Je me souviens, Riviere-du-Loup free essay sample

Riviere-du-Loup (RDL), a little town in northeastern Quebec claims to have the second most beautiful sunset after Hawaii. The sunset was indeed gorgeous- filled with vibrant colour and welcoming warmth, but it did not compare to the beauty of the people I shared it with. In summer 2010, I spent 5 glorious weeks in RDL for a French immersion program called J’explore. I arrived with little expectations, but I came back with treasured experiences that allowed me to grow as an person. RDL was magical thanks to my fellow explorers. Everyone brought ideas and characteristics unique to who they were and where they came from. Someone from the western provinces like Alberta introduced us to the unofficial sport of â€Å"muddling† one big party in a mud field. Another delighted us with his Newfoundland accent because he was the only â€Å"Newfie† we have ever met. As I just came back from an exchange in France, I taught everyone French slang and was soon dubbed the resident tutor, a role that I loved because I was gratified to help others improve. We will write a custom essay sample on Je me souviens, Riviere-du-Loup or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A friend told me that everyone is a blank sheet (like tabula rasa) and living brings colour. As people meet, their pages touch and the colours seep from one page to another, making every page even more special. Undoubtedly, my page was overflowing with colours because everyone I met created a palette even more diverse than the sunset. They mixed together into a whirlwind, taking the town, and me, by storm. I felt like the sky, absorbing all the colours to make me the best that I’ve ever been. Through my new friends I discovered more of who I wanted to be because I found great traits in each of them from which I wanted to learn, such as incorporating more art into my life and taking more initiative to meet new people. Despite our differences, by being there all together that summer, we created idiosyncrasies that bonded us tighter: from playing a card game with absurd rules that we fondly called â€Å"Mao† to inventing words to get around the strict French-only rules. Those five weeks gave me new encouragement on what I wanted in life. The experience cemented my desire to travel because I realized that I wanted to create many more similar rich experiences and relationships. I was amazed to find that through diversity, people always manage to come together. Moreover, I found that no matter where I am, I naturally fall to the role of a tutor. It gave me great pleasure when someone used a French expression that I taught her in the correct context. It is a role I am proud of and would like to keep. The memories of RDL remind me to remain passionate about new adventures. The diversity of people I encountered during this experience was eye-opening and fortunately, our friendships still remain strong to this day. When I see the colours of sunset, I can see their smiles cheering me on.

Dave Grohl essays

Dave Grohl essays Rarely in the history of Rock has a musician switched bands and instruments simultaneously with such a high degree of success as Dave Grohl (Current Bio. 202). Grohl started his work as a professional musician at the age of 15 in such Ohio punk bands as Mission Impossible, Dain Bramage and Freak Baby (Current Bio. 202). Gorhls original hard-hitting style that was due to his own method of practicing on pillows for lack of an actual drum set was impressive to the frequenters of the local Ohio venues; so impressive, in fact, that Grohl won a place in his own favorite band, Scream, after lying to the front-man, Pete Stahl, about his age. Grohl opted for touring with Scream rather than finishing his senior year in high school; a decision witch ultimately would seal his destiny of becoming one of the most influential drummers of the century. Scream never really became all that popular, but Grohl benefitted greatly from the time he spent with Scream front-man, Pete Stahl. Stahl became Daves father figure and taught him many things during the four years in which they toured together. In 1990, in the middle of a nation-wide tour, Screams bassist, Skeeter, quit the band and left them poor and stranded in Los Angeles. Salvation came quite suddenly as a telephone call was made to Grohl by a little-known Seattle-based band called Nirvana in hopes that he would become their 5th and final drummer. The co-founders of Nirvana were impressed by Grohls Power and Precision (Current Bio. 202) at a Scream concert they had attended preciously. Crohl joined Nirvana in 1990 and embarked on a tour in England with his band-mates and the all female band, L7. Nevermind, Nirvanas seond album, was released in 1991 on Geffen Records. Nevermind soon became one of the most popular albums in history, with more than 10 million sales to date. The album triggered a sea change in popular music&qu...

Procedures in the Physical Sciences Essay Example | Topics and Well Written Essays - 1000 words

Procedures in the Physical Sciences - Essay Example Measurement is a very important parameter in the field of physical sciences. Different methods of measurements have used to determine various aspects of the physical environment. Units precede every kind of measurement. They help in giving a description of the physical quantity in question hence enhancing comparison. The three major quantities in physics include length measured in meters, time measured in seconds and mass that is measured in kilograms. The Metric system of measurement has been adopted in most of the countries of the world while the British System of measurement, famous for use inches, miles, and pounds among others has a minimal use in the world despite its ubiquitous use the United States of America. Despite the technological progress experienced in the world today, several challenges are encountered in the measurement of the physical environment. Every measurement made has an associated error that should be recognized whenever a quantity is measured. This error has a numerical value that tries to correct the quality of the estimation done through measurement. Furthermore, it can be in form of a standard uncertainty, whereby the error has a standard figure or a coverage interval whose figure will have a given range of values. However, efforts have been made in trying to minimize these uncertainties. The International Organisation for Standardisation (ISO) has developed â€Å"The Guide to the expression of Uncertainty in Measurement† to help in enacting a common approach to the errors encountered in measurement. In astronomical sciences, it is difficult to use direct measurement calling for indirect measurement strategies. A unique method utilised by the astronomers is the parallax method. This method involves observation of the position of heavenly bodies at different times. They consider factors such as the precise location of the body, the time, the diameter of the earth’s orbit, the angle of viewing to elucidate the distance f rom the earth the heavenly body is located. Geometry is a key science in the calculations since the process involves analysing angles and distances to obtain an unknown distance (Finkelstein 2009). Such distances are unverifiable hence the exact distance especially for heavenly bodies to the sun cannot be determined in precision. Another major setback in measurement is lack of coherence in the communication of measurements. In quantum mechanics, disparities occur because of non-compliance with the recent regulations but instead trusting the predefined and pretested strategies. Space and time are aspects that have depicted some major measurement differences because of their reconstruction from observable quantities. This has created massive measurement challenges in quantum mechanics (Gambini and Pullin, 2012). According to the duo, there occur instances when the quantum state of the machine cannot be differentiated from the statistical components throughout the measurements made. Th is dimension of thought predicts the possibility of other errors in the measurement of a physical system. Technology has influenced the way measurements are done in a great way. The advancement in the computing methods has revolutionised the way measurement of physical elements is made. It has become apparent that most of the measuring instruments have been digitised or they have a

American history of business 1865-present Research Paper

American history of business 1865-present - Research Paper Example Each American year in the historical era is documented besides its prevailing economic, social or political phenomenon, thus these classifications are done in terms of units. The units are mainly clusters of years, each of which major transitions were taking place in all realms. However, each cluster of years since 1865 was marked by a contentious issue that required immediate response from the concerned groups (Olson, 2007). These units are investigated in regards to the following divisions: unit 1 (1865-1876) Industrial Revolution, railroads, development of corporations, finance, communication, labor, and introduction of trusts. Unit two (1877-1920) explains about the Impact of Roosevelt's "New Nationalism" vs. Wilson's "New Freedom" and welfare capitalism. Unit 3 (1921-1945) views Technology, consumer spending, introduction of the automobile, and the Great Depression. Unit 4 (1946-1976) looks into Postwar prosperity, organized labor, and the Taft-Hartley Act, while unit 5 (1976-pr esent) is regarded in terms of NAFTA, computer age, and the economic downturn in American business. The major players in regards to the transformations that were taking place in America included the political leaders, immigrated people from other continents, laborers and activists dominating various economic, political, and social realms (Olson, 2007). The discussion in this paper is aimed at the establishment of the history of American business since 1865 and up to the present date. The various units will be carefully examined to enhance the comprehension of the business issue in the aforementioned years. Unit 1 (1865-1876) In unit one, business in America consisted of Industrial Revolution, railroads, development of corporations, finance, communication, labor, and introduction of trusts. There was rapid development in America in this period, rendering America become a leading industrial continent in the global context. The industrial revolution was facilitated by the abundance of natural resources that were exploited to yield useful industrial products. Adequate land was also available that could be utilized in the production of agricultural raw materials, serving as industrial raw materials in the set up industries. The prior and prevailing construction of railroads provided an ample ground for the required industrialization, since the industrialists could penetrate to the deepest parts in search for industrial materials. Availability of adequate labor acted as a long-term rationale to the fast-paced industrial revolution that took place in America. The period was also significant in seeing the Asians and Mexicans rapidly immigrate to America in search for labor, thus the industrializing America gained a favorable ground for the required activities. The ideal presence of rivers that were navigable provided a ground for the cheap extraction of industrial energy as other related items of requirement. The Americans had also enough capital, which served as the major contributing factor to the aspect of industrialization (Ripper, 2008). The development of railroads was rapidly taking place in this period in a bid to meet the immediate needs for transport and industrial increment. The more the railroads continued to expand, the more the industrial expansions took place in America. The opening of these railroads in all places in America saw the creation of more farms, markets, towns in areas that

Merketing Essay Example | Topics and Well Written Essays - 1500 words

Merketing - Essay Example A traditional philosophy of marketing, known as the production philosophy, believes that a good product will sell itself (Sandhusen, 2000, p. 13). By the beginning of the 20th century this had evolved into a sales oriented system. The sales based philosophy worked on the belief that a good salesman could sell anything to anyone. It relied on advertising and customer manipulation (Sandhusen, 2000, p. 13). These philosophies evolved throughout its history and most modern theorists now contend that all business is customer driven and successful marketing is getting the customer what they want at a price they are willing to pay (Lancaster & Reynolds, 1999, p. 78). Marketing has been described as "[...] the process of planning and executing the conception, pricing, promotion and distribution of ideas, goods, and services to create exchanges that satisfy individual and organisational objectives" (Lancaster & Reynolds, 1999, p. 1). It is not so much a single task as it is a concept of visualising your customer through their eyes, and creating a profit by understanding and satisfying their needs by providing something of value (Forsyth, 1999, p.124). In its basic form, marketing matches the companys capability to supply the customer with a customers need for goods. This process is often analysed through the use of the 4Ps/4Cs model. The producer controls product, price, promotion, and place. The customer controls their 4C counterparts of customer solution, cost, communication, and convenience. In general, though price incentives can be utilised on a limited basis at some cost to profitability, marketing can only control the promotion and the place in the short term. The customer controls the cost they are willing to pay, acceptance as a solution, convenience, and communication with the producer. Except by manipulation, the company is limited to only researching the aspects that are controlled by the

Organisations

Organisations Today organizations especially large ones are very complicated, because they are in a continuously changing business and economic environment. Moreover consumers demand is high, constantly changes and all that force organisations to be in an intensive competition and to increase the standards of performance. Companies have established Human resource departments or senior managers to perform human resource management functions and use practices in order to try to improve and sustain a better organisational performance. Every company has to know their employees, their capabilities to actually get best of them because it is believed to be the most valuable capital and main source of competitive advantage. In 2001, Calkin claimed, that more than 30 studies in the US and UK leave no room for doubt; how organizations mange and develop people has a powerful-perhaps the most powerful-effect on overall performance, including the bottom line. The main ones have been done in the past starts in 1990s by Arthur in 1992, 1994; MacDuffie in 1995; Martell and Carroll in 1995b; Huselid in 1995; Delaney and Huselid in 1996; Wood in 1996; Guest in 2001 which claim to prove statistically the bond between both HRM practises and organizational performance because of increased productivity. The results of their studies are that the HRM activities such as decentralisation of authority will result in lower degree of turnover (Arthur, 1994) or Bundles of internally consistent HRM practices are associated with higher productivity and quality ( McDuffie, 1995) are to support the hypothesis that there is a link between HRM and the HRM outcomes on performance. Also looking through studies established in the UK call centres, US firms, Australia and New Zealand manufactures, Norway, those cases do identify a relevance in favour that there is a relationship between human resource management and organisational performance. However there is a strong criticism about them, especially how the resea rch was performed, evaluation methods used and the data interpreted. Before linking HRM and performance it is important to understand what it is. First of all human resource management in many textbooks is simply explained as getting things done through the people. A more objective definition would be proposed by Storey (1998) where he states that HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Additionally it useful to mention that is the strategic perspective of HR, which actually presents the importance of human resource practices for organisational performance Companies try to achieve significant superior performance by using HRM and different practices. The US academic Jeffrey Pfeffer (1998) identified seven main HR practices in the successful organisations. According Pfeffer human resource practices for performance improvement are: employment security, selective hiring, self-managed work teams, high pay contingent on company performance, extensive training, reduction of status differences, sharing information. Later European researchers Den Hartog and Verbug (2004) complemented Pfeffers job by distinguishing eight key practices which help to understand the association between HR and organizational performance. They are: employment skills, autonomy, pay-for-performance, profit-sharing, performance appraisal, team performance, information-sharing, job evaluation. Thus there is different ways to recognise how HR policies and practices actually contribute, because only certain ones might always result in high performance. This approach is called universalistic approach. The contingency approach proposes that that variety of practices needed to make a difference also taking into account environment and business strategy. Another view is that we have to realise that every organisation has its own culture, unique employees and because of that the set of HR practices and polices which will be the best will also be unique to that company. This approach is call as resource-based view (D.Torrington, L.Hall, S.Taylor, 2008 p.256). Every organisation has different outcomes and according Brattson and Gold this organisational performance can be measured from two sides (2007 4thed:527). The first measure is operating performance what includes reduced unit costs, improved product/service quality, labour productivity, innovation of products and processes all those are employee related indicators. Another measure of a performance is by financial performance such as profit, market share, and return on investment. Because companies can quite easily copy one anothers technology, but not human resource capabilities if an organisation has well working HR practices that is a big advantage to achieve sustainable competitive advantage. (Toby D. Wall and Stephen J. Wood, 2005) For instance not a long time ago Stephen Wood, David Holman and Christopher Stride (2006) did a research on HRM and performance in UK call centres. They have use data from a sample of 145 UK call centres and the research has found direct relationships between human resource practices and performance. However the represented response rate was only 20per cent. It is very low response rate, but it allowed for the authors to make conclusions from what was detected that firstly, that performance appraisal was negatively associated with unauthorised absence. Secondly, systematic selection tests, longer initial training and higher levels of internal recruitment were positively associated with achieving target times and suggestion making. Also there was significant links between relationship-building and both work discretion and teamworking, task discretion is associated with both training and improvement teams as well as internal recruitment seems to improve performance and innovation, cust omers satisfaction.(p:117-120) This example identifies relevance that practices and their implementation are vital ingredient in linking employees especially management to overall organisational performance. In addition there is a reason given to believe in a linkage because of Peters H. van der Meer and Kristens Ringdals research which was conducted in Norway (2003) findings were positive after organisation introduced job rotation which appeared to reduce labour costs per unit produced by having lower wage cost. Also the productivity increased more than in the organisations without job rotations. However the critique here would be that like in other similar works that there is n obvious limitation in data collection, because results could be affected by selectivity and response of respondents, also there is not enough of the evidence to prove. Graeme Salaman, John Storey and Jon Billsberry state that it is very important to identify the best HRM practices, those whose adoption generally leads to valued firm-level outcomes (2005:p122) Authors have extinguished that as extensive recruitment, selection, and training policies; formal information sharing, attitude assessment, job design, grievance procedures, and labour management participation programs; performance appraisals, promotion, and incentive compensation systems that recognise and reward employees practices. Than the research was given which was held in the US 3,452 firms participating. There were thirteen High performance practices to analyse the independent contribution of each practice to firm performance. The results showed that before the research there was a strong support for the hypotheses predicting that High performance work Practices will affect firm performance and important employment outcomes, the results justified it and that also significant effects o f High performance practices found are also financially meaningful as Graeme Salaman, John Storey and Jon Billsberry state.(2005: p140) Although all those studies propose that there is a synergy among increasing productivity and HRM especially strategic HRM, what is the overall combination of HR philosophy, processes, policies, programmes and practices creating the human performance desired and it is doing so at a reasonable cost (Gordan 2001). However not all of the studies finds only positive results. For instance it was thought because of the previous studies that one of the main HR practices are training and team working, from the example of NHS. Thus the research does identify a link; it can not be taken for granted that HR really helps to reduce mortality rates. Yes training helps to develop skills, and company expects them to be transferred into work floor, but does it happen straight after employees have been trained. Moreover according the D. Challis, D.Salmon and B.Lawson research done in the Australia and New Zeland 1024 manufacturing sites indicates that organizational and human resource practices are sig nificant additional variance in both employee and manufacturing performance. The results have showed that both training and teams are important in weak manufacturing environments, but are not significant in strong manufacturing environments. Moreover although training helps develop worker skills, it may not be enough to guarantee that skills employee got will actually be transferred to the factory floor.'(2005 vol. 43(1) p.103) So it is very difficult to prove and there are some disadvantages of the processed studies and the results. First of all because of the evaluation of a study is very subjective. There are different available methods used in evaluating results. People have their own interpretation, opinions, such as about the turnover, in one case it can be assumed to be a good thing because constantly changing employees bring new ideas into the organisation. And on the other hand if employees today do not have job satisfaction, do not have their career developing, do not get higher wages or better working conditions they leave. Some peoples answers depend upon the way questioned employees feel that day, or because after the notice of research taking place makes them feel suspicious maybe and work harder. Also it depends on the bundles of practices used in the research and put together. Sometimes it can be forgotten that practices used or implemented can bring benefits after long term. The author Phillips (1991) in his book states that external factors can influence and change the performance, government regulation, labour market conditions, and union strength. For instance the economic recession determines workers to work hard and not to l ose jobs in the case of reduction of staff. A very relevant critique was found in an article called The romance of human resource management and business performance, and the case for big science written by Toby D. Wall and Stephen J. Wood(2005), they argue that the studies done before have created wrong expectations of the effect of HRM practices on performance. Their critique upon the studies done, what they call as a romance is containing errors; Wall and Wood identify that the reliability is often tolerant although the sizes of effects are typically small in prior research. Also in some cases measures of performance chosen might not be appropriate; they have to look at the environment of a business. Authors judge the studies because they are not done properly, and say that in the future it should be used better research methods and design, and also should be large-size long-term research when you can look what it was like before and what is after implementation and use of HRM. O therwise it is like a failure of to see the certified link between HRM and performance. In the conclusion nowadays business world is changing very rapidly and both people and organisations which vary in size, aims, functions, construction, the nature of their product or service are complicated and because of that to be the best in the industry firms have to have a well established human resource management according main studies. Organizations have to have their HRM working at a strategic level because then practices are focused on a short or better on a long term results when the improved performance could have an added-value and benefits. However the discussion about the link between the HRM and performance is under investigation for about more than 20 years and nobody is sure about it. Yes it is known that HRM management is working and do have the impact on employees and might make organisation successful but which particular practice or bundle to use universally is not known, because one thing combines with another, one organisation is different than another. Howeve r to apply studies and believe in all the results of practices or practice make a different would be violent interpretation. Because in studies done to prove the link of HRM and organizational performance there are limitations and it is very important to understand bias as well as that how the research been conducted and interpreted. References: Arthur, J. B. (1994) Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37: 670-87 Bratton and Gold (2007) Human resource management: Theory and Practice 4th ed.; Palgrave Macmillan, New York D. Challis, D.Salmon and B.Lawson (2005) Impact of technological, organizational and human resource investments on employee and manufacturing performance: Australian and New Zealand evidence International Journal of Production Research, 43(1): 81-107 Derek Torrington., Laura Hall, Stephen Taylor (2008) Human Resource Management; 7th ed. London, Pearson education, p.256 Godard, J., (2001) High Performance and the Transformation of Work: The Implications of Alternative Work Practices for the Experience and Outcomes of Work Industrial and Labor Relations Review 54 (4): 776-805 Graeme Salaman, John Storey and Jon Billsberry (2005) Strategic Human resource Management: Theory and Practice; 2nd ed. Sage publications, London Lahteenmaki, S., J. Storey and S. Vanhala (1998) HRM and Company Performance: the Use of Measurement and the Influence of Economic Cycles, Human Resource Management Journal, 8(2): 51-65. MacDuffie , J.P. (1995) Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, vol.48: 197-221 Michael Armstrong and Duncan Brown (2009) Strategic Reward Implementing more effective reward management; Kogan Page, London and Philadelphia Pfeffer, J. (1998) The Human Equation: Building Profits by Putting people first. Boston: Harward Business School Press. Toby D. Wall and Stephen J. Wood (2005) The romance of human resource management and business performance, and the case for big science Vol.58(4): 429-462 West A., Carol Borrill, Jeremy Dawson, Judy Scully, Matthew Carter, Stephen Anelay, Malcolm Patterson and Justin Waring (2002) The link between the management if employees and patient mortality in acute hospitals Int. J. of Human Resource Management 13(8): 1299-1310 West, M. et al. (2002) The Link between the Management of Employees and Patient Mortality in Acute Hospitals, International Journal of Human Resource Management, 13(8): 1299-1310. Wood S. (2006) Human resource management and performance in the UK call centres British Journal of Industrial Relations 44(1):99-124

Motivation Essay -- GCSE Business Marketing Coursework Essays

Motivation INTRODUCTION The purpose of this paper is to analyze whether the needs of the employees, of HRD Department of the company, I used to work for, are relevant with the Maslow's Need Hierarchy Theory or not. In order to analyze above purpose, I have concentrated on five employees, after dividing them into four groups by the level of their education, income, and responsibility. Five levels of Maslow's Hierarchy of Needs are : Physiological, safety and security, belonging and love, esteem and the self-actualization need. RELEVANT RESEARCH Bernard L Rosenbaum has written in his book, How To Motivate Today's Worker, that, "at the bottom of Maslow's hierarchy are the physiological needs (food, water, etc), followed at the next level by safety or security needs (which includes both physical safety and protection against injury or financial hardships). The higher-order needs are---love and belonging, esteem and self-actualization.(p.6). Richard I. Henderson states in his books, Influencing Employee Behavior At Work, that, lower-order needs must be satisfied before the individual is motivated (driven) to satisfy a higher-order need.(p.4) Frank Goble, in the words of Abraham Maslow, wrote in his book, The Third Force," It is unusual, not usual," he says, " that an act or a conscious wish have but one motivation.". In other words the whole person is motivated, not just a part of him.(p.36).In the book called The Gold and the Garbage in Management Theories and Prescriptions, James A. Lee states that, Maslow's theory stresses 1) that humans are wanting animals whose motivation will stem from unsatisfied needs, which means that satisfied needs are not motivators; and 2)that these needs are arranged in a hierarchy of importance, which results in shifts in motivation to the next higher level of needs as lower levels are satisfied. The author further adds, that according to this theory of needs hierarchy, for any given person, one class of needs will be more motivating than other. (p.64, p.66). The blue-collar Employees The blue-collar employees in the department have the lowest level of education and are mostly from low- income families. These employees carry the burden of large families, which often includes their unemployed/dependent family members such as retired parents, spouse, children and at times even their unemployed brothers or sist... ...s very much applicable and also reliable, however, the best person to know whether Maslow's theory of Hierarchy of Needs is applicable or not is the individual himself or herself. Maslow was one of the first people to be associated with the humanistic, as opposed to a task-based, approach to management. As people have increasingly come to be appreciated as a key resource in successful companies, Maslow’s model has remained a valuable management concept. Works Cited: Rosenbaum, B.L.(1982). How to Motivate Today's Workers. New York: McGraw-Hill Book Company. Henderson, R.L.(1982).Influencing Employee Behavior at Work. Georgia: Business Publishing Division, Georgia State University. Lee, J.A.(1980).The Gold and the Garbage in Management Theories and Prescription. Ohio: Ohio University Press. Argyris, C.(1964).Integrating the Individual and the Organization. New York: John Wiley & Sons, Inc. Hagerty, M.R.(1990).Testing Maslow's Hierarchy of needs: National Quality-of-life across time. Social Indicators Research: Vol.46 (pp.249). Kluwer Academic Publishers. Goble, F.G.(1970). The Third Force. New York: Grossman Publishers.

Money Motivates People More Than Any Other Factor at the Work Place

By all means yes, money definitely plays a major part in motivating human resource, as far as motivation factor is concerned, that too in the work place. It is only the need for the money, that makes people work, either it be for a thousand rupees or lakhs or corers, quantity doesn’t matter, but it is THE motivating factor. If there is plenty and more than sufficient any one would hardly want to work.It is definitely a point that, there are other factors such as, you feel proud when you work for a reputed company, you feel better at place where the work environment is better, your chest would go wide, when you know, you are working for a great or noble or innovative cause, but, when you don’t have enough to meet your needs, you definitely give priority to money first and work at a place, where you are paid more.So, it would not be wrong to say, that money definitely becomes the first priority and is the motivating factor to work, People pay more attention to work when t heir needs are met and when they are comfortable, they have a sense of commitment, when they know that the company they are working for bothers about them and their needs, they develop a sense of respect and love towards such a organization or company or people they are working for. So, money is the motivating factor at the work place and has a lot of influence on the people who are working.

A Real Life Episode Professor Ramos Blog

A Real Life Episode As I read Womans Hollering Creek, a short story written by author Sandra Cisneros, I recognized a common issue between the main character Cleofilas and her newly wed Juan Pedro. This issue, is domestic abuse, and is one of the more trending problems in our world today. It is defined as behaviors that harm, preventing a partner from doing what they wish, or forcing them to behave in ways they do not want. Just recently according to CNN, NFL Star Kareem Hunt was seen punching and hitting a woman in the elevator. There was no indication on why, but this would certainly have an impact on Kareem’s future. His team, the Kansas City Chiefs had waived him and NFL had suspended him for 8 games for the 19-20 season. It’s clear and obvious that with domestic abuse comes many consequences. Furthermore, after having the idea of domestic violence, we will put our focus back to the short story â€Å"Woman’s Hollering Creek.† It begins with the marriage of the main character Cleofilas and her love Juan Pedro. As Cleofilas is getting married, her father tells her, â€Å"I am your father, I will never abandon you†,(Cisneros 43), which will make sense later in her life. Growing up, Cleofilas was not familiar with entertainment or anything exciting. This would make Cleofilas very curious and eager to learn about how to be a mother. The issue arises, when her husband Juan would constantly beat her and take advantage of her. Cleofilas didn’t act, because she thought there was nothing she could do. In order to gain some awareness, she decided to start watching television shows. In one television show, â€Å"Tu O Nadie, â€Å"You or No One,† explains about how a wife, Lucia Mendez, has to put up with always loving her husband. As stated, † The beautiful Lucia Mendez has to put up with all kinds of hardships of the heart, separation and betrayal, and loving, always loving no matter what, because that is the most important thing.†(Cisneros 44). This would strike Cleofilas because Juan shows no interest, yet she still has to put up with his beatings but still loves him. This made Cleofilas realize that these shows were very accurate, and that her life should be identical to these television shows. So, Cleofilas would watch these shows every night, hoping to gain a better perspective. On to a point where these episodes, would start changing her life. Now when Juan would come home drunk and beat her, she would understand that she needed to act. Cleofilas began to think, how do I continue to live with this man? This man, as stated, â€Å"he hates this shitty house and is going out where he won’t be bothered with the baby’s howling. (Cisneros 49). It was now time for her to act, similar to the television episodes that she had watched, where, she the woman, was in charge of her own life and decisions. So, Cleofilas decided to take her Juan Pedrito and move away from Juan. She was tired of constantly being used and beaten for Juan’s advantage. As Cleofilas is leaving she remembers her father’s line, â€Å"I am your father, I will never abandon you.† It makes sense to her now as a father may not abandon his kid, but a kid and mother certainly can. Thus brings us to the argument whether or not Cleofilas should have left Juan. I think that leaving Juan, was the right thing to do for Cleofilas. It’s very difficult for a mother to raise a kid without any assistance. Juan repeatedly showed that he is self-centered and does not care about Cleofilas or her personal likes. As stated, â€Å"In public, he laughs loudly, curses like a man, and demands each course of dinner to be served on a separate plate like at his mother’s as soon as he gets home, on time or late, and who doesn’t care at all about Cleofilas love for music, telenovelas, or romance.† (Cisneros 48). Also, Cleofilas has to put up with constant beatings from Juan, for no particular reason. As stated, â€Å"He had thrown a book. Hers. From across the room. A hot welt across the cheek.† (Cisneros 52). Why would someone even want to raise a kid around a person like Juan? For Cleofilas, she stuck with him for a long time because she did not understand what to do. Once she watched television shows she gained knowledge and realized what kind of person he truly was and decided it was best for her to take the Juan Pedrito and go somewhere better. Another important factor of this domestic abuse situation is the fact that Cleofilas child, Juan Pedrito was also a witness. According to an article from Womens Health, children who experience domestic violence, are also victims of abuse. They can have long-term physical and mental health problems. Also, these children are at a greater risk of showing violence in their future relationships. At a young age, Juan Pedrito was experiencing his father cursing and using violence against Cleofilas. This explains why there are many kids who are struggling in our world. As a parent, it’s our duty to be a role model for our kids. We need to set the path and not let our anger get in the way of their future. Domestic abuse is something that will never be tolerated in our society. For Cleofilas, she made the correct decision to move away from Juan Pedro. Juan clearly showed that he enjoys taking advantage of Cleofilas, and does not care about her life. In our society today, domestic violence is something that affects many relationships. Many marriages also end up in divorces, which can have a negative effect. This effect can be that these kids will have to grow up not seeing their father or mother. Our society needs to realize that love is something very powerful, and comes with many responsibilities. There are many ways to confront your partner, without using physical action.   WORKS CITED Cisneros, Sandra. Woman Hollering Creek. Bloomsbury, 2004. CNN. NFL suspends Kareem Hunt https://www.cnn.com/videos/us/2019/03/16/nfl-suspends-kareem-hunt-wire-ndwknd-bts-vpx.cnn Office On Womens Health. Effects of domestic violence on children. https://www.womenshealth.gov/relationships-and-safety/domestic-violence/effects-domestic-violence-children

Free Essays on Lupus

Systemic lupus erythematosus, or simply lupus is a chronic autoimmune disease or immune system malfunction. A person's immune system normally protects the person from viruses, bacteria and other foreign materials. When a person has an autoimmune diseases like lupus, the immune system turns against itself and attacks itself. Lupus does not have a known cause, and because of that it has no known cure. The exact cause of lupus is unknown, but scientists suspect that it is likely to be a combination of factors, people who contract lupus are probably genetically predisposed to lupus, and know that environmental factors such as infections, antibodies, ultraviolet light, extreme stress and certain drugs play a critical role in triggering lupus. Managing lupus is different from person to person. Individuals with lupus can usually live a normal life span. Medications are usually prescribed to patients, although treatment is not required at all times, but most patients will undergo some treatment. Some medications that are often prescribed for people with lupus are nonsteroidal anti-inflammatory drugs (NSAIDs), acetaminophen, corticosteroids, antimalarials and immunomodulating drugs. The treatment goal for lupus is to stop the immune system from attacking & destroying vital organs. Another popular treatment for lupus is simply exercising and eating right. Since we have no known cause of lupus, you cannot prevent it. It is sometimes referred to as a chronic disease because there in no cure at the moment and if a person experiences lupus’ symptoms that person will have lupus forever. One complication about lupus, is the flares that individuals will experience. People with this disease must have blood tests to predict these flares. When a lupus flare occurs, people will usually notice a return of the symptoms they experienced previously, but sometimes they will notice new symptoms. Some may be fever, swollen joints, increase in fatigue, ra... Free Essays on Lupus Free Essays on Lupus Systemic lupus erythematosus, or simply lupus is a chronic autoimmune disease or immune system malfunction. A person's immune system normally protects the person from viruses, bacteria and other foreign materials. When a person has an autoimmune diseases like lupus, the immune system turns against itself and attacks itself. Lupus does not have a known cause, and because of that it has no known cure. The exact cause of lupus is unknown, but scientists suspect that it is likely to be a combination of factors, people who contract lupus are probably genetically predisposed to lupus, and know that environmental factors such as infections, antibodies, ultraviolet light, extreme stress and certain drugs play a critical role in triggering lupus. Managing lupus is different from person to person. Individuals with lupus can usually live a normal life span. Medications are usually prescribed to patients, although treatment is not required at all times, but most patients will undergo some treatment. Some medications that are often prescribed for people with lupus are nonsteroidal anti-inflammatory drugs (NSAIDs), acetaminophen, corticosteroids, antimalarials and immunomodulating drugs. The treatment goal for lupus is to stop the immune system from attacking & destroying vital organs. Another popular treatment for lupus is simply exercising and eating right. Since we have no known cause of lupus, you cannot prevent it. It is sometimes referred to as a chronic disease because there in no cure at the moment and if a person experiences lupus’ symptoms that person will have lupus forever. One complication about lupus, is the flares that individuals will experience. People with this disease must have blood tests to predict these flares. When a lupus flare occurs, people will usually notice a return of the symptoms they experienced previously, but sometimes they will notice new symptoms. Some may be fever, swollen joints, increase in fatigue, ra...

Software Engineering for multi-Agent systems Essay

Software Engineering for multi-Agent systems - Essay Example It is also possible that the customers brought in new requirements after the specifications were frozen and these change requests were impossible to accommodate and hence the project failed. When the requirements analysis or requirements gathering is not correct, then there are very little chances that the project would succeed. So important and fundamental is the process of requirements engineering that is often the first step in the software development cycle (Browne, 2002). This paper would perform a critical study and review of the requirements engineering step and explore various concepts and ideas behind this step. When large and complex software applications are to be created, it must be first understood that there would perhaps hundreds of users and stakeholders who would want to have a say in how the system works. It would not be possible to meet the needs and demands of each and every person. However, the software should be designed in such a manner that it should help all personnel to complete their tasks and work, as desired by the organisation. As an example, a software that is used for billing in the checkout counter of a store would have different menus that allows the clerk to quickly scan the bar code on an item and then the software will immediately calculate the items price, check out the discount or premium if applicable, and then calculate the total payment due after adding all the taxes. The checkout clerk wants software that would be fast, not make mistakes and that requires the least human intervention. The backend team wants the software to allow them to create product items such as chips by Pringles, assign a unique item code and then add the price. As a further automation, stores such as Wal-Mart do not enter such details manually but these details are picked up automatically from the bar code. At any time if the

The Emergence of Trust and Power within a Business Network Essay

The Emergence of Trust and Power within a Business Network - Essay Example It is a critical and strategic issue which needs to be dealt very carefully, this element of trust is vital in all kinds of relationships whether it is within the business or with the external stakeholders. It is very hard to make this trust however one mistake can hurt the reputation very badly and create serious consequences for the future of the business. Power is the acquisition of assets and its control which gives dominance to a party over the other. It is to have the control and ability to influence the decision of the other party. Power has its own benefits and draws backs within a business network. Too much or less of it has its own effects. However, it has been seen that where there is trust there is less likelihood of power causing any harm to the social or business network (Group H.R., 2000). When we talk about the long-term success of the business then this success is dependent on the development of positive networks in the industry. Business networks are an opportunity for the owners of the business and the team of employees to improve themselves continuously. They are a collection of companies linked through agreements for business purposes who work together to get over all benefits for the members in doing so they need to make business dealings and work together and invest and divest money Thinking Made Easy, p21, 2009). A company in the business network tends to learn from one another’s mistakes and successes and based on that they derive solutions to their own problems. Apart from the business perspective networking helps in social activities and events. It leads to strong bonds and close relationships with the business partner which is good for the business in the long term (Daft, p110, 2001). The relationship must be enduring and permanent in nature.