survey of 80 firms that the most important factors in evaluating potential acquisitions were the talent and management philosophy of the acquired top managers and the talent of the acquired middle managers. Similarly, McCann and Gilkey (1988) and Walsh (1989) note that most MA’s are undertaken partly to capture the valuable asset of a qualified management team. The retention of management thus becomes a key factor in the success of a merger or acquisition. Analysis and Offer The fourth stage of the merger process is analysis and offer, in which a primary objective is to evaluate the ‘fit’ of the two firms. McCann and Gilkey (1988) identity three types of fit—financial, business, and organizational fit—that must all be present if the merger or acquisition is to be successful. For the purposes of this study, organizational fit, which includes human resources and the two organizational cultures, is of primary importance, since it helps to determine how well the two firms can be integrated. McCann and Gilkey suggest that ‘the greater the differences between the two firms in these areas, the greater the difficulty in achieving the desired level of integration and in realizing business synergies which will ultimately show up in financial performance’ (58-9). The Post-Merger Transition The last two stages in a merger or acquisition are the transition and integration. These two stages are the most complicated and are surrounded by the highest level of uncertainty. The transition stage is in fact the most poorly managed of all, and consequently it is the stage where most failures occur (McCann and Gilkey 1988). A Delicate Balance Management of the transition stage requires a delicate balance between providing a stabilizing influence and creating a climate for change. Uncertainty and anxiety, anger, frustration, psychological withdrawal and family disruptions are pervasive during MA activity (Schweiger, Ivancevich, and Power 1987). Those who voluntarily leave their company indicate that uncertainty leads them to do so early in the acquisition process (130). The importance of transition management is further emphasized by Beatty (1990) which shows that negative employee reactions and behaviours are more common in failed acquisitions than in successes Insecurity and Anxiety Negative employee feelings and behaviour are typical responses to threatening situations (Dyer 1983)—in this case, job insecurity. The magnitude of the response will be determined by the employee’s perception of the severity of the threat and the degree of powerlessness to counteract it, which will in turn be a function of his or her confusion concerning the expectations of the new firm. For example, if employees are unaware of how they will be evaluated for the retention decision, feelings of powerlessness will be Transition and integration are the most c o m p l i c a t e d and are surrounded bythe highest level of uncertainty. high. Since information is generally scarce in the transition stage, the employee’s perceptions will be influenced predominately by rumour and speculation. Greenhalgh and Jick (1979) found a positive correlation between job insecurity and resistance to change (see also Staw, Sandelands, and Dutton (1981)). Individuals faced with a threatening situation exhibit strong attachment to previously learned behaviours, even if they are inappropriate. Since the transition stage in the merger process is supposed to facilitate change, high levels of uncertainty are clearly counterproductive. Unanticipated Turnover The predominance of negative attitudes caused by uncertainty often leads employees to act on the worst scenario and begin updating resumes (Greenhalgh and Jick 1975). The most valuable employees— those that the post-merger corporation can least afford to lose—tend to be the first to leave the organization. For example, when Fluor Corporation acquired St. Joe Mineral in 1981, in a deal costing $2. 2 billion, the large-scale migration of key managers following the acquisition contributed to millions of dollars in losses at the previously profitable St. Joe (Shrivastava 1986). Estimates of unanticipated turnover suggests that 47 percent of top executives in an acquired firm leave within the first year and 75 percent within three years. Within five years 58 percent of all managers leave (Walsh 1989, 313), and it is often the managers with the best performance histories who leave early on (Walsh and Ellwood 1991, 215). If there is no planned intervention strategy to deal with negative feelings and behaviours, the long-term behaviour of employees who do remain with the organization may be affected, significantly reducing the likelihood of a successful post-merger integration (Marks and Cutcliffe 1988). ‘More than any other issue, how you handle employees in the first three to six months will set thetone for future relations between the two firms’ (McCann and Gilkey 1988, 65). HR Interventions Several authors have suggested how to reduce the incidence of counterproductive behaviours (Bridges 1988; DeNoble, Gustafson, and Hergert 1988; Marks and Cutcliffe 1988). Preliminary interventions target emotional support, and may begin while negotiations are still underway. Activities in this phase are focused on providing stability. Other techniques are intended to create apositive environment for change by decreasing the level of uncertainty and fostering realistic expectations for the future. Feelings of powerlessness on the part of employees are reduced by providing information to determine how (or if) the threat to job security can be counteracted. Commitment to the new organization may be fostered if the employees are encouraged to see that career opportunities are available and continued success is possible in the new organization CONCLUSION Merger and Acquisitions success entirely depends on the people who drive the Business, their ability to Execute, Creativity, and Innovation. It is of utmost importance to involve HR Professionals in Mergers and Acquisitions discussions as it has an impact on key people issues. As Mergers and Acquisitions activity continues to step up globally, Companies involved in these transactions have the opportunity to adopt a different approach including the increased involvement of HR professionals. By doing so they will achieve a much better outcome and increase the chance that the overall deal is a total success. HR professionals can play an active role in the change process by offering interventions that will help ensure a successful merger. How to cite Merger and Acquisition, Essay examples Merger and Acquisition Free Essays In recent years human resource (HR) managers have been encouraged to play a more strategic role in their organizations, especially in the case of extensive organizational change processes such as international  mergers  and  acquisitions  (IMAs). Today this requirement is even more acute since the past decade has been characterized by enormous growth in IMAs. In addition, it has been argued that the challenge in making MAs work is the management of people. We will write a custom essay sample on Merger and Acquisition or any similar topic only for you Order Now In a case of IMAs the role of  HR  managers is very demanding because they needs to integrate  HRpractices and, moreover, perform two other roles simultaneously: a strategic role for company-wide integration and a support role for business unit transaction. Considering the importance of human resource management (HRM) in IMAs, it is surprising how little is known about the role and activities of  HR  managers in these processes. This study addresses the existing research gap by investigating the role of  HR  managers in the IMA process. Based on semi-structured theme interviews among corporate level managers in three Finnish international industrial organizations, the roles of corporate  HR  managers at different stages of the IMA process are analysed. This study applies Ulrich’s (1997) theory of the four  HR  roles in combination with the  HR  issues which are present at the different stages of the IM process. This paper demonstrates that HRM is an essential part of M and that  HR  issues are given a lot of emphasis throughout the process. In addition,  HR  managers play an important role in the IM process, although it is not self-evident in every case. Once a business has decided to merge with another company, one of the most important tasks is the combination of the two workforces into one. This task is primarily carried out by Human Resources (HR), and it is a critical and ongoing process that supports the entire merger or acquisition. HR must lead decision processes, prepare the company for integration and execute the actual reorganization. Throughout the process, they should also focus on building relationships with the new company. What about M tools? In today’s mergers and acquisitions, an  org chart  is a requirement as it will make the process of workforce planning easier and quicker. A good  software solution  can help management combine workforces by using visualization and workforce organizational tools. Management can then set new budgets and organize the structure to best meet the new organization’s objectives. Centralizing the data and personnel files helps in the allocation of resources, mapping out of the future company layout, and ‘what if’ analysis for possible reductions in force or promotions. The role of HR during mergers and acquisitions can be separated into three phases: Pre-deal ? Analyze hierarchies and reporting relationships ? Identify key personnel ? Generate headcounts by department ? Roll up total workforce cost ? Audit the workforce for diversity and other characteristics ? Assess government compliance issues Integration planning ? Model the workforce to determine optimal structure ? Conduct â€Å"what if† scenario planning to visualize merger integration ? Collaborate with department managers to plan resources and structures ? Identify duplicate roles and plan necessary reductions Plan optimal management and reporting hierarchies ? Determine pay structure and reward systems ? Determine retirement and benefits structure ? Align workforce costs with departmental budgets ? Determine HR technology Integration implementation and communication ? Consolidate workforce data into a centralized organizational chart ? Share the integration roadmap with management ? Provide managers with adjusted Spans of Control and budgets ? Publish a view of the new organization to all employees ? Produce documentation of the merger process for auditors ? Capture a history of organizational changes as planning progresses ? Communicate changes in compensation, benefits and reward systems Post-merger workforce management and optimization ? Merge workforce data into a single system of record ? Ensure the successful assimilation of corporate cultures ? Align resources with corporate initiatives and business goals ? Refine business processes and workflow to reduce operational expenses ? Communicate performance management, talent acquisition and succession planning data. ? Present the unified workforce via a globally accessible, secure, intelligent organizational charting system An increasingly important critical success factor in M is the ability to identify the organization that is not only the most strategic play but also the best organizational fit. Organizations with senior HR leadership are able to analyze the human capital factors during the due diligence process – often leading to better decisions ROLE OF HR DEPARTMENT AND HR PROFESSIONALS IN M HR department plays an important role during a merger. The success or failure of a merger or acquisition deal depends upon to a large extent on the involvement of HR professionals. Many mergers fail to achieve their objectives because HR professionals are either not involved or are involved at a very late stage in the merger process. To ensure a successful merger, the HR department of the concerned companies should undertake the following activities: Formulating strategy- all companies should formulate a strategy before starting the process of a merger or acquisition. HR departments should be involved in formulating the strategy. Creating teams- HR department should form teams including members from both the companies. The team members should be trained to develop various types of skills. Creating structure- HR department should create a new organizational structure in line with the merged entity’s new strategy. Developing a communication plan- HR department should prepare a communication plan so that information is collected and delivered to the right people at the right time. Creating a transition system- HR department should also prepare a blueprint of the new HR systems, like compensation and performance appraisal system to avoid confusion after the merger. In HR there are two phases †¢ Pre-acquisition Post acquisition period. In pre-acquisition phase things which needs to be taken care of: an assessment of the cultural and organizational differences, which will include the organizational cultures, role of leaders in the organization, life cycle of the organization, and the management styles. In post acquisition phase: power equation between management and trade unions needs to be d ealt with utmost care. These are the issues which are very brittle. Designations for the employees’ compensation structure and performance appraisal systems BEST PRACTICES FOLLOWED BY HR DURING MA: Train managers on the nature of change †¢ Technical retraining †¢ Family assistance programs †¢ Stress reduction program †¢ Meeting between the counter parts †¢ Orientation programs †¢ Explaining new roles †¢ Helping people who lost jobs †¢ Post merger team building †¢ Anonymous feedback helpline for employees CULTURE COMPATIBILITY: An important issue in MA By understanding the similarities and differences between the two companies early in the game, it is possible to avoid a divorce before the marriage vows are taken. Should incompatibility be too great, it may even be wise to call off the wedding. It’s important to identify cultural areas of dissonance so that people can dispel misconceptions and begin creating a culture that’s right for the new organization. That’s often left until after the final papers are signed, which is risky because culture mismatches can be the Achilles’ heel of many deals. How do we identify cultural differences and similarities and learn to leverage them? Often, the most seemingly inconsequential programs and policies have great symbolic impact. Practices regarding casual dress, attitudes about long hours, and how offices are apportioned are deeply ingrained and must be dealt with. One can’t consider culture compatibility without touching on the different views that the acquirer and the acquired have about the new company. The acquirer assumes that the new company will closely resemble the original but with greater mass and capabilities. The acquired company expects that many of its strengths will be crucial to the new company (after all, isn’t that why it was acquired? ). Human capital development role of human resource (HR) during mergers and acquisitions Selden and Colvin (2003) stated that 70 – 80% of acquisitions fail, meaning that they create no wealth for the share owners of the acquiring company. Successfully integrating the target and the acquirer’s businesses after the transaction closes is critical to achieving the goal of the combination, which is, making the new entity worth more than the sum of its parts. One of the ways to accomplish this is to effectively implement the required changes and address the related dynamics occurring in the new entity. Most mergers and acquisitions deals fail to accomplish many of the strategic objectives so optimistically projected in the initial announcements. Schmidt (2003) has identified five major roadblocks to merger and acquisition (M A) success, the last three of which are HR issues: Inability to sustain financial performance (64%), loss of productivity (62%), incompatible cultures (56%), loss of key talent (53%) and clash of management styles (53%). According to Marks (1997), human resource professionals should take an active role in educating senior executives about HR issues that can interfere with the success of the merger and with meeting key business objectives. His work has stated the important role of HCD to smoothen the transition. The following ways have been described by him: Education of managers and employees To help employees and managers manage stress, low morale and productivity issues in work groups, educational seminars should be developed and delivered to minimize stress and uncertainty in the organisation during the merger process. These seminars should focus on specific issues which affect employees rather than on general change management HR Problems in Mergers and Acquisitions McCann and Gilkey (1988) have developed a seven-step model of the merger process that provides a useful framework for considering the difficult human resource problems that may arise in any merger or acquisition. The first five steps occur in the pre-merger stage and the last two in the postmerger stage. The Pre-Merger Stage Strategic Planning and Organization The first step is strategic planning in which the acquiring firm develops its mission statement and determines the type of merger or acquisition that will be sought and how it will achieve corporate objectives. In the next stage the firm is primarily concerned with organization—creating a specific team to manage the MA activity. In their eight-year study of mergers and acquisitions, Marks and Cutcliffe (1988) found that corporate executives generally failed to integrate human resource aspects into the merger process, perhaps because they were not familiar with the appropriate methods of managing the change in their organizations or because they did not realize that the merger might have a significant negative effect on their employees. Consequently, financial and legal concerns dominated the pre-merger stage, and human resource managers, who could have provided advice on managing the human side of the transaction, were -seldom included in the core planning group. Similarly, Bohl’s (1989) survey of 109 companies with active MA programs found that the human A better understanding of human resource issues in the integration stage of MAs could help them s u c c e e d. esource function had not played an important role in the pre-merger planning in about two-thirds of companies reporting post-event problems, while the same was true in only about half of those reporting no problems (34). With such results in mind Fombrun, Tichy, and Devanna (1984) stress the need to include human resource managers in the core strategic team. Because ‘people problems’ are a primary source of poor MA performance, including HR managers early in the decision-making process is an important part of any MA strategy (Marks and Mirvis 1986; Marks and Cutcliffe 1988; Tichy and Ulrich 1984). Searching Searching for potential acquisitions and thoroughly investigating the merits of each is the third step of the merger process. Of particular relevance to HR are the results of Schweiger and Weber (1989) who found in a survey of 80 firms that the most important factors in evaluating potential acquisitions were the talent and management philosophy of the acquired top managers and the talent of the acquired middle managers. Similarly, McCann and Gilkey (1988) and Walsh (1989) note that most MA’s are undertaken partly to capture the valuable asset of a qualified management team. The retention of management thus becomes a key factor in the success of a merger or acquisition. Analysis and Offer The fourth stage of the merger process is analysis and offer, in which a primary objective is to evaluate the ‘fit’ of the two firms. McCann and Gilkey (1988) identity three types of fit—financial, business, and organizational fit—that must all be present if the merger or acquisition is to be successful. For the purposes of this study, organizational fit, which includes human resources and the two organizational cultures, is of primary importance, since it helps to determine how well the two firms can be integrated. McCann and Gilkey suggest that ‘the greater the differences between the two firms in these areas, the greater the difficulty in achieving the desired level of integration and in realizing business synergies which will ultimately show up in financial performance’ (58-9). The Post-Merger Transition The last two stages in a merger or acquisition are the transition and integration. These two stages are the most complicated and are surrounded by the highest level of uncertainty. The transition stage is in fact the most poorly managed of all, and consequently it is the stage where most failures occur (McCann and Gilkey 1988). A Delicate Balance Management of the transition stage requires a delicate balance between providing a stabilizing influence and creating a climate for change. Uncertainty and anxiety, anger, frustration, psychological withdrawal and family disruptions are pervasive during MA activity (Schweiger, Ivancevich, and Power 1987). Those who voluntarily leave their company indicate that uncertainty leads them to do so early in the acquisition process (130). The importance of transition management is further emphasized by Beatty (1990) which shows that negative employee reactions and behaviours are more common in failed acquisitions than in successes Insecurity and Anxiety Negative employee feelings and behaviour are typical responses to threatening situations (Dyer 1983)—in this case, job insecurity. The magnitude of the response will be determined by the employee’s perception of the severity of the threat and the degree of powerlessness to counteract it, which will in turn be a function of his or her confusion concerning the expectations of the new firm. For example, if employees are unaware of how they will be evaluated for the retention decision, feelings of powerlessness will be Transition and integration are the most c o m p l i c a t e d and are surrounded bythe highest level of uncertainty. high. Since information is generally scarce in the transition stage, the employee’s perceptions will be influenced predominately by rumour and speculation. Greenhalgh and Jick (1979) found a positive correlation between job insecurity and resistance to change (see also Staw, Sandelands, and Dutton (1981)). Individuals faced with a threatening situation exhibit strong attachment to previously learned behaviours, even if they are inappropriate. Since the transition stage in the merger process is supposed to facilitate change, high levels of uncertainty are clearly counterproductive. Unanticipated Turnover The predominance of negative attitudes caused by uncertainty often leads employees to act on the worst scenario and begin updating resumes (Greenhalgh and Jick 1975). The most valuable employees— those that the post-merger corporation can least afford to lose—tend to be the first to leave the organization. For example, when Fluor Corporation acquired St. Joe Mineral in 1981, in a deal costing $2. 2 billion, the large-scale migration of key managers following the acquisition contributed to millions of dollars in losses at the previously profitable St. Joe (Shrivastava 1986). Estimates of unanticipated turnover suggests that 47 percent of top executives in an acquired firm leave within the first year and 75 percent within three years. Within five years 58 percent of all managers leave (Walsh 1989, 313), and it is often the managers with the best performance histories who leave early on (Walsh and Ellwood 1991, 215). If there is no planned intervention strategy to deal with negative feelings and behaviours, the long-term behaviour of employees who do remain with the organization may be affected, significantly reducing the likelihood of a successful post-merger integration (Marks and Cutcliffe 1988). ‘More than any other issue, how you handle employees in the first three to six months will set thetone for future relations between the two firms’ (McCann and Gilkey 1988, 65). HR Interventions Several authors have suggested how to reduce the incidence of counterproductive behaviours (Bridges 1988; DeNoble, Gustafson, and Hergert 1988; Marks and Cutcliffe 1988). Preliminary interventions target emotional support, and may begin while negotiations are still underway. Activities in this phase are focused on providing stability. Other techniques are intended to create apositive environment for change by decreasing the level of uncertainty and fostering realistic expectations for the future. Feelings of powerlessness on the part of employees are reduced by providing information to determine how (or if) the threat to job security can be counteracted. Commitment to the new organization may be fostered if the employees are encouraged to see that career opportunities are available and continued success is possible in the new organization CONCLUSION Merger and Acquisitions success entirely depends on the people who drive the Business, their ability to Execute, Creativity, and Innovation. It is of utmost importance to involve HR Professionals in Mergers and Acquisitions discussions as it has an impact on key people issues. As Mergers and Acquisitions activity continues to step up globally, Companies involved in these transactions have the opportunity to adopt a different approach including the increased involvement of HR professionals. By doing so they will achieve a much better outcome and increase the chance that the overall deal is a total success. HR professionals can play an active role in the change process by offering interventions that will help ensure a successful merger. How to cite Merger and Acquisition, Papers

Heroism In Mythology Essay Research Paper Heroism free essay sample

Heroism In Mythology Essay, Research Paper Heroism is an of import component in both Roman and Greek mythology. Honored as a adult male of cunning and a maestro of scheme, Odysseus is a beau ideal of Grecian gallantry. Bing a adult male of forfeit, rational thought, and subject, Aeneas is a praised opposite number to Odysseus. Both were victims of savageness and enticement, illustrations of gallantry and heroism, and receivers of battle and satisfaction. Even when they are characters of different writers, they portion common features and stay by certain personality traits that define them to be heroes. A hero, about by definition, is an illustration of gallantry and intelligence. In times of danger and devastation, a hero must stay strong, weather, and think of his endurance, every bit good as the endurance of his work forces. Odysseus, being a adult male of many strategies, intoxicates and blinds the mighty Cyclops, Polyphemus in order to obtain a opportunity to get away. We will write a custom essay sample on Heroism In Mythology Essay Research Paper Heroism or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Odysseus acted calmly and courageously and thereby succeeded in obtaining freedom from the awful Cyclops. Romans, nevertheless, congratulations Aeneas for his rational and less excessive thought. When he and his work forces encountered the blinded Cyclops, Aeneas # 8217 ; crew merely rowed off in their ships seeking safety. Aeneas augmented to the definition of a hero by moving rationally. Bravery, strength, repose, and principle are a few features that appear from a hero at times of hazard. Yet another feature of a fabulous hero is an unselfish attitude toward carry throughing one # 8217 ; s map in life. ? Scylla caught my six comrades, lifted them up to her lair, and threw their writhing organic structures behind her into her hollow undermine? they screamed and reached toward me with their custodies, imploring me to the last to salvage them, I watched the monster sit in the room access of her lair, and devour them. ( 96 ) This instead ghastly scene depicts Odysseus leting six of his work forces to be consumed by the impossible barking monster. If his sense of duty disappeared, he really probably would happen felicity someplace else to hedge this state of affairs all together. However, his responsibility was to convey every bit many of his work forces every bit good as himself safely to Ithaca, raise his immature boy as a warrior, and reconstruct order in his land. Aeneas besides sacrifices his desires in order to be the laminitis of the Roman race. # 8217 ; Tell him, # 8217 ; the Godhead of Olympus commanded, # 8216 ; ? He must put canvas at one time! # 8217 ; . Here Zeus commands Aeneas to go forth Dido and to travel to Italy where his boy will be the swayer of a new race. Aeneas causes the self-destruction of Dido after he insists on his going to Italy. Aeneas has no pick ; he can non indulge in his involvements while his soon-to-become state # 8217 ; s hereafter is at interest. Both work forces show heroism and committedness by pretermiting their desires for the hereafter and wellbeing of others. Odysseus with his courage and Aeneas with his rational thought exhibit reliable gallantry. Almost every piece of mythology has a hero or diacetylmorphine because he/she facilitates in the coherence and flow of the narrative. Heroism is an indispensable factor of Greek and Roman mythology every bit good as the footing for the reader # 8217 ; s satisfaction.

Jane Eyre Book Review Research Paper Example

Jane Eyre Book Review Paper There was no possibility of taking a walk that day. We had been wandering indeed, in the leafless shrubbery an hour in the morning, but since dinner (Mrs. Reed, when there was no company, dined early) the cold winter wind had brought with it clouds so sombre, and a rain so penetrating, that further out-door exercise was now out of the question. This is the opening paragraph to the fascinating novel Jane Eyre written in 1847 by the woman writer Charlotte Bronte, and yet Jane Eyre still remains a classic of 19th century literature. Jane Eyre is romantic without being sappy or trite. The pace is nearly perfect and kept me turning pages to find out what happened. The story avoids becoming tedious, as some English novels are which proves that its easy to see why the book is such a classic. The main characters are multi-dimensional and very intriguing, Jane Eyre has almost too many characters but some are memorable simply because they seem so real. The two characters that I found most interesting and memorable were of course Jane Eyre and Mr Rochester. This novel is one of a kind; Jane Eyre is a young orphan with harsh relatives who ship her off to a school for underprivileged children. It is not the most pleasant place imaginable. She grows up there, and then goes to work as a governess under a mysterious man, Mr. Rochester. Despite all his harsh ways, she falls in love with him. But a dark secret threatens to destroy their love. Its obvious that Rochester is attracted to Jane when he meets her. Although hes 20 years her senior, and she are merely eighteen, theres an instant attraction on both sides. We will write a custom essay sample on Jane Eyre Book Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Jane Eyre Book Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Jane Eyre Book Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In my opinion I think shes worried to commit to a man, because no one, properly, apart from her Uncle has ever loved Jane. And the first person she became close to Helen Burns, a friend she made in Lowood School died young. I cant help thinking that Jane is so worried about starting a relationship because of her losses in her life. Her Mother, Father, Uncle and Helen. The only people who ever loved her were taken away from her. Does she think the same will happen to Rochester? Ive always thought Jane wasnt not interested, but more scared, than anything else. The novel is filled with plot twists and mystery. Who is the mysterious tenant in the attic who once nearly burned the house down? Will the beautiful, but haughty, Blanche Ingram come between Jane and Mr. Rochester? These are just a couple of the questions, which need to be answered. The suggestive use of language and the magical quality of her writing, which distinguishes Charlotte Bronte qually from her predecessor Jane Austen and her successor George Elliot, is one of the characteristic aspects of her work Charlotte Bronte , no less than her sister Emily, was a splendidly original artist. Charlotte Bronte has made Jane a very different figure from the standard nineteenth century heroine. She is strong-willed, defiant, confident, yet humble, and in short, a woman of purpose. By creating a character like Jane, Bronte sent a resounding beacon to women from all walks of life. Her message is simple, some times overlooked, but always present. I believe that message to be that women are just as capable as men, that they possess hearts and minds as well, and that a woman is capable of a great deal more than just marrying. At the conclusion of Jane Eyre we do not feel so much that we have read a book, as that we have parted from a most singular and eloquent woman, met by chance upon a Yorkshire hill, who has gone with us for a time and told us the whole of her life history. In my opinion being a fan of the Bronte sisters I knew that Id really enjoy Jane Eyre. Not only are their writing techniques really similar, but also theyre producing of characters are very alike too. Although Emily is that bit darker, and more gothic, and Jane is a bit more optimistic towards life, their characters all have bad times. Emily has more than one main character throughout her book, whereas Charlotte has chose Jane to be the main character, and remain that throughout the book. Although Emily writes in first person, the story is put from a few peoples point of view, whereas Charlotte is much tidier, and sticks to Jane telling the story throughout. I think this reflects their personalities a lot. They were extremely different Emily not one to stick to the rules but run off to a world of her own. Whereas, Charlotte on the other hand was much more grounded and stuck to the rules. You could say the same about Jane Eyre and Wuthering Heights in the respect of literature. Jane Eyre incorporates all genres, from romance to suspense, mystery to drama. I laughed, cried and just about tore my hair out. It seemed all things possible had arisen to keep the lovers from being together. Did it ever happen; was there a happy ending? I guess youll just have to read to find out. This book is long, and uses old-fashioned language so it is not for everyone, but those in need of a really good romance, this is THE book! Jane Eyre is a good influence to anyone whos gone through bad times, to show that you can get through them just as easily as her. Jane Eyre is a book you can never bore of, and you really can read it several times, and enjoy, and appreciate it more and more each time.

Free Essays on Bi-racial

It’s 3rd grade. I’m late for school, and my mother had to walk me in to class so that my teacher would know the reason for my tardiness. My mom opens the door to my class room, and there is a hush of silence. Everyone’s eyes are fixed on my mother and me. She tells the teacher why I was late, gives me a kiss goodbye and leaves for work. As I sit down at my seat, all of my so-called friends start to call me names and tease me. The students tease me not because I was late, but because my mother is white. Situations like this are hard for a young child to deal with. These type of situations are what bi-racial children deal with every day. The term bi-racial means a child’s heritage is made up of two cultures or ethnic groups. In this paper I will compare the advantages and disadvantages of having dual heritage. I will also tell about the most often misconstrued problems the public perceives about a bi-racial child, with black and white heritage. These childre n encounter issues such as: Grasping self concept or identity and acceptance of their personal appearance. Dual heritage is most often looked at as different, good or bad. Sometimes people having dual heritage are seen as outcasts of society. These are just small things that have to do with having dual heritage. One advantage of having both a black and white parent is that the child learns to look at both cultures equally. This is an asset since all people need to live in a multi-racial world. From this the child can form a bridge between the two cultures. Moreover, if the child was raised by both parents, the child can easily distinguish the different characteristics of both cultures. By the child knowing these different characteristics, it is found that a bi-racial child finds it easier to have close friends, a boyfriend or girlfriend, who is white or black, than a monoracial child. On the other hand, young people with dual heritage have been noted more likely to report exper... Free Essays on Bi-racial Free Essays on Bi-racial It’s 3rd grade. I’m late for school, and my mother had to walk me in to class so that my teacher would know the reason for my tardiness. My mom opens the door to my class room, and there is a hush of silence. Everyone’s eyes are fixed on my mother and me. She tells the teacher why I was late, gives me a kiss goodbye and leaves for work. As I sit down at my seat, all of my so-called friends start to call me names and tease me. The students tease me not because I was late, but because my mother is white. Situations like this are hard for a young child to deal with. These type of situations are what bi-racial children deal with every day. The term bi-racial means a child’s heritage is made up of two cultures or ethnic groups. In this paper I will compare the advantages and disadvantages of having dual heritage. I will also tell about the most often misconstrued problems the public perceives about a bi-racial child, with black and white heritage. These childre n encounter issues such as: Grasping self concept or identity and acceptance of their personal appearance. Dual heritage is most often looked at as different, good or bad. Sometimes people having dual heritage are seen as outcasts of society. These are just small things that have to do with having dual heritage. One advantage of having both a black and white parent is that the child learns to look at both cultures equally. This is an asset since all people need to live in a multi-racial world. From this the child can form a bridge between the two cultures. Moreover, if the child was raised by both parents, the child can easily distinguish the different characteristics of both cultures. By the child knowing these different characteristics, it is found that a bi-racial child finds it easier to have close friends, a boyfriend or girlfriend, who is white or black, than a monoracial child. On the other hand, young people with dual heritage have been noted more likely to report exper...

5 Things Productive People Do at the End of Every Working Day

5 Things Productive People Do at the End of Every Working Day We’ve all been there. Clock-out time rolls  around and it’s all you can do to grab your bag  and race your coworkers to the elevator. And, if we’re honest, you  probably spend the last 30 minutes  or so watching the clock and noodling with Facebook or email, thinking: why bother starting any new projects when the day is almost done? Sound familiar? What if, instead, you  put that last bit of your workday to better use and set yourself up for being more productive the following morning right out of the gate? Here are five no-fail strategies that won’t require a ton of effort, but will pay off big time when you come back to your desk.1. Plan for tomorrowTake five minutes to go over your schedule for the coming day. This will not only remind you of breakfast meetings or doctors appointments you may have forgotten, but will also give you the chance to mentally prepare for what’s in store. Need to dress to impress tomorrow? Make sure to bring y our gym clothes? Wear or bring heels for an evening event? You might even find yourself looking forward to your next work day, rather than assuming tomorrow will be just the same old same old.2. Landscape your to-dosLook back at what you’ve accomplished today and check those puppies off. Remind yourself of the outstanding items and make a priority list in your head for tomorrow. If it’s gotten messy or out of control, jot yourself a new one. This will also help you take stock of your productivity for that day- and strategize for how to do better tomorrow. You can learn from today’s distractions and set yourself up better for success.3. Organize your inboxWhen you’re cleaning up your coffee cup and snack wrappers and errant pens and office debris, make sure to go through the same tidying process in your email. Delete the nonsense and the junk mail, archive the important stuff, and leave only what you need to focus on when you get back to work. Sorting by s ender can make it easier to delete.4. Put in one last face timeDon’t just slink away. Check in with your boss or colleagues for a little post-work-day processing. How’d you all do? Anything urgent left on the docket? Any successes to go home proud of? Fires to put out tomorrow? This isn’t just a shrewd move for establishing yourself as a responsible team member, it can go a long way towards team building and camaraderie. And saying a proper and friendly goodbye is just as important when you’re the boss!5. Go homeThis may seem silly, but it’s awfully tempting to stick around and get a few things finished. Trouble is, this becomes a habit. Chances are you won’t get anything substantive done. Set yourself a hard cut-off time and stick to it. It will, believe it or not, help you be more productive tomorrow and won’t leave you feeling constantly fatigued or overwhelmed by work.Then simply relax, turn off your work brain, and enjoy the rest of the day- the part that belongs only to you.

Discuss the key features of effective corporate decision making and Essay

Discuss the key features of effective corporate decision making and assess how well these are being applied in an organisation y - Essay Example ...................................... 5 Learning from mistakes................................................................................. 6 Cultural sensitivity........................................................................................ 7 Conclusion................................................................................................................ 9 References................................................................................................................ 10 Executive Summary Effective decision-making is based on several qualities. These qualities include: innovativeness, diversification, learning from mistakes, and cultural sensitivity. Innovativeness is based on the ability to come up with new products and to market these products successfully. Diversification is based on the ability of the company to market different products and not be concentrated on only one or a few products. Learning from mistakes is about making the adjustments a fter issues in application and decision making have been seen. Cultural sensitivity, on the other hand, is about considering the culture of the corporation and making decisions based on such culture. In relation to Apple Corporation, they were able to meet these elements when they established various innovations and were able to establish a diverse market. They also learned from their mistakes throughout the years and re-employed Steve Jobs to reinvigorate the company. As a result, they have risen among the ranks of the most profitable and powerful corporations in the world. Corporate Decision-making Introduction Successful and effective corporations have distinct qualities and decision-making processes which often help them occupy such positions of success. These features are often distinctive to each corporation, based on their goals, activities, marketing, as well as the qualities of their consumers. This essay shall evaluate literature in order to establish the key features of e ffective corporate decision-making and assess how well these are being applied in an organization I know well. It will first present several studies and literature on effective practices of corporations in their decision-making activities. It will then discuss the application of such practices to Apple Corporation. Lastly, a summary and conclusion will evaluate the different elements being discussed in this paper on corporate decision-making. This essay is being carried out in order to establish a clear and well supported assessment of corporate decision-making, including the qualities which make for successful practice. Body Innovativeness In the current age of high stakes competition among businesses, various strategies and features are apparent for corporations seeking and keeping success. One of the qualities seen among these successful corporations is that they are major innovators (Morris, Kuratko and Covin, 2010). Successful corporations are distinctly set apart because of th e innovations they seem to constantly introduce into the market. In a paper by Uotila et al. (2009), they discuss that in order for corporations to be successful, they need to balance exploration and exploitation activities. In effect, as they explore and establish various innovations, they also need to temper their impact on society and on the environment. Their power to introduce new products and to explore new activities is at the very forefront of their success, and their ability to minimize their impact on the environment and on society is also a required

In What Ways Does What Edward Said Calls Orientalism Affect Art and Ar Essay

In What Ways Does What Edward Said Calls Orientalism Affect Art and Art History - Essay Example Whereas several other writers and thinkers had written histories of empire and colonialism, most of these writings were not post-colonial as they still proceeded from the point of view of the centre rather than the margin. The publication of Said's Orientalism was central to the exact awareness of the concept and this work marks the opening of post-colonialism. The definition of the term Orientalism by Edward Said suggests the originality of the subject dealt with in his book. According to the straightforward definition of the term, Orientalism refers to an academic specialisation and it is a topic studied by the archaeologists, historians, theologians and others in the West, who are concerned with Middle Eastern and North African cultures. However, Edward Said gives new meanings and interpretations to the term when adds two further meaning to the term. "Orientalism is also something more general, something that has shaped Western thought since Greeks, at least: namely, a way of divi ding up the world between the West and the East. What appears to be simple geographical fact is, says Said, actually an idea. The division of the world into these two parts is not a natural state of affairs, but an intellectual choice made by the West in order to define itself. The third meaning for Orientalism is more historically specific. Since the latter part of the eighteenth century, when European colonialism in the Middle East developed most fully, Orientalism has been a means for domination, a part of the colonial enterprise. Said argues that colonialism is not about the physical acts of taking land, or subjugating people, but is also about the intellectual acts." (Hatt and Klonk, 226) Therefore, Said's Orientalism and the concept of Orientalism played a major role in the understanding of the East-West controversy and it considerably influenced the study of art and art history. According to Edward Said Orientalism is a term that explains the academic as well as artistic Western tradition concerning intimidating and deprecatory views of the East. At the heart of such frightening and deprecatory views of the East are the attitudes of European imperialism during the 18th and 19th centuries. "Edward Said established the theoretical foundations for post-colonial studies by identifying how the West has characterised the East as the other since the Enlightenment. In all forms of cultural endeavour and enterprise, Europeans created the concept of an inferior Orient as opposed to a superior West. The boundaries between East and West have provided the locus for artistic hybrids and appropriations since classical times. In recent centuries, non-Western art has been perceived as exotic, dangerous, erotic and primitive." (Pooke and Newall, 211-12) Orientalism, as a term in art history, refers predominantly to the works of French artists in the 19th century, who selected the subject matter, colour and style of their artworks from the cultures of the Mediterranean nations and the Near East. Several critics and scholars in the field consider Orientalism as essentially an art history term.     

B&B Hotel Life Cycle Essay Example for Free

BB Hotel Life Cycle Essay Bed and Breakfasts Hotels were established in Europe many years back. The majority of travelers that frequented BB’s in the 1800’s were pioneers, miners, 49’ers seeking gold or professionals traveling from one area to another. Most BB’s offered an accommodation for the night along with a breakfast in the morning which many hungry travelers took advantage of before setting off on the next leg of their journey. As more inns, lodges and hotels were built in the 1900’s, BB’s were seen as an affordable accommodation for people traveling through small towns or in areas that weren’t heavily developed. In the later half of the 20th century, BB’s enjoyed a renaissance in popularity, as many college students and young adults spent time visiting Europe. Most of these travelers spent time in small BB type of pensions or private residences and came back to the states to either open their own BB’s or sought them out as affordable accommodation options. They introduced in the U. S. in the mid to late 1960s. It is estimated that there are in excess 30,000 BBs at this time that represents a jump from only 2,000 in the late 1970s. The concept is now very mature average number of rooms per property has increase dramatically, occupancy rates are up, and national, state, and regional associations are setting standards. There are even a myriad of newsletters, travel publications and guide books available. Today, BB’s offer a warm and cozy alternative to the corporate hotel or motel. Most BB’s pride themselves on being privately owned and operated, as well as offering accommodations in quaint and cozy homes in locations that offer historical, leisure or small town attractions. Current stage The Bed Breakfast and Hostel Accommodations industry is in the mature phase of its life cycle The industry, however, is relatively new, having grown significantly since the early- to mid-1980s. Overall, the industry is still evolving and matching the varying (and growing) needs of various segments of the domestic and international tourism market. The industry has developed its own niche in the accommodations industry based on specific market needs and demand. Over the 10 years to 2017, industry value added, which measures an industry’s contribution to GDP, will grow at an annual rate of 1. % per year, compared to GDP growth over the same period of 1. 9%. The industry is still in a long-term mature phase, despite recent slow growth or contraction due to increased geopolitical tension from terrorist attacks and the declines in travel demand in response to the Great Recession. Over the ten years to 2017, industry value added (IVA), which measures an industry’s contribution to GDP, is expected to grow 1. 4% per year, while GDP is expected to grow 1. 8% per year. The Bed and Breakfast and Hostel Accommodations industry has fought declining demand over the past few years. With the onset of the recession, all forms of travel accommodation experienced revenue drops as consumers became more concerned about finances and made cutbacks on luxuries, including travel. From 2007 to 2017, domestic trips will increase 1. 1% to 758. 4 million. However, over the same period, international visitor arrivals will rise from 56. 0 million to 86. 2 million, or 4. 4% per year, after a slump from late 2007 to 2009. Overall, however, each of the major industry components displayed an upward trend over this period that was roughly in line with GDP growth. Future industry growth will increasingly correspond with rising global income, particularly in countries in East Asia and South America and an increasing propensity to travel internationally. Increasing incomes and the aging of the population are also expected to lead to significant growth in the domestic market. On the other hand, within the key industry segments, the Tourism industry will continue to display slow growth due to strong competition from internet-based, direct booking products. Lead time require for products The bed and breakfast (BB) segment covers a variety of types of establishments and makes 69. % of industry revenue. Homestay, farm stay or host homes, where guests share rooms and facilities with owners, are included within this segment. There are also home BBs, which provide a secondary source of revenue to the owner’s primary income and can be homes with four of five rooms converted to provide BB services to guests. BB inns or hotels are usually established as businesses to provide primary financial support for owner/operators. Breakfast is the only meal served to guests and the establishment can provide accommodations for between four and 0 guests. Quite often these are used for small weddings or business meetings. On the other hand, country inns are established as businesses with owners actively involved in its daily operations, and have between six and 30 rooms. They operate as a lodging place and have a restaurant with a liquor license. The accommodations may include lodging, dinner and breakfast included in the room rate. However, compare to other regular hotel, BB hotel need less ac tivities. It is need a short time to prepare new product, it’s easier for owners to improve it.

What is a child Essay -- essays research papers

What is a Child? Discuss how a scientific, a social constructionist and an applied approach attempt to answer this question. This essay will attempt to discuss how sociologists have attempted to answer the question. Childhood is viewed differently, depending on the country being considered, the period of time being studied or a personal viewpoint. According to the UN convention, a child is anybody under the age of eighteen. Several studies have been undertaken by sociologists to examine childhood. This essay will attempt to discuss three major approaches: 1) a scientific approach tries to study this objectively by observation and experimentation to prove a theory. This essay will discuss Kohlberg’s theory of â€Å"Moral development†. It will not include Piaget’s theory as Kohlberg’s theory used Paiget’s theory as a building block to his theory. 2) A social constructionist approach studies this by exploring social and cultural beliefs. The two discourses are the Romantic and Puritan discourses. 3) And an applied approach draws on both the scientific and social construction ist theories and uses the studies to understand the practicalities of Children’s rights through law, policies, and professional practices and the children themselves. The models used are the justice and the welfare model. The Scientific theory researches and endeavours to establish objective facts by using experimentation and observation. It follows mainly three stages of activities, 1) forming a concept that explains the facets of child development. 2) Formulates predictions from these concepts and then finally 3) tests these predictions through research, explanation and assessments. One such scientist was Kohlberg and his theory of Moral development. Kohlberg based his ideas on Piaget’s theory of cognitive development. He categorised these into three main levels with two stages at each level. †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  PRECONVENTIONAL 1.  Ã‚  Ã‚  Ã‚  Ã‚  Punishment – obedience – When you do wrong you are punished and when you obey you are rewarded 2.  Ã‚  Ã‚  Ã‚  Ã‚  Self-gratification – Doing good or bad is to do with satisfying your requirements †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  CONVENTIONAL 1.  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal concordance - being good is about being loyal to people who love and care for you. 2.  Ã‚  Ã‚  Ã‚  Ã‚  Law and ... ...es offer insight into the complex question of what is a child? But no single approach can be used independently into answering the question. Although the first two studies are linked and use research, theory and studies of growing, development, and socio-economic status and culture, the third is not a distinctive academic method. Where the Scientific approach endeavours to give simplicity and direction to professionals, the Social Constructionist tries not to reduce childhood simply to stages of development and the applied uses the both the above approaches to tackle the reality of childhood. The question itself means diverse things to different people male and female. The answer can be distinct depending on the society, cultural background, traditional beliefs and the various points in history. Word Score – 1378 words References Open University – Book 1 Childhood, Woolfolk, A. E. (1993). Educational Psychology. Needham Heights, MA: Allyn & Bacon. Gillian, C. (1982) In a different Voice; Psychology Theory and Women’s Development, Cambridge (Mass), Harvard University Press. Asquith, S (1996) ‘When Children kill children: the search for justice’, Childhood,3(1) pp.99-116

Lab Results Fermenter

I. OBJECTIVES: To determine the amount of anti-microbial peptide production by Staphylococcus warneri under various conditions when 2L and 10L Fermented. To Test the effects of one uncontrolled parameters sush as pH, Temperature or dissolved Oxygen and compare findings. To produce anti-microbial activity from Staphylococcus warneri. II. INTRODUCTION: Staphylococcus warneri is a member of bacterial genus Staphylococcus, consisting of Gram-positive bacteria with spherical cells appearing in clusters. Colonies of S. warneri are usually tan, yellow and about 2-4mm in diameter after 48 hours incubation at 35 °C.It is commonly found as part of the skin flora on humans and animals. S. warneri rarely causes disease, but may occasionally cause infection in patients whose immune system is compromised. S. warneri is known to produce antimicrobial peptide activity in the form of Nisin. The optimum conditions for this to occur are pH 7. Nisin is a polycylic antibacterial peptide with 34 amino a cid residues used as a food preservative. It is produced by bacterium and which contains antimicrobial activity and which is known as a bacteriocin. Nisin has been found to have properties that can control spoilage caused by lactic acid bacteria.It is used in processed cheese, meats, beverages, etc. during production to extend shelf life by suppresing Gram-positive spoilage and pathogenic bacteria. In food it is common to use Nisin at levels depending on the food type regulatory approval. Nisin cannot be produced chemically therefore it has to be synthesised using fermentation. During fermentation various stages of growth occur and as a result different conditions can occur during this fermentation process, eg pH, most organisms produce acid as they grow and therefore in the Lag phase ( a period of adptation for the cells to their new environment, new enzymes are ynthesized) and in the lag phase can produce alkaline substances and therefore pH plays an important role in efficient fe rmentation. As acid is produced alkaline substance needs to be added to the process to maintain the optimum pH of 7 and likewise in the lag phase when alkaline substances are produced, acidic substance needs to be added to maintain the pH, temperature, and oxygen. III. MATERIALS AND METHODS:â€Å"As per manual. † IV. RESULTS: TABLE 1. 1 History Plot Vessel 1 – 2L NO Temperature control: TABLE 1. 2 History Plot Vessel 2 – 2L NO Air Flow: TABLE 1. History Plot Vessel 3 – 2L NO pH control: TABLE 1. 4 History Plot Vessel 4 – 2L Optimum conditions: TABLE 1. 5 History Plot Vessel 5 – 10L Optimum conditions: TABLE 1. 6 Fermentation conditions for each Vessels 1 – 5: Parameter Vessel Number Vessel 1 Vessel 2 Vessel 3 Vessel 4 Vessel 5 (10L) pH 7 7 No control 7 7 Agitation Speed (RPM) 150 150 150 150 150 Temp oC No Control 37 37 37 37 Airflow (L/min) 2 No air flow 2 2 2 TABLE 1. 7 Results for antimicrobial peptide activity in 2 L or 10 L ferme nters: Time (post inoculation) Vessel 1 Vessel 2 Vessel 3 Vessel 4 Vessel 5 3:00 (4. 5 hours) No activity No activity Neat Neat Neat; 1:2 14:00 (5. 5 hours) No activity Neat; 1:2 Neat; 1:2 Neat; 1:2 No results 15:00 (6. 5 hours) No activity Neat; 1:2 Neat Neat; 1:2 Neat; 1:2; 1:4;1:8 16:00 (7. 5 hours) No activity Neat Neat;1:2;1:4 Neat; 1:2 Neat; 1:2; 1:4;1:8 9:00 (24. 5 hours) No activity Neat Neat;1:2;1:4 Neat;1:2;1:4;1:8 Neat; 1:2; 1:4;1:8 V. DISCUSSION: In this practical, Fermentation is used to scale testing in laboratory. The fermenters in the Laboratory are based on a batch system, with feeds to control the pH and Oxygen levels and Temperature.All parameters are controlled using sensor probes in the vessels connected to a data logging software system. The vessels 4 and 5 are controls where the optimum environmental growth parameters for the strain are kept. To determine the results obtained in each vessels are as follows: Vessel 1: No antimicrobial peptide activity seen at a ny of the time intervals. This indicates that when temperature is not controlled the temperature can increase significantly. As shows in TABLE 1. 1 History Plot Vessel 1 – 2L NO Temperature control. Vessel 2: No antimicrobial activity seen at 13:00.However antimicrobial activity seen in both neat and 1:2 sample at 14:00 and 15:00. Antimicrobial activity seen in neat sample at 16:00 and 09:00. When air flow is not controlled the reduced air content reduces the rate of fermentation, As Oxygen is required for cell growth and when air is in reduced quantity this slows down rate of cell reproduction as shows in TABLE 1. 2 History Plot Vessel 2 – 2L NO Air Flow. Vessel 3: Antimicrobial activity seen in neat sample at all time intervals. Antimicrobial activity seen in 1:2 sample at 14:00, 16:00 and 09:00.Activity seen in 1:4 for the first time at 16:00 and 09:00. There is greater anti-microbial peptide activity with temperature and air controls which shows that the pH does no t have significant effects as the other two parameters. The fermentation was not affected to the same extent by pH as shown in TABLE 1. 3 History Plot Vessel 3 – 2L NO pH control. Vessel 4: Antimicrobial activity seen in neat sample at all time intervals. Activity seen in 1:2 sample at 14:00, 15:00, 16:00 and 09:00. For the first time see antimicrobial activity in 1:8 sample at 09:00.This shows the three uncontrolled vessels has greater anti-microbial peptide, where in fermentation took place on its fastest rate as all conditions are maintained at most favourable for the organism to grow and reproduced as shown in TABLE 1. 4 History Plot Vessel 4 – 2L Optimum conditions. Vessel 5: (In error no result recorded for 14:00 time interval) Antimicrobial activity seen in neat and 1:2 sample at all time intervals. Activity seen in 1:4 and 1:8 (for the first time) at 15:00, 16:00 and 09:00. The effects produce the highest level of anti-microbial peptide activity of all the syst em.The organism has greater supply of oxygen and nutrients and temperature and pH has a lesser effect due to the larger volume as shown in TABLE 1. 5 History Plot Vessel 5 – 10L Optimum conditions. VI. CONCLUSIONS: In this practical the results was successfully determined that Temperature is the most important parameter to control in relation to microbial growth. Therefore, if temperature was not controlled, NO amount of anti-microbial peptide activity produced by Staphylococcus warneri. While in Oxygen level and pH level if NOT controlled S. warneri will still grow and produced the anti-microbial peptide.

The Four Goals of Psychology

I would like to talk about the four goals of psychology and if I believe they help or hare humanity. The four goals of psychology are description, explanation, prediction, and changing. I will talk about each of them in order and try to put them in as much detail as I can. The First goal I would like to talk about is description. When psychologist are describing behavior they are attempting to understand what is normal, acceptable, and if it is unhealthy or not.The behavior that they mostly try to observe is thoughts, feelings, goals, attitudes, motivations, actions and reactions to their surroundings. They use test, studies, and exc. , to try to explain human behavior. I personally think this is important for goal for psychology. If they wouldn’t try to describe human behavior they wouldn’t be able to start trying to figure out why they are the way they are. The second goal is explanation of behavior. Explanations are usually limited because most of the time it is cult urally restricted.Explanation is often determined through qualitative and quantitative observation, including explanation. I think this very important to psychology. If weren’t able to give an explanation to why someone has the behavior that they do, and there probably wouldn’t psychology. The third goal of psychology is prediction. Psychology tries to predict human behavior. They try to predict it so that they can determine how or when a person will make a good or bad choice or how they will perform in their surroundings. I think this is good and bad to have in psychology.I believe that sometimes you can predict how someone’s behavior might be based on their past history, but it doesn’t always work. For example if a student had a hard time in high school with writing papers and paying attention and then they go to college, doesn’t mean that they are going to have the same problem. Who knows they might actually be more focused in class. The last go al to psychology is changing. Modifying can be good or bad, but within ethical constraints. Psychology attempts to voluntary encourage individuals and groups to modify behaviors for a long term health gain.Personality and development theories differ in how to promote behavior change. Some behaviorists believe repetitive enforcement, while positives believe in honest cognitive discourse. Psychology can be used in education, social corrections, and organizations structures to elect preferred behaviors and attitudes for the environment. I think this last goal about changing is one of the most important goals psychology has. I believe we all have some stuff in are behavior we need to change. You might ask yourself what behavior problems do I need to change? The answer is in yourself.You are the only one that really knows your problems, even if it’s only a small problem it’s still there. When I was younger I thought there was nothing wrong with me even though I kept getting in trouble, but as I got older a had a family I had to change my hole troubled behavior around, so my kids don’t grow up like me. I think it was the best thing I have ever done and now look where I’m at. I think all the goals in their own way is important is kind of important to psychology. I told you why I thought each individual on is important, now I’ll tell you why I think they all are important together.I think if you took even just one of goals out or even replaced it with some other goal it would mess up the whole structure of psychology. Without them having these goals psychology probably would not exist or even if it still did exist would probably not make since. In my essay I am talking about psychology and its 4 goals. I am also adding rather I think they are important or not. All of these are reflecting my opinion and not anyone else’s. Opinions my Change depending on the person. I hope you learned something from this essay or it helps in you study of psychology’s 4 goals.

Free Essays on History Of Jeeps

It would be tempting to say that the history of the jeep in the Philippines started with the return of the conquering American forces led by Gen. Douglas MacArthur during the closing days of 1944. This is not true, however. The history of the jeep in this country began much earlier than that. It began during the closing months of 1941, when the threat of war loomed large in the Philippines and in fact in South East Asia. Just before December 7 of that year, a shipment must have arrived of early jeeps, as well as other cars and trucks. These of course were not the standardized WWII Willys MB or Ford GPW. The earliest Willys MBs were delivered only during November 1941: too late to get to the Philippines before Dec. 7. In all probability, these jeeps delivered before the start of WWII were Willys MAs, Ford GPs, and quite possibly Bantam BRCs. There are numerous photos of Ford GPs in US Army use during training exercises with the Philippine Army in Fort McKinley, now called Fort Bonifacio, the writer having photos that were published in a contemporary issue of Life Magazine. Further, right after the war, this writer can attest to a Ford GP driving around in Manila, painted light green, with its characteristic axles offset to the left, blue louvered taillights, and script Ford embossed on the tail panel. Noted restorer Danon Dizon from Angeles, Pampanga and now Baltimore, Maryland has photo evidence of an MA in service in the Philippines prior to December 7, 1941. Then again, there are the persistent rumors of a BRC somewhere in Northern Luzon, and there are reports that the Japanese forces captured a Bantam BRC in the Philippines, brought it back to Japan, where it was used as a model for the first Toyota Land Cruiser whose grille and headlamps located on the fenders are reminiscent of the BRC and the MA. There appears to be no doubt that the three pre-production prototypes (BRC, MA and GP) were in the Philippines even before t... Free Essays on History Of Jeeps Free Essays on History Of Jeeps It would be tempting to say that the history of the jeep in the Philippines started with the return of the conquering American forces led by Gen. Douglas MacArthur during the closing days of 1944. This is not true, however. The history of the jeep in this country began much earlier than that. It began during the closing months of 1941, when the threat of war loomed large in the Philippines and in fact in South East Asia. Just before December 7 of that year, a shipment must have arrived of early jeeps, as well as other cars and trucks. These of course were not the standardized WWII Willys MB or Ford GPW. The earliest Willys MBs were delivered only during November 1941: too late to get to the Philippines before Dec. 7. In all probability, these jeeps delivered before the start of WWII were Willys MAs, Ford GPs, and quite possibly Bantam BRCs. There are numerous photos of Ford GPs in US Army use during training exercises with the Philippine Army in Fort McKinley, now called Fort Bonifacio, the writer having photos that were published in a contemporary issue of Life Magazine. Further, right after the war, this writer can attest to a Ford GP driving around in Manila, painted light green, with its characteristic axles offset to the left, blue louvered taillights, and script Ford embossed on the tail panel. Noted restorer Danon Dizon from Angeles, Pampanga and now Baltimore, Maryland has photo evidence of an MA in service in the Philippines prior to December 7, 1941. Then again, there are the persistent rumors of a BRC somewhere in Northern Luzon, and there are reports that the Japanese forces captured a Bantam BRC in the Philippines, brought it back to Japan, where it was used as a model for the first Toyota Land Cruiser whose grille and headlamps located on the fenders are reminiscent of the BRC and the MA. There appears to be no doubt that the three pre-production prototypes (BRC, MA and GP) were in the Philippines even before t...

Famous Inventors and Inventions - E

Famous Inventors and Inventions - E Charles Eames - Ray Eames Ranked among the most important of industrial designers. They are best known for their groundbreaking contributions to architecture, furniture design, industrial design, manufacturing, and the photographic arts. George Eastman Invented dry, transparent, and flexible photographic film Presper Eckert Behind the history of the ENIAC computer. Harold E Doc Edgerton Doc Edgerton invented high-speed stroboscopic photography. Thomas Edison All of Thomas Edisons major inventions. Also - The Life of Thomas Edison, Biography of Thomas Edison, An Animated Luncheon Brendan Eich Created JavaScript. Gustave Eiffel Built the Eiffel Tower for the Paris Worlds Fair of 1889, which honored the 100th anniversary of the French Revolution. Albert Einstein Einstein developed the special and general theories of relativity and won the Nobel Prize for Physics in 1921. Einsteins theories lead to the invention of nuclear power and the atomic bomb. Gertrude Belle Elion Invented the leukemia fighting drug 6-mercaptopurine, drugs that facilitated kidney transplants and drugs for the treatment of cancer. Thomas Elkins African American inventor - view his three U.S. patents. Philip Emeagwali In 1989, Emeagwali won the Gordon Bell Prize for inventing software for supercomputers. John Emmett Received a patent for Tagamet - inhibits the production of stomach acid. Douglas Engelbart Invented the computer mouse and the first GUI software before Microsoft or Apple. John Ericsson The history of the propelling steam vessels. Oliver Evans Pioneered the high-pressure steam engine. Ole Evinrude Invented the outboard motor. Try Searching by Invention If you cannot find what you want, try searching by invention. Continue Alphabetically: F Starting Last Names

Discussion 1.1 Essay Example | Topics and Well Written Essays - 250 words

Discussion 1.1 - Essay Example She is going to have a clear and powerful plan on the management of water and its distribution. She is also a participant in the community meaning that she is a well cooperative person. Health and care is another key to be considered in the city because we need Maxine Gourley who is to be a director in matters of nursing and she is also has a family. She also understands services of the children and she is a pure Christian. She also cares about her environment because she was a top member of an environmental. Law and order is another important aspect to be considered in the country. Glen Edwards is a police chief who has experience and understands the city very well. He understands the city because of the 16 year living and experiencing the life of hustle. He is also a family man hence he understands the family problems that face the city people. He is against The city needs to have a clear communication and social environment that is very friendly. This needs someone educated and understands the communication very well. Eric is able to block leaders who are wanted and create a good communicating platform in the