People Pleaser

Ethics And Values Assignment Monisha Chandar. B Sometimes we take exception to a decision, yet we nod in agreement, or we simply let it pass. we justify our acquiescence as keeping the peace, or knowing when to pick our battles. But something else is going on. we worry about saying no. About ruffling feathers. Or worse. So we keep mum. Or we say yes. Sometimes we hear ourself saying yes and we wish dearly that  no  would roll off our tongue, but it seems so much harder, more frightening, capable of unleashing a string of consequences that don’t bode well. Anger. Resistance. Disapproval.And now  yes  is the habit of a lifetime, the habit of our relationships, the habit of our role at work. If we always say yes, where do we put  no? Anxiety, migraines, sleeplessness, the nightly glass of wine, the cigarettes, the growing depression? Sometimes, we spend so many years accommodating – everyone – that we forget to accommodate ourself, wondering when â€Å"yo u† got lost in the mix. our life is filled with many good things, but something doesn’t quite fit. You  don’t quite fit. You’re not unhappy exactly, but nor would you say you’re happy. But then  no one’s  happy, right? Or so you tell yourself, seeking solace.But There’s absolutely nothing wrong with pleasing people, including ourselves. If we’re willing to make sacrifices for the sake of another, who are we to say that’s wrong? But the fact is, people pleasing isn’t about pleasing others, but fending off our fear of rejection. Those of us who would consider themselves people pleasers are generally individuals who feel the need to be accepted by the world around them. And not just a general acceptance, but that of each person they come in contact with. And to maintain this madness, we seek to please with abandon. Let me just start by saying that I’m one of the biggest people pleasers out there.Show me a possible moment of displeasure and I’ll jump in and fill the need as fast as I can in hopes of both harmony among those involved as well as positive feelings toward little old me. I’m not a saint by any stretch, I just have the disease to please. In the long run, we’re pleasing nobody. One of the great misconceptions among people pleasers is this idea that we’re ‘good people’ who are just trying to make everybody happy. As I stated before, it’s not so much our great concern for another human being, but our obsession with the way others may perceive us. As a result, we tend to say yes to everything and rarely stick up for ourselves.Even if someone blatantly wrongs us, we are usually the ones who absorb the hurt and then stand in the corner, fuming to ourselves. It’s not a pretty site. The fact is, when we try to please everybody, we end up pleasing nobody. Tired from the burnout that comes from the over extension of ourselves an d frustrated by the fact that we keep letting others take advantage of us,  we quickly become ineffective in helping others and often times end up resenting everyone around us. Then, when we finally run into a situation where our help is truly needed, we are too depleted to help out.Also, our ability to decipher a real need from that of someone trying to take advantage of our people pleasing nature, is quite skewed. In our minds, every ‘need’ is a requirement for us to act and in time, this wears us down to worthlessness. Different people pleasers Among Us :-! Its often said that people pleasing is a  woman’s issue? Think about it. Who do you know that’s most likely to capitulate, to compromise, to self-sacrifice – even to step into the doormat role on a regular basis? Who puts everyone’s needs before her own, believing that it is the better path – or the only path?Do these behaviors begin in our homes as children? Do they find rew ard in the classroom, in the adolescent dating waters, and then the workplace? Are you rewarded for pleasing, but at great cost to self-esteem, and even, ultimately, earning power? Do we eventually learn to use our people pleasing behavior in ways that benefit ourselves? The typical People Pleaser is someone who lacks an internal compass to gauge the value of their own actions, â€Å"As a result, they spend their lives looking for validation from others. † The Child’s Desire for Validation What child doesn’t seek the comfort and approval of a parent?Who among us doesn’t remember wanting to please those we loved, those in authority, those we admired? â€Å"Often,  parents  will simply tell kids what to do and never encourage them to assert themselves,† he says. â€Å"When the kids obey, the parents give them conditional love. † And when parents are physically or emotionally abusive, when they are absent, when they are erratic in doling ou t love or approval – the seeds of people pleasing behaviors are planted early, and reinforced. Not only does the child seek validation, but avoidance of pain, or the foreboding sensation that disapproval promises dire consequences.A Society of Silent Women? Silence as tacit consent can be destructive. Compliance, as a way of life, can be demeaning. People Pleasing, taken to an extreme, undermines an ability to function independently, or to direct our lives according to  our  goals rather than those of others. Women who suffer from people pleasing behaviors may not be  literally  silent, but – and I include myself here as a recovering People Pleaser – we are silent in voicing our true expressions of self. And in acting on them. We know ourselves as the tireless team players, the volunteers who rarely (if ever) say no, the cheery jugglers who are admired by others.But we fall into bed at night depleted, feeling as though the day’s accomplishments ar e insufficient, even if we ticked off items on an endless list. And incidentally, as the years wear on, frequently those items only peripherally involve  us. Parent Pleasers My own bouts with people pleasing derive from early training, absorbed in childhood. I was a Parent Pleaser. My father was often away, and my mother was the textbook narcissist – an imposing, even frightening force. Pleasing her meant greater likelihood ofnot  incurring her wrath – her booming voice, her verbal lashing, or any other form of punishment for stepping out of line.And stepping out of line generally meant doing or saying whatever displeased her at a given moment. I learned the necessity of  yes –  to anything she asked. Thus, my parent pleasing was less about the carrot than the stick. I was conditioned to avoid pain, and educated as the â€Å"good girl,† occasionally garnering reward in the form of parental approval. Is People Pleasing – a Syndrome? I have s pent my life in the pursuit of goals and simultaneously seeking to please those around me. Is there any crime in wanting a pleasant environment? A cooperative team? A tranquil household?I find nothing inherently wrong with a desire to please others or give pleasure. The problem arises when the scales constantly tip in favor of choices that are not in our own best interests. Or even, when behaviors are laden with motivations (conscious and otherwise) that drive us to please others in ways that are compulsive, that obscure our own needs and wants, or obliterate them altogether. Should we coin another syndrome, another personality disorder? Might we have a brave new pharmacological solution for this condition, , and a pill to miraculously restore our psychological balance of power? I suspect that’s already been done.And yet People Pleasing is not so simple, and nor is it always  a disadvantage. But taken to an extreme, the behaviors set us up for being benignly or maliciously exploited. People Pleasers are prime targets for narcissists, often gravitating toward each other, playing out subconscious scenarios that go unrecognized at the time. Pleasing Ourselves Must we toss away our people pleasing talents altogether? And they  are  talents, finely honed skills, and useful. Our most charismatic personalities are People Pleasers – successful motivational speakers, sales people, fundraisers, PTA organizers, celebrities, and politicians.There’s nothing wrong with people pleasing; in fact, there is much that is right. It is a matter of impetus and of degree. It is a matter of how you feel – about yourself, your actions, your purposeful inaction. Even for those of us who have tumbled into the trap of a lifetime of people pleasing, we can learn to transform some of these behaviors into advantages. We use them to make friends, to network professionally, to be conciliatory when it is truly required. We learn to please bosses and spouses an d those in the public arena whose help we may need. The problem comes when we don’t dare to  displease.How to Stop Being a People Pleaser At a certain point, the light bulb goes on. We may think –  it’s too much, I want to find myself again, I want something for me. The People Pleaser  personality  may be one thing, but the skills are quite another. We needn’t cease pleasing people; we need to moderate our diet. Just as the narcissist might seek to curb her excessive ways. Or, the socially anxious, to interact with less fear. When it comes to people pleasing, it is not about stopping altogether; it is about awareness, and management of feelings and behaviors.My experience tells me that modifying any behavior is a slow process, a matter of practice, and determination. I continue to work at this precarious and essential balance, daily. Learning to say  yes –  to what is most important – by saying  no. Conclusion As individuals, w e all have our own personal flavor. Some are sweet, some salty and others plain bitter. But as a people pleaser, because of our skill of going with the flow at all costs, we lose our flavor all together. We try to blend with every personality we come in contact with and as a result our own personality fades.What makes you, YOU, is your own blend of Yes’s and No’s. It’s our beliefs and values and preferences that give us our spice. Lose this and you lose yourself in the process. Before long, you end up forgetting what you’re all about. This can be a scary realization and one that should be harnessed to help push us out of our people pleasing ways. We need to figure out for ourselves what needs we should be addressing and then go out and address them. Stop waiting for the world to dictate our attention and start attending to the needs we were meant to address.

Reasearch Paper

w w w e tr . X m eP UNIVERSITY OF CAMBRIDGE INTERNATIONAL EXAMINATIONS GCE Ordinary Level e ap . c rs om MARK SCHEME for the May/June 2012 question paper for the guidance of teachers 1123 ENGLISH LANGUAGE 1123/12 Paper 1 (Composition), maximum raw mark 60 This mark scheme is published as an aid to teachers and candidates, to indicate the requirements of the examination. It shows the basis on which Examiners were instructed to award marks.It does not indicate the details of the discussions that took place at an Examiners’ meeting before marking began, which would have considered the acceptability of alternative answers. Mark schemes must be read in conjunction with the question papers and the report on the examination. †¢ Cambridge will not enter into discussions or correspondence in connection with these mark schemes. Cambridge is publishing the mark schemes for the May/June 2012 question papers for most IGCSE, GCE Advanced Level and Advanced Subsidiary Level syllabuses a nd some Ordinary Level syllabuses.Page 2 Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 Syllabus 1123 Paper 12 MARKING of LANGUAGE Section 1 and Section 2 General Assessment Objectives for WRITING W1 W2 W3 W4 Communicate appropriately, with a clear awareness of purpose, audience and register. Communicate clearly and develop ideas coherently, at word level, at sentence level and at whole text level. Use accurate spelling, punctuation and grammar. Communicate creatively, using a varied range of vocabulary, sentence structures and linguistic devices.The above objectives are assessed by impression, using as guides the Band descriptions in this mark scheme, the photostats and the exemplar marked scripts attached to this mark scheme, showing performance across the expected range of achievement. Specific Assessment Objectives for Section 1: Directed Writing To test the candidate's ability to: 1 2 write a speech which communicates information clearly, accurately an d economically; carry out the instructions as detailed on the question paper regarding the particular information required.Detailed Marking Instructions for Section 1: Directed Writing The 30 marks are allocated as follows: Task Fulfilment 15 marks Language 15 marks Please indicate the TF mark first at the end of the essay, e. g. 10 + 12 = 22 N. B. Assessing task fulfilment means more than including the bullet/content points. N. B. Candidates who address only two points must be in Band 3 or below for TF.  © University of Cambridge International Examinations 2012 Page 3 Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 SECTION 1 TASK FULFILMENT MARK Syllabus 1123 Paper 12Band 1 (15–13 marks) †¢ Good understanding of purpose. †¢ Clear awareness of situation and audience. †¢ Format entirely appropriate. †¢ All required points developed in detail, fully amplified and well organised. †¢ Given information well used to justify person al opinion and interpretation. †¢ Tone and register entirely appropriate. Band 2 (12–10 marks) †¢ An understanding of purpose. †¢ An awareness of situation and audience. †¢ Format appropriate. †¢ All required points addressed but not always developed in detail. †¢ Given information organised to support personal opinion. Tone and register appropriate. Band 3 (9–7 marks) †¢ Some understanding of purpose. †¢ Some awareness of situation and audience. †¢ Format generally appropriate. †¢ At least two required points addressed (and partially/fully developed). †¢ Given information may not be logically used to support opinion. †¢ Tone usually appropriate, although there may be slips of register. Band 4 (6–4 marks) †¢ Only partial understanding of purpose. †¢ Some confusion as to situation and audience. †¢ Format may be inappropriate. †¢ At least one of the required points addressed (and parti ally/fully developed). Given information may be used irrelevantly. †¢ Tone may be uneven. Band 5 (3–1 marks) †¢ Misunderstanding of purpose. †¢ Confusion as to situation and audience. †¢ Little evidence of a specific format. †¢ None of the required points addressed. †¢ Given information misunderstood or irrelevant. †¢ Tone may be inappropriate. A mark of 0 should be given only when: †¢ the response is totally incomprehensible or †¢ the candidate has merely copied out the question or parts of it at random or †¢ the question is not attempted at all.  © University of Cambridge International Examinations 2012 Page 4Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 SECTION 1 LANGUAGE MARK Syllabus 1123 Paper 12 Band 1 (15–14 marks) †¢ Highly accurate, apart from very occasional slips. †¢ Sentence structures varied for particular effects. †¢ Verb forms largely correct and appropriate te nses consistently used. †¢ Vocabulary wide and precise. †¢ Punctuation accurate and helpful. †¢ Spelling accurate, apart from very occasional slips. †¢ Paragraphs have unity, are linked, and show evidence of planning. Band 2 (13–12 marks) †¢ Accurate; occasional errors are either slips or caused by ambition. Sentence structures show some variation to create some natural fluency. †¢ Occasional slips in verb forms or tense formation, but sequence consistent and clear throughout. †¢ Vocabulary precise enough to convey intended shades of meaning. †¢ Punctuation accurate and generally helpful. †¢ Spelling nearly always accurate. †¢ Paragraphs have unity, are usually linked and show some evidence of planning. Band 3 (11–10 marks) †¢ Mostly accurate; errors from ambition do not mar clarity of communication. †¢ Some variety of sentence structures, but tendency to repeat sentence types may produce monotonous effect. Er rors may occur in irregular verb forms, but control of tense sequence sufficient to sustain clear progression of events or ideas. †¢ Simple vocabulary mainly correct; errors may occur with more ambitious words. †¢ Punctuation generally accurate and sentence separation correctly marked, but errors may occur e. g. with direct speech. †¢ Spelling of simple vocabulary accurate; some errors in more ambitious words. †¢ Paragraphs may show some unity, although links may be absent or inappropriate. Band 4 (9–8 marks) †¢ Sufficiently accurate to communicate meaning, with patches of clear, accurate language. Some variety of sentence length and structure, not always for particular purpose. †¢ Errors in verb forms and tense consistency may cause uncertainty in sequence of events or disturb ease of communication. †¢ Vocabulary usually adequate to convey intended meaning; idiom may be uncertain. †¢ Punctuation used but not always helpful; occasional sentence separation errors. †¢ Spelling of simple vocabulary accurate; errors in more difficult words. †¢ Paragraphs used but may lack unity or coherence. Band 5 (7–6 marks) †¢ Overall meaning never in doubt, but errors sufficiently frequent and serious to hamper precision and distract reader from content. Some simple structures accurate but unlikely to sustain accuracy for long. †¢ Errors in verb forms and tenses will sometimes confuse sequence of events. †¢ Vocabulary limited, either too simple or imperfectly understood; some idiomatic errors likely. †¢ Simple punctuation usually accurate, but there may be frequent sentence separation errors. †¢ Spelling of simple vocabulary accurate; frequent errors in more difficult words. †¢ Paragraphs used haphazardly.  © University of Cambridge International Examinations 2012 Page 5 Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 Syllabus 1123 Paper 12Band 6 (5–4 marks) †¢ Many serious errors of various kinds of ‘single-word' type (i. e. they could be corrected without re-writing the sentence); communication established, although weight of error may cause some ‘blurring'. †¢ Sentences probably simple and repetitive in structure. †¢ Frequent errors in verb forms and haphazard changes of tense confuse meaning. †¢ Vocabulary conveys meaning but likely to be simple and imprecise; significant idiomatic errors †¢ Spelling may be inconsistent. †¢ Punctuation and paragraphing may be haphazard or non-existent. Band 7 (3–2 marks) †¢ Sense usually decipherable but some error will be ‘multiple' (i. . requiring the reader to re-read and re-organise); meaning may be partly hidden by density of linguistic error. †¢ Unlikely to be more than a few accurate sentences, however simple, in the whole essay. Band 8 (1–0 mark) †¢ Scripts almost entirely or entirely impossible to recognise as pieces of English writing; whole sections make no sense at all. †¢ Where occasional patches of relative clarity are evident, 1 mark should be given. †¢ The mark of 0 is reserved for scripts that make no sense at all from beginning to end.  © University of Cambridge International Examinations 2012 Page 6Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 Syllabus 1123 Paper 12 Detailed Marking instructions for Section 2: Creative Writing 30 marks are allocated. The ‘best fit' prindple is applied, as in the following table. N. B. Primary emphasis is on quality of Language; comments on Content used to adjust mark within Band. SECTION 2 MARK Band 1 (30–27 marks) †¢ Highly accurate, apart from very occasional slips. †¢ Sentence structure varied for particular effects. †¢ Verb forms largely correct and appropriate tenses consistently used. †¢ Vocabulary wide and precise. †¢ Punctuation accurate and helpful. Spellin g accurate apart from very occasional slips. †¢ Paragraphs have unity, are linked, and show evidence of planning. Consistently relevant. Interest aroused and sustained. Tone and register entirely appropriate. Discursive essays are well developed, logical, even complex, in argument. Descriptive essays have well-developed images helping to create complex atmospheres. Narratives are complex, sophisticated, possibly tense, and may contain devices such as flashbacks. Band 2 (26–23 marks) †¢ Accurate; occasional errors are either slips or caused by ambition. †¢ Sentence structures show some variation to create some natural fluency. Occasional slips in verb forms or tense formation but sequence consistent and clear throughout. †¢ Vocabulary wide and precise enough to convey intended shades of meaning. †¢ Punctuation accurate and generally helpful. †¢ Spelling nearly always accurate. †¢ Paragraphs have unity, are usually linked and show some evidenc e of planning. Relevant. Interest aroused and mostly sustained. Tone and register appropriate. Discursive essays have clearly-defined, cohesive, logical stages in their argument. Descriptive essays have interesting images and range of detail, helping to create effective atmospheres.Narratives have effective detail creating character or setting, and may contain some sense of climax.  © University of Cambridge International Examinations 2012 Page 7 Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 Syllabus 1123 Paper 12 Band 3 (22–19 marks) †¢ Mostly accurate; errors from ambition do not mar clarity of communication. †¢ Some variety of sentence structures, but tendency to repeat sentence types may produce monotonous effect. †¢ Errors may occur in irregular verb forms, but control of tense sequence sufficient to sustain clear progression of events or ideas. Simple vocabulary mainly correct; errors may occur with more ambitious words. †¢ Punctuation generally accurate and sentence separation correctly marked, but errors may occur e. g. with direct speech. †¢ Spelling of simple vocabulary accurate; some errors in more ambitious words. †¢ Paragraphs may show some unity, although links may be absent or inappropriate. Relevant. Some interest aroused, although there may some lack of originality and/or planning. Tone usually appropriate, although there may be slips of register. Discursive essays make a series of relevant points, with some being developed; linking of ideas may be insecure.Descriptive essays have satisfactory images, ideas and details which help to create atmosphere. Narratives are straightforward with proper sequencing of sentences. Band 4 (18–15 marks) Sufficiently accurate to communicate meaning, with patches of clear, accurate language. Some variety of sentence length and structure, not always for particular purpose. †¢ Errors in verb forms and tense consistency may cause uncert ainty in sequence of events or disturb ease of communication. Vocabulary usually adequate to convey intended meaning; idiom may be uncertain.Punctuation used but not always helpful; occasional sentence separation errors. †¢ Spelling of simple vocabulary accurate; errors in more difficult words. †¢ Paragraphs used but may lack unity or coherence. Attempt to address topic but there may be digressions or failures of logic. May lack liveliness and interest. Tone may be uneven. Discursive essays have mainly relevant points but may be only partially developed, with some repetition. Descriptive essays have some detail but may rely too much on narrative. Narratives are largely a series of events with only occasional details of character and setting.Band 5 (14–11 marks) †¢ Overall meaning never in doubt, but errors sufficiently frequent and serious to hamper precision and distract reader from content. †¢ Some simple sentence structures accurate but unlikely to sust ain accuracy for long. †¢ Errors in verb forms and tenses will sometimes confuse sequence of events. †¢ Vocabulary limited, either too simple or imperfectly understood; some idiomatic errors likely. †¢ Simple punctuation usually accurate, but there may be frequent sentence separation errors. †¢ Spelling of simple vocabulary accurate, frequent errors in more difficult words. †¢ Paragraphs used haphazardly. Some relevance.Some interest. Tone may be inconsistent. Discursive essays make a few points but development is simple and not always logical; some obvious repetition of ideas. Descriptive essays are relevant but lack scope or variety. Narratives are simple, everyday or immature.  © University of Cambridge International Examinations 2012 Page 8 Mark Scheme: Teachers’ version GCE O LEVEL – May/June 2012 Syllabus 1123 Paper 12 Band 6 (10–7 marks) †¢ Many serious errors of various kinds of ‘single-word' type (i. e. they could b e corrected without re-writing the sentence); communication established, although weight of error may cause some ‘blurring'. Sentences probably simple and repetitive in structure. †¢ Frequent errors in verb forms and haphazard changes of tense confuse meaning. †¢ Vocabulary conveys meaning but likely to be simple and imprecise; significant idiomatic errors. †¢ Spelling may be inconsistent. †¢ Punctuation and paragraphing may be haphazard or non-existent. A little relevance. A little interest. Some recognition of appropriate tone. In Discursive essays only a few points are discernable and the argument progresses only here and there. In Descriptive essays the overall picture is unclear.Narratives are very simple and may narrate events indiscriminately. Band 7 (6–3 marks) †¢ Sense usually decipherable but some error will be ‘multiple' (i. e. requiring the reader to reread and re-organise); meaning may be partly hidden by density of linguistic error. †¢ Unlikely to be more than a few accurate sentences, however simple, in the whole essay. Little relevance or interest. Tone may be inappropriate. In Discursive essays only a very few points are discernable and the argument barely progresses. In Descriptive essays the overall picture is very unclear.Narratives are extremely simple and may narrate events indiscriminately. Band 8 (2–0 marks) †¢ Scripts almost entirely or entirely impossible to recognise as pieces of English writing; whole sections make no sense at all. †¢ Where occasional patches of relative clarity are evident, 2 or 1 mark(s) should be given. †¢ The mark of 0 is reserved for scripts that make no sense at all from beginning to end. Discursive essays are rarely relevant and may well be disordered, as are Descriptive essays and Narratives.  © University of Cambridge International Examinations 2012

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An Act of Discrimination and Hatred - Essay Example This means that a Muslim will be looked at suspiciously because of the stereotypes surrounding religion and extremism. This means that an immigrant will be treated as a second-class citizen because of their choice to move out of their home country. This also means that many such immigrants and Muslims will be denied jobs, housing, or healthcare services because of their identity as a Muslim or an immigrant. Racism is being differentiated in order to treat a particular religious or ethnic group in a way that is condescending and unfair. It is being discriminated based on perceived sentiments of superiority and bias. Racism is prejudice. It is hatred towards a particular religious or racial group. It is the biased and unfair treatment of an individual based on a preconceived opinion regarding a specific race. Racism means a denial of a human’s fundamental rights. It is hatred towards other people because they are different. It is prejudice manifested in the form of crimes and violence perpetrated against people of different cultures and racial backgrounds. It is the denial of one’s human rights and is a malpractice against another human. Racism is, therefore, an antithesis of humanity and mankind. Racism is intolerance. Racism is the manifestation of intolerance and bigotry. Racism dismisses any phenomena that are different and results in hatred and discrimination towards people of other races. This is true for immigrants coming from underdeveloped countries as well as Muslims from around the world. Intolerance usually correlates to stereotypes that are associated with a certain community. Racism is a result of narrow-mindedness when it comes to appreciating diversity and variation. Racism often results in violence and maltreatment of people because of the racial differences. Racism causes harm to many people psychologically, physically, and mentally.  

Pornography and the Efferct on Aggressive Behavior Essay

Pornography and the Efferct on Aggressive Behavior - Essay Example The paper will also research on the position of American Civil Liberties Union (ACLU) with regard to issues concerning pornographies. Pornography and the Effect on Aggressive Behavior Pornography has been blamed for causing sexual misconduct and antisocial behaviors among teenagers. In addition, pornographic pictures and videos have received unending accusations for contributing to increased raping cases as well as aggressive behaviors among the viewers. However, the above perceptions about pornographies can be termed as mere illusions without significant support and proof. Whether pornographies are present or absent, aggressive sexual behaviors still survives in our societies. The urge to rape or engage in rape depends on individual’s sexual orientation and control, and more on the psychological makeup of a person. For that case, it is hard to prove that when individuals watch pornographies then their likelihood to rape is increased. This is because some culprits of raping ha ve inborn and unethical lusts on women. Other aggressive sexual behaviors such as forced masturbation among students in mixed schools, does not entirely rely on watched pornographies, but may occur due the parties attaining adolescent stage. Watching pornographies is in fact a boost to healthy relationship among couples and sexual partners. Watching pornographies humbles sexual partners as it provides the parties with more explicit and perfect styles of playing serious sex to the satisfaction of the all the parties. Malamuth, Koss and Addison (2000) explicate that when watching the videos and pictures of porn, sexual partners learn the most appropriate postures, the most appropriate body languages and the level of maturity required during sexual intercourse to ensure complacency of every partner upon sexual intercourse. Watching pornographies provides the rare clues about the emerging regions that are sensitive to arousals. Pornographies also provides ways to develop confidence duri ng real sex thus enabling the sex partners play sex fearless of each other as they regard the proceedings as normal and worth practice (Simrings, Klavans & Busnar, 2009). Such information offers explicit pleasure during sex and omitting any offensive or aggressive motives. When couples are satisfied with each other during sex, the marriage gets spiced up making the bedroom very lively and accommodating at all times and even helps in improving physical fitness and wellbeing of partners, thus elongated life. Watching pornographies unlike the common belief has positive effects to the health of an individual. It is advisable that when is heavily stressed, he/she should watch pornographic pictures or videos, which will automatically divert their attention and emotions from stress to more adaptable condition. Pornographies can assist patients succumbing to severe pains tolerate and manage the pains. This is mostly practical to patients who are allergic to pain killers at any time they get injuries. According to Slade (2001), watching pornographies also have soothing and entertaining effects on the particular individuals especially to men when they are lonely and away from their ladies. Pornographies can be considered as mediums of sexual communications because the particular consumers get attracted and develop desire to fulfill their sexual needs and curiosities.

Research Paper NT1430 Essay Example for Free

Research Paper NT1430 Essay When it comes to IPv6 there are a lot of topics that can be discussed. It will change the Internet forever as we know it. IPv4 is the fourth version of protocol using a 32 bit address space whereas IPv6 will be using 128 bits of hexadecimal addressing to allow for drastically more addresses. Currently IPv4 allows roughly 4,294,967,296 possible addresses and with the current allocation practices it limits the number of public address to a few hundred million. In contrast, the 128 bit address space that IPv6 uses can provide roughly 3. 4 x 1038 possible addresses. The sheer size of the IPv6 address allows for the subdividing of the address into a hierarchical routing structure that in turn can reflect the current topology of the Internet. This will provide great flexibility for the addressing and routing in the future where the IPv4 obviously lacks in comparison. It would hard to imagine a world where we do have anymore Internet addresses to go around. This should hopefully solve that problem, at least for a while to come. When configuring DHCP on Linux to use IPv6 one must be sure that they have everything in order. The two most used means of auto configuration IPS are on the router advertisement and dhcpv6. When you are using the RA a server daemon needs to advertise a network prefix which is typically a /64, gateway and sometimes a DNS server. Then the Client machines can auto configure their IPv6 addresses when they have initialized a bootup based on their current MAC address using EUI64. When addressing the same situation with dhcpv6, dynamic or static addresses can always be assigned to the current client machines. Unfortunately the gateways cannot be assigned due to the design of the dhcpv6 protocol. If you must use dhcpv6 you have to use RA. You can configure RA to advertise only the gateway leaving the IP and DNS server configuration all up to the dhcpv6, or only the DNS servers. In order to run dhcpd in IPv6 mode you  need to add a -6 argument. The arguments should define the configuration file and lease file. Here is an example of a startup command; /usr/sbin/dhcp -6 –cd/etc/dhcpd6.conf –lf/var/state/dhcpd6.leases eth1. The -6 enables the IPv6 mode and the –cf defines the IPv6 configuration file. Here’s an example of the dhcpd6.conf; # dhcpd6.conf authoritative; option dhcp6.name-servers 2001;db8;1;1;;200; option dhcp6.domain-search ‘internal.1an’; In conclusion, I hope that after this you understand why IPv6 is such a game changer and why it is so important for our world going forward. Without it our planet would cease to exist and everything would stop. Obviously IPv4 is still around and will be for a few more years, but the days of thinking that IPv4 would last forever or definitely over and it’s time for something new will hopefully last a little longer. References http://technet.microsoft.com/en-us/library/cc780310(v=WS.10).aspx //www.cisco.com/web/about/security/security_services/ciag/documents/v6-v4-threats.pdf http://linux.ardynet.com/ipv6setup.php

East-Asian Crisis Essay Example for Free

East-Asian Crisis Essay Has state played a leading role in upgrading technologies in Asia Pacific? Answer with reference to relevant theories and use comparative country or corporate examples. Introduction: The state is a lever that navigates economic process. It is managed by the country government which consists of all educational, socio-cultural, economical and geographical factors. The national innovation systems in Asia have a great significance in the process of technology adjustment (the national institutions, their incentive structures and their competencies, that determine the rate and direction of technological learning (or the volume and composition of change generating activities) in a country. † (Patel and Pavitt (1994: 79)) (4) It sustains governmental institutions and forms economic conditions and opportunities. It influences a market by all restrictions and policies which navigate all import and export activities. The Asia Pacific region includes one of the most economically developed countries in the world. According to academic articles(8) developmental states as South Korea, Japan and Taiwan quickened their industrialisation in order to synchronise their economies with globalisation growth. From a historical perspective South Asia went through enormous industrial and state transformation after 2nd World War till the beginning of 21st century. An effective industrialisation process created the need of upgrading technologies and expanding business relations so to sustain the Asian competitive advantage and stabilise its economy. Furthermore a governmental institutional reform appeared to be essential element of the whole adjustment stage. The â€Å"tiger†(9) economies of Hong Kong and Singapore (plus these of South Korea and Taiwan) impressively adapted to balanced level of navigating their market and a â€Å"miracle† GDP growth followed. Examining the transformation processes in these economies creates an objective view of how the state influenced changes in technologies and why it has such a significant part in the East-Asian success. Body: The developmental states Japan: The process of industrialisation is a key developmental factor. It emerged in the beginning of the 20th century by the development of four machine industries: the rolling stock, spinning and weaving machines, machine tools and electric machinery(5)Between all of them the government held strongest influence on the rolling stock-a sub railway system which is an official representative of the system, having trade responsibility and negotiates with suppliers(6).The JNR(Japanese National Railway) policy changed after the 1950s and the private sector started managing its policies with governmental assistance. The rolling stock trading process established the Japanese co-operation with West-European suppliers. Essential approaches like government’s guidance in applying industrial policy, adjustment in labour-management relations, tolerating entrepreneurial firms seen as innovators instead of the zaibatsu-structured equivalents, were taken (3).The mentioned events , concerning Japanese technology adjusting, show the strong relation between state policies and technology level . The state itself is the agent which drives all innovations by the power of its policies and regulations. It played a main role in the factory legislation. Women workers needed protection and they could only receive it by governmental intervention. A report by AAB(Agricultural Affairs Bureau) in 1900 confirmed the negative affect of night shifts onto labour efficiency and technical progress. By taking in consideration this example the state role can be considered as more than crucial. It maintains the economy growth by securing its population conditions (human rights; socio-cultural perspective).In this way it sustains the workforce of the country, which is a main element of stabilising competitive advantage. Despite the fact that most economic articles stress on the â€Å"Japanese Miracle†(1) as a significant period of technology updating and state-system adjustment, the pioneers in technology investment appeared in the Meiji period. These businessmen founded a significant process which contributed to the rapid economic growth after World War II. Japanese role in the Electro-chemical industry has massively influenced the power of Japanese Army. Scientifically educated employees contributed for a better business analysis and strategies. A continuous growth is achieved when a government is concerned both for its trading power and socio-educational system. If both elements are properly maintained a country is able to sustain its competitive status worldwide as its observed in the Japanese case of Toyota-one of the most successful car manufacturer’s. â€Å"The key to the Toyota Way and what makes Toyota stand out is not any of the individual elements. But what is important is having all the elements together as a system. It must be practiced every day in a very consistent manner—not in spurts†(11) Toyota is a great example of brilliant cooperation between increasing labour efficiency and adjustin g technology system. Toyota took some fruitful approaches from the Western European managerial model and kept its unique values from the Japanese culture. It is observed that the more an Asian industry is independent from the state the better it adapts to the global business environment. State policies founded initial basis of the most important Asian features that should be taken and not changed in the business-cycle of a company. Toyota managed to follow the roots of the Japanese â€Å"know how† and at the same time keeps attracting professionals from all over the world in order to sustain its competitive advantage. Furthermore as a modern massive share-holder in different sectors it transformed into customer-oriented company targeting more market segments and reassuring to keep the demand of current customers. This is just one of the many great Japanese examples of sustaining a global market share. It can be stated that the more globalisation expands the higher is the need of rapid adaptation m ethods. Strongly centralised firms should transfer into more de-centralised strategic schemes if they want to achieve bigger success on a international level. Korea: From historical perspective Korea was controversially affected by both US (United States-South Korea) and the USSR(Union of Souviet Socialist Rebubplics-North Korea)During the Rhy government period(7) Korea focused on two massive industrial sectors: consumer goods and construction. After the Korean War (1950-1953) they become leading suppliers in these niches. Collaboration between the’’chaebols’’-â€Å"a group of companies, owed by a specific family, has centralised control and business in different industries that are not directly interrelated†((10)Korean Managerial Dynamics p.29) and the state can be considered as a main reason for the rapid industrialisation in the 1960s.The earlier establishment of cartels( Flour Mill, Sugar and Spinning Manufacturers)and corrupted Japanese and American support contributed to the chaebol growth. Hyundai is the major Korean constructor, which used to sustain and still does the Korean economy. Between 1940s and 1970s the ‘’chaebol’’ transformed into a large-multidivisional private system which expanded its business sectors. In this way the new system created economies of scale under a centralised management strategy. The renovated state policies enhanced the labour force and implemented the export industrialisation strategy. In order to (2)The chaebol business structure created highly-controlled production in the 1970s by hiring managers which took the role of supervisors. In the 1980s the government prioritised the need of higher workforce independence. The state shaped the legal frame of Korea, while supporting the chaebol economic and interest policies.((2);p.3)After the KCTU(Korean Confederation of Trade Unions) was established a significant decrease in the chaebol monopolism was noticed. In 1974 a â€Å"concentration of economic power† emerged as a negative issue.(Korean Managerial Dynamics; Chung, Khae and Lee, Hak Chong p.16) The Ko rean bank was forced to take action due to its monopolistic strength: all private businesses provided information to the open capital market. All monopolistic and cartel structures were constricted from entering new markets. Expectedly or not the existing cartels sustained their barriers of entry. Despite the fact Korea was stimulating domestic manufacturing there was a lack of physical technology ability and it has no choice but looking for external â€Å"packaged technology†(Korean Business: Internal and External factors) –component parts, specialised details, product specifications, quality control and professional assistance. In 1980 this resulted in high-inflation rates. Four recovering movements were taken: better managing of market mechanisms and stabilising price levels (led to export of domestically manufactured technologies); transforming domestic monopolism to a free-competitive foreign markets (increasing of social welfare); encouraging foundation of small-medium businesses. It can be concluded that all state reforms derived from either political external or internal problems. The complicated internal reforms caused to a non-balanced upgrading processes. Korea needed a quick re-navigation and focus on catching up with Western Europe rivals. Good examples of chaebol companies are Samsung and Hyundai. Samsung (founded in 1938 (12))business group is the largest one in terms of annual sales-21 billion dollars in 1987 with 160,000 workers in 42 companies (10 p.29) It entered the insurance, security and enterprise sectors. Nowadays it possesses a major shares in electronics, chemical, construction, manufacturing, land development, service and technology markets. By a constant governmental navigation and assistance this great example of East-Asian conglomerate diversified its supply. While the state takes responsibility of providing well-educated and strong workforce the company itself is concerned of the trading process and constant technology upgrading. â€Å"When Samsung has difficulties in transferring technology, it relied on several different strategic avenues: seeking alternative sources of technology, buying it from financially troubled, small American firms; developing its own technology; or entering a consortium with other local competitors to develop technology†((15)â€Å"Korean Business: Internal and External Industrialisation†) By analysing this strategic approach an excellent decision-making skills are observed. The alternative of â€Å"buying† from American small firms shows that the Korean leader constantly generates cash flow in order to afford such activities in a critical moment. Even â€Å"consortium† schemes were made which shows the great adaptation to the market condition and to all supplying competitors. By competing in different markets and upgrading its business structure Samsung enhances Korean economic stability and competitiveness on international level. A leading competitive ad vantage of Samsung is the brilliant combination of price and quality. The possession of well-educated managers and continuously upgraded technology provides a great reputation of top gadget- producer. Taiwan: The favourable geographic location of the country between the Far-East and Southeast Asia made it a desirable trading place between Western Europe and Asia. Different rivals colonised it as well. Taiwan started its technological developmental in a later stage comparing to its bigger neighbours Japan and Korea. After the 1990s Taiwan became one of the leading ICT(Information and technology communications)suppliers(16)Its well-maintained Research and Development sector and patented technology are fair reasons of the current success. Chinese neoliberalism: A slower economic growth in China is observed comparing to the Japanese and Korean one. A high negative influence of the conserved socio-cultural environment is a main reason. The CFB(Chinese Family Business) internal managerial system has a closed-family ideology. There was a conflict between Chinese conservatism and Chinese world-economy adaptation. Its governmentally centralised system suffered lack of managerial professionalism. This introvert attitude of CFB to business created an obstacle for further technologic improvement because establishing new operational system needs well-educated navigators familiarised with the technology. Furthermore loosing the market trading processes of import and export was irreversible. Modernisation schemes were taken: increase of international trades and foundation of FDI(Foreign Direct Investment- investing in country A, by taking advantage of its geographical and labour conditions and controlling from country B which owns all assets and benefit the bigger prt of the incentive) , which was quite beneficial strategy both for China and Japan. It was necessary to minimise the cultural interference and radically involve western techniques. By focusing onto micro-level variables as behaviour China kept losing its macro level of structural and technological competitiveness. The strong communism affected negatively on both industrialisation and technology adjustment. Recent technology-transfer Laws in the Asia Pacific: Setting up Transfer Laws has essential role in the whole Asia-Pacific trade legitimacy. They also determine the significance of technologies and how they are used in a more effective way. In China a warmer attitude to foreign companies is observed. Its entry into the WTO(World Trade Organisation) encouraged cross-continental transfers. In 1999 China accepted the UCL(Unified Contract Law) which gave more freedom by license agreement which can be signed between partners and fasten all transfers. In 2003 The Ministry of Commerce was founded as well as new three-type technology categorisation: prohibited, restricted or permitted. The foundation of such institutions was a necessity in order to exclude all wasting money and time processes, which is both beneficial for suppliers and buyers. The determinant of accepting import transfer is whether it will enhance China’s technological improvement. Furthermore it should not be an environmental and security constraint. Equivalent technology licences(legal and contractual) were formed in Japan. In April 2004 the National University Corporation Law was accepted, providing bigger educational independence which enhances the social welfare and gives more opportunities to young individuals specialise their skills into different sectors. Historically observed, South-Korea always had strictly controlled technology-licensing system in order to preserve newly-founded firms from their out-boundaries rivals and ensures continuous development. Co-operation between education and management led the Asian Pacific to a top place in the technology world. The laws approved in the end of 20th century were turned into a new transfer law in the 21st century. The FIPA(Foreign Investment Promotion Act) is in charge of all foreign investment s. It is an autonomous institution which has the power to simplify and navigate all import activities for the sake of higher country incentive. Its strategy is to attract investment and sustain competitive international advantage. The Monopoly Regulation and FTA(Fair Trade act )(Hill,2006)(19) Conclusion: While the Asia Pacific was struggling to escape out of its cultural constraints and its isolated business system during the first half of the 20th century, it appeared that it adapted rapidly through the second half of the century. It went under serious governmental and structural transforms. It seems that the Asian recovery period after the Second World War was far away more intensive and successful comparing to some European countries. From 1990 to 1997 Asia generated over one-third of the global value-added production by high-technology production industries, higher to the the European and US shares.(13) Investments in the Research and Development sector are significant for successf ul technology adjustment. The establishment of new universities and modifying their educational systems provide scientists and intelligent individuals who can operate and cope with the technology process. The importance of conserving culture-oriented models is of the same sensuality as expanding growth on international level. The Asian ambition of establishing leadership in important world industries contributed to its success. Although there were huge periods of struggling adapting new managerial work-plans the â€Å"tiger economies† managed to survive during tough war and reform periods. Even not really friendly-orientated of cooperating between each other Asian economy survived because of the common adaptation strength and control of markets. The connection between the state and business was not simply one of interference or direction by the state of the market. â€Å"It was rather a positive partnership involving many connections between entities† (Johnson,1997)A geographical advantage of more isolated location in the world enhanced the Asian state independence and its technology orientation. Obviously the bigger sized Asian economies like China and Japan overtook cultural and religion influence.They started their recovering processes more rapidly comparing to the late-comer economies of Korea, Taiwan and Malaysia.(Warner,2007) Bibliography: 1. Maidement, R., Mackerras C., (1998) Culture and Society In The Asia-Pacific, United Kingdom: Routledge 2. Rowley, C., Bae, J., (1998) Korean Business Internal and External Industrialization, Chippenham: Antony Rowe Ltd. 3. Yui, T., Nakagawa, (1989) Japanese Management in Historical Perspective, Japan: University of Tokyo Press 4. Kwon, S., O’Donnell, M., (2001) The Chaebol and Labour in Korea The development of managmenet strategy in Hyundai, Oxon: Routledge 5. Rowley, C., Warner, M., (2009) Management in South-East Asia Business Culture, Enterprises and Human Resources, Oxfordshire: Routledge 6. Chung, K., Lee H., (1989) Korean Managerial Dynamics, New York: Praeger 7. The Japanese Miracle, http://www.japanese123.com/japanesemiracle.htm Date accessed 2/12/2012 8. Borisova, N., (2011) The market, the state, and the culture in economic development in Asia, http://nataliaborisova.hubpages.com/hub/market-state-culture-asia Date accessed 2/12/2012 9. (2004)Four The Rise of the Regions: Fiscal Reform and the Decline of Central State Capacity i n China 10. http://publishing.cdlib.org/ucpressebooks/view?docId=ft5g50071kchunk.id=d0e3492toc.depth=100brand=ucpress Date accessed 2/12/2012 11. Wu Y., (2004) The China Quarty, Volume 177, pp 91-114 12. Samsung History, http://www.samsung-mobiles.net/history-of-samsung.html Date accessed 3/12/2012 13. Taiwan’s Technology Industry Marks Global Success http://www.forbescustom.com/DiversityPgs/UnityFirst/3_4_09/UFNAACPTaiwanTechP1.html Date accessed 4/12/2012 http://www.pom.ir/wp-content/uploads/PDF/book/The%20Toyota%20Way.pdf 14. http://www.nsf.gov/statistics/nsf07319/pdf/nsf07319.pdf 15. http://www.jrtr.net/jrtr41/pdf/f14_miz.pdf 16. http://www.economist.com/node/13649520 17. 10) 18. Hill, D., 2006, â€Å"Developments in Asia†,The Licensing Journal

Naturalism The Open Boat To Build A Fire English Literature Essay

Naturalism The Open Boat To Build A Fire English Literature Essay Naturalism is a form of literature that strives to achieve the reproduction of the human characters with the involvements of environment, heredity, instinct, chance, and also the present social conditions of the particular time in which the work was written. American literary naturalism is closely associated with literary realism, and is heavily influenced by determinism: which states that a persons behaviors are swayed by heredity and environment. (http://www.merriam-webster.com/dictionary/naturalism) In these short stories authors Stephen Crane and Jack London try to portray their characters accurately through their characters internal thoughts and actions influenced by the indifferent forces of nature. Instead of the characters having free reign in the short stories, the naturalist authors portray the characters action and thoughts being heavily influenced by uncontrollable environmental forces. The characters in the authors short stories struggle to survive against an inhuman and an insensitive universe. The authors strive to gain meanings within their own writings of the experience, which in return establishes authenticity of the characters human endeavor. In Stephen Cranes short story, The Open Boat, Crane writes of four mens thoughts and actions while fighting to survive against the brutal forces of the open sea. Crane reveals mans conflicts with an indifferent nature; that isnt necessarily concerned with human actions and humanity desire to live. As the moon falls, and the sun begins to beam the light of day the men began to grasp the full aspects of their situation. As the men look ashore for safety, the four crew members are prone to mistakes and confusion on thoughts of safely making it ashore. The correspondent is presented to readers as inquisitive, curious to know the reason for the situation he seems to be trapped in. The cook is seems to be almost light-hearted and sure of life. The captain is constantly struggling to find a successful plan for bringing his crew successfully ashore. The oiler is presented as the most composed, and also most skeptical of there success of reaching the safety of land. Crane develops the brotherhood of the four men crew as an opposing force against the destructive and indifferent forces of the ea surrounding them. The world around the four men battling against the seas harsh nature is dramatically and constantly referred as indifferent to their attempts at humane survival. The cook states he believes that they will be saved by people ashore, who will recognize the danger theyre in, and send a rescue party to save them. Cook, remarked the captain, there dont seem to be any signs of life about your house of refugee. No, replied the cook. Funny the dont see us!(pg.191.ln.59-60) Crane seems to be suggesting the uncertainties of life that we believe in things not realistically possible and hope for things not there. True to the naturalistic style of literature, the men almost never seem to be free of the grasp of the menacing sea around them. Recognizing that they are unlikely to be rescued the captain plans bring the boat into the shore themselves. As they come near to shore, fierce waves force all four men out of the boat.Only the oiler does not survive. Crane suggests that this life and death struggle with the ocean must demand some price. In this tale, the price to be paid for battling against nature and emerging victorious is that one man must die. Crane seems to choose the oiler as the sacrificial lamb since he is the least friendly of the crew and the closest to living as if dead when he was alive. To battle the sea a man must be willing to give his all and choose life.  Crane ends his extraordinary tale with the same compressed elegance with which it began. None of the men may have known the color of the sky as they sat in the dinghy for hours tossed on the sea, but they intimately learned the colors of the sea. the captain, the cook and the correspondent know that they have acquired new knowledge. They have survived to become interpreters of the sea, its sounds, rhythms and cruelties. The oiler has vanished but the cheerful cook was able to float ashore with a lazy grace desiring to eat another slice of the pie of life. Nature is always pushing man to his limits. When man heeds the warning signs that nature has to offer and those warnings of other men, he is most likely to conquer nature. When he ignores these warnings, nature is sure to defeat man. To build a fire is a prime example of this scenario. In the short story, To Build a Fire by Jack London, an inexperienced traveler in the Yukon travels alone with his dog, even though it is ill advised to do so. The man is strong and smart but nature humbled him during his quest to reach his friends. The mans inexperience with traveling in the cold subzero temperatures doomed him from the beginning, but his strong focus under extreme pressure and his keen sense of observation are what allows him t o survive as long as he did. The ignorance of the old-timers words of wisdom slowly haunts him and catches up with him in the end. The mans disregard for natures power is his demise during his journey.  Although the mans inexperience is his demise, he has very keen observing skills and strong focusing abilities. London writes, he was keenly observant, and he noticed the changes in the creek, the curves and bends and timber-jams, and always he sharply noted where he placed his feet.(Pg.117.  ¶.2,ln.1)   The dog, on the other hand, although guided by his learned behavior still has its instincts. The dog follows the man throughout the ill fated journey, but after the man dies he relies on his instincts to survive the brutal forces of nature on the journey through the Yukon. Then it turned and trotted up the trail in the direction of the camp it knew, where there were other food providers and fire providers (129). London chose to use nature as the antagonist, a force working again st the main characters will to survive. Very similar to the use of the environment in Stephen Cranes The Open Boat. London accomplishes his personification in the story by giving the environment many humane characteristics. He had to accept the inevitable. Not only did he have to accept death, he had to acknowledge that the Old-Timer was right when warning him about traveling alone.   While the man was dying, he was angry at the dog because of its natural warmth, instincts that he had, and the survival skills that the dog used. Those were the elements that the man lacked. It was a shame that the protagonist had to suffer and die in order to find out that mans frail body cannot withstand natures harsh elements in spite of his over-confident, psychological strength.   Naturalistic writers Stephen Crane and Jack London focus on qualities of men usually associated with the heroic or adventurous, acts of violence, bodily strength, and desperate moments usually attached with acts of survival. The authors seek not only to reproduce stories of real life, but journey into the inner thoughts and feelings of the characters in their stories. The stories deal with the raw and unpleasant experiences while struggling for survival; which helps with the understanding of the intermingling in life of the controlling forces of nature and individual worth, without dehumanizing their characters. Beaver, Harold. Realism and Naturalism in Nineteenth-Century American Literature.  Modern Language Review  83.2 (1988): 423-424.  Academic Search Complete. EBSCO. Web. 31 Oct. 2010.

Urban Public Space Essay -- Public and Private Properties

Le Corbusier was serious when he suggested that a â€Å"truly modern street will be as well equipped as a factory. In this street, the best equipped model is the most thoroughly automised with no people except for those operating machines. In the city of the future, cafes and places of recreation [public space] will no longer be the fungus that eats up the pavements of [the city] the macadam will belong to the traffic alone† (See Figure 1). This comment seems drastic, though as the modern world develops into a society that is more introverted and private, these spaces of public display and freedom, one day may turn into those envisioned. Throughout history, public space has formed the backdrop to public life, accessible for all, for both commercial and social exchange. While public spaces can take many forms, the common grounds on which they stand is general. It’s where people have gathered for centuries through the presence of music, art, food, discussion and festive c elebrations or simply a place for a person to purely exist. Whether the public space comes in a form of streets, squares, parks or public buildings, it is in these places where the drama of communal life & human social exchange unfolds (Slessor 2001, Perrem, 2011 & Carr, 1992). Needs of these types of spaces have been displayed throughout history and their existence has defined and shaped the cities at the centre of their social organization (Cuthbert 2003 & Slessor, 2001). Today, the private places of work, domestic life and technology advances in movement and communication are consuming the essential counterpart of private existence (Cuthbert, 2003) Society lives in a very nine-to-five characterization which has created a large separation of public and private spher... ... onto the whole of society. When public space for public life is neglected, people become isolated, eroding any sense of communal sprit and cohesion in a community (Slessor 2001). Excessive neglect may create this vision. Although, as our cities and lifestyles change so do our definitions of public space. Original concepts of form and function are being replaces as we claw back every available corner into the public realm, is it possible to find new ways to spend our leisure time in the public urban environment? (Gaventa 2003). It is evident with further research that the recent attitude towards public space is beginning to alter. Expressed by A.E.J Morris â€Å"In terms of town planning the [public space] represents the purest and most immediate expression of man’s fight against being lost in a gelatinous world, in a disorderly mass of urban dwellings’’(Perrem 2011).

The Effect of Temperature on Air Pressure :: science

The Effect of Temperature on Air Pressure DESCRIPTION: My project consists of a series experiments to determine the effect of air pressure in a given environment at various temperatures. The experiments I chose to conduct are: 1) Heat an ordinary pop can on a hot plate and then putting the can upside down in cold water to see the effect of a fast change in temperature. 2) Partially full milk jug with hot water, put the cap on tightly, and let it sit for one hour to see the effect of a slow change in temperature. 3) Setting a small piece of paper on fire and then putting it inside a plastic bottle. Before the flame goes out, a pealed hard-boiled egg will be placed over the opening. PROBLEM: The problem is to determine the effects of air pressure at different temperatures. Since we cannot see air, we will attempt to determine if air exerts a force? HYPOTHESIS: My hypothesis for: 1) the experiment with the pop can is that the can will crush because of a drastic change in temperature. 2) the experiment with the milk jug and the hot water is that the milk jug will remain the same. 3) the experiment with the egg and the bottle is that the egg will not be sucked in the bottle. PROCEDURE: For the first experiment the procedure is: 1) Heat an ordinary pop can on a hot plate. 2) After about fifteen minutes take the can off the hot plate and put it upside-down in a pan of cold water. 3) Record my observations on a piece of paper. 4) Write my conclusions in my science fair logbook. For the second experiment my procedure is: 1) Get an empty gallon milk jug at room temperature. 2) Heat to water to just before the boiling point on a hot plate. 3) Fill the milk jug about quarter of the way with hot water. 4) Put the lid on tightly 5) Wait one hour and record my observations and conclusions. For the third experiment my procedure is: 1) Get a medium sized bottle. 2) Peel a hard boiled egg. 3) Light a small piece of paper on fire and put it inside the bottle. 4) Before the flame goes out put the pealed egg over the opening of the bottle. 5) Record my observations on a piece of paper.

Plague, Pox and Pestilence: Disease in History Essay

The book ‘Plague, Pox and Pestilence’ is an interesting and complete survey of epidemics and diseases, which have occurred in the past. The book was written by a historian, and it contains a lot of detailed information that puts the progression of various epidemics into view, as they relate to societies that are in their developing stages. Western imperialism, Western elites, Western religions, and Western medicine have made these epidemics even more dreadful. Throughout the text, short contemporary reports are shown, which suggest that these epidemics have had an enormous impact on society, especially during the peak of their outbreaks. The book is also aesthetically illustrated with a lot of engravings, drawings and photographs that were collected from plenty of sources. â€Å"Some of the sources used for this book back as far as the 15th century. Although not a â€Å"hard† science book, it should be of enormous interest to all microbiologists. Its size and appearance suggest that the book is aimed at the â€Å"coffee table† to which it would be an interesting if somewhat gruesome addition. † Westwell, J. The book ‘Plague, Pox and Pestilence’ is an interesting read because it brings into focus, the pathogenic killers diseases of the developing world (bubonic plague, leprosy, smallpox, syphilis, cholera, and the tropical fevers, malaria and yellow fever. ) About the Author. Kenneth Kiple is the author of the book ‘plague, pox and pestilence’ He has written several other books including the book ‘Black Yellow Fever Immunities, Innate and Acquired, as Revealed in the American South, A Movable Feast: Ten Millennia of Food Globalization (2007), Contemporary Authors: (1939), The Caribbean Slave: A Biological History (Studies in Environment and History) (2002), Blacks in Colonial Cuba (1976), The African Exchange: Toward a Biological History of Black People (1988), The Cambridge World History of Human Disease (1993), Another Dimension to the Black Diaspora: Diet, Disease and Racism (2003), The Cambridge World History of Food (2000), The Cambridge Historical Dictionary of Disease (2003), and Stone agers in the fast lane? Today’s health and yesterday’s nutrition (University professor lecture series) (1995). He has also written several book reviews, including an article on Malaria: Poverty, Race, and Public Health in the United States, which was published in the Journal of Southern History on the 31st of July, 2005. Book Summary. The book ‘Plague, Pox and Pestilence: Disease in History’ states that epidemics have had an enormous impact on society, especially during the peak of their outbreaks. The book also tries to remind the reader of the larger problem of the consequences of allowing disease and pestilence to multiply, without checking their spread in time. The author succeeds in showing that epidemics have had an enormous impact on society and its development. The book also observes that it is unlikely that most pandemics would have become anything more than an epidemic without the modern methods of transportation. For example, Cholera â€Å"unlike other diseases that require human transportation, can exist outside the human body. † (Kiple, K. F. 1997). It is a bacterium and under the microscope it is shaped like a comma. It only affects humans. Epidemiologists believe that it evolved in the Ganges Delta region and until the modern era, was isolated to that area. Until the arrival of Europeans and their technological transportation inventions including railroads, steamships and canals, cholera had been restricted to India. For this reason, Cholera has been called a disease of the 19th century. Anyone having contact with an individual suffering from this ailment, his soiled bedding, clothing, or infected water sources was a potential victim and transporter of the disease. In its most virulent form, cholera’s death rates were, and are, over 50% for adults and overwhelmingly fatal for the elderly, infants, and the otherwise infirmed. (Kiple, K. F. 1997). The book also enlightens about the mortality rate of diseases like cholera, and about the fears and superstitions of a disease like cholera in the developing parts of the world, and the effects of such superstitions. With great justification, Cholera was perceived as a demonic, evil and foreign force similar if not worse than smallpox or the plague. In its most virulent forms, it was a highly efficient killer and often resulted in a 50% mortality rate among its healthy adult victims. Deaths in India between 1817 and 1860 are generally considered to have exceeded 15,000,000 persons. Another 23,000,000 died between 1865 and 1917. (Kiple, K. F. 1997). The author’s work has made a contribution to the academic community herein because the work succeeded in creating an awareness of diseases and the importance of controlling disease, so as to stop the growth of illness, especially among people in developing countries.

Ethical Scrapbook Essay

The ethical scrapbook part two coincides with further evaluations in regard to 12 contemporary examples of different situations, and circumstances. With these 12 contemporary examples, in which further discusses each team member’s evaluation, and opinions of each example. These examples include: Police Acts of Kindness, People reaching out after hurricane Sandy, Daughter display of Kindness, Acts of Vigilantism, Community Revenge, Diana, the Hunter of Bus Drivers, Women Demand Respect, Salt March, Flying Pickets, and Sit-ins. In addition, these examples also include Poll tax Non-Payment, Professionals committing crimes, in which Kenneth Lay, along with Stuart Greenberg, and James Traficant who represents individuals who has the role of professionals committing such crimes. With these 12 contemporary examples, each team member’s goal is to decide if the particular individual makes the best decision given the circumstances and can one see himself or herself acting similar ly in theses similar circumstances. With comparing one’s individual response as a team, these responses will permit answers pertaining to examples that generate an agreement between each team member. These examples will generate disagreement, along with the reflection of each disagreement in terms of an individual’s personal values. With further detail, one will also answer the following: laws for acting as a Good Samaritan. In addition, Vigilantism becoming a part of the criminal justice system when it fails, along with the circumstances of which one may violate the law in regard to enforcing the law. One’s opinion on civil disobedience becoming effective with changes to the law, along with certain laws to become in agreement when considering violating to change, and determining conditions that exist within a profession, excluding that of criminal justice professions, in which contributes to unethical behaviors. In  addition, deciding if the American society has become predisposed to ethical or unethical behaviors. Finalizing the summary is to identify the ethical considerations for both the future of the criminal justice system, and reducing ethical violations. With the 12 contemporary examples for each solution, team members will provide the best resolution of one’s opinion for every scenario. Police Acts of Kindness Review  The best decision of an individual in regard to Police Acts of Kindness, one answers that the police officers went out of his or her jurisdiction to assist children who are at a high-risk of involving themselves among other youth of troubling paths. These officers also assist with providing positive outcomes for the youth, instead of involvement in gang activity, and drug involvement. With this particular example, one may find themselves acting in the similar circumstances of the police officers. These circumstances involve the opportunity to help individuals, and believe one is making a difference in another person’s life. As a result, the experience becomes rewarding, and to have the personal knowledge that another individual’s goals have become meant. Hurricane Sandy Review The best decision of an individual in regard to hurricane Sandy, one may answer the outcome in giving freely. These acts of kindness and giving freely include free medical care to those who cannot afford medicine. In addition, an individual provides home electricity to charge cellphones of individuals to reach out to family and friends. If one could act similarly, individuals will not pay for medical care, and other non-perishable supplies. Daughter displays Kindness Review The best possible decision of an individual in regard to a daughter displaying kindness, one may also answer to have the assurance of the community is an amazing accomplishment, in which helps both the sister and aunt readjust to life circumstances. If one could act similarly, making a negative situation in turn for something good is a self-fulfilling accomplishment. Community Revenge Review The best possible decision of an individual in regard to community revenge, an arrest is the best resolution for this particular situation because of the involvement of the community, in which results with a positive outcome. If one could act similarly with this situation, one will become the target of vengeance for oneself, and other women. Diana-the Hunter of Bus Drivers Review The best possible decision of an individual in regard to the hunter of bus drivers, law enforcement officials fail to provide justice for these women. As a result, these women begin to seek vengeance. If one could act similarly, one may also seek vengeance because of the traumatic experience these women endures. Women Demand Respect Review The best possible decision of an individual in regard to women demanding respect, one may answer that the suffering of sexual harassment by men results in acts of Vigilante. With the acts of Vigilante, women have the best possible decision by hauling these men to law enforcement officials personally. Salt March Review The best possible decision of an individual in regard to the Salt March, Gandhi makes the best possible decision by defying the empire over the salt monopoly. If one could act similarly, one will become in agreement to achieving the best outcome for everyone and not what is best for the government. Flying Pickets and Sit-ins Review The best possible decision of an individual in regard to flying pickets and sit-ins because individuals believe to have better work situations for themselves, and coworkers. If one could act similarly, one will permit him or herself to better working conditions. Poll Tax Non-Payment Review The best possible decision of an individual in regard to poll tax non-payment is the exposure of the leader, in which becomes an effective tax collection process. If one could act similarly, these actions are helping the government and not hurting people one will permit his or her approval. Kenneth Lay Review The best possible decision Kenneth Lay demonstrates is his ability of obtaining financial gain within a company. As a result, Kenneth Lay did not fully demonstrate accuracy of the business and mishandles a large number of people’s money, in which causes he or she to commit suicide because they lost everything in the process. This individual did not make the best possible decision. If one could act similarly, one will not permit these types of actions by hurting those who has any involvement with the company. Stuart Greenberg Review Stuart Greenberg did not make the best possible decision because he did not remain truthful with his cases, in which discredits his professionalism. If one could act similarly, one will not become in agreement to act as such because one’s employment will become in jeopardy. James Traficant Review James Traficant did not make the best possible decision in regard to his staff. If one could act similarly, one will choose not to take advantage of innocent individuals. Reflection of Both Agreements and Disagreements The examples generating the most agreement between each team member include: (1) Daughter displays kindness, (2) People reach out after hurricane Sandy, (3) Police Acts of Kindness, (4) Women demand respect, along with (5) Flying Pickets, and sit-ins examples. The most least favorable example by each team member is the Diana, the hunter of bus drivers, Kenneth Lay, along with Stuart Greenberg. These examples reflect an individual’s personal value systems by the way, each situation displays unethical behaviors. Good Samaritan Law People have a natural tendency to help someone in distress, he or she believes the moral obligation to help, and serve other people but there are a few that would rather watch a person suffer in agony rather than assisting him or her. Jurisdictions should have a Good Samaritan law requiring an individual to help another individual if he or she becomes able, this can help provide the necessary assistance to the person until the proper authority arrives. In today’s day of frivolous lawsuits many people become  scarce to lend a hand and help a person in need. Individuals may choose to not become responsible for any damages one may create in regard to assisting another individual. Individuals may become more comfortable by recording events on his or her cell phone along uploading on YouTube. If there were laws requiring an individual to help another individual people in need can get the necessary assistance in a timely manner, and punish those that refuse to help someone in need . Permanence of Vigilantism, and One’s opinion of violating the Law The Criminal Justice System no longer displays strong management skills as new laws become into existence. These management skills will permit defense attorneys to finding loop holes in regard to protecting his or her clients. Many believe he or she requires the fulfillment of taking matters into his or her hands. Vigilantism should not become a part of any function if the criminal justice fails. In addition, just like the victim, the defendant has rights, and if he or she becomes innocent, the community must accept the judgment of the courts. There are many factors that influence the decision of the courts, in which most of the community becomes unaware of viable information. The one circumstance, in which the community obligates themselves with violating the law is to enforce the law in regard to the criminal justice system failing. In Detroit the community decides to take the law into his or her hands when the local authorities delays a rape investigation of a 15- year old girl, and the suspect becomes set free (Garcia, 2013). Civil Disobedience Becoming Effective in Changing the Law In one’s opinion, one may agree with civil disobedience becoming effective in regard to changing the law. Civil disobedience in one’s opinion, ushers the equality for minorities, along with the civil rights movement stemming from the 1960s continues to develop changes in the law. These changes also include the antiwar sentiments of the 1970s has become a change into the present, yet not as a benefit for those who want to do away with wars. The tea party has a change with the way politicians approach certain circumstances. The change one disagrees with is the gun ownership, and property rights. Gun ownership permits for more violence, and individuals do not fully understand the rules and regulations of gun laws. Individuals who  pose these guns find themselves on the other side of the law because of lack of knowledge in protecting themselves, including his or her property. An individual cannot protect him or herself from an intruder entering his or her property because certain laws exist that prohibits this type of gun use. Existing Conditions within a Profession Conditions that exist in a profession, in which excludes the criminal justice profession that contributes to unethical behavior include the role of leadership, and employees within his or her workplace are two examples of displaying unethical behaviors. The unethical behavior of leaders most often has consequences for him or her, along with followers, and his or her respective organizations (Chandler, 2009). Examples of these unethical behaviors by leaders in corporate businesses, religion, and government include individuals such as Kenneth Lay, Jeffrey Skilling of Enron, and former The United States Senator John Edwards from North Carolina. As a result of each of these individuals actions were one of pure humiliation. American Society, Ethical or Unethical American society can become a society of ethical or unethical individuals. Individuals who display ethical or unethical behaviors become an adaption at an early age. These behaviors establish the learning skills, and influences by adult peers. With the choice of becoming an ethical or unethical individual is the choice of the individual him or herself will permit to make. Ethical Considerations An ethical consideration becomes the rules, and regulations within any organization as well as the criminal justice system. One ethical consideration is to control the use of force by law enforcement officials. This ethical consideration requires a more strict, and ethical code of conduct for law enforcement officials. To reduce unethical violations within the criminal justice field, one must upgrade the punishment levels for individuals who violate the law. One may also believe in the efforts of a better policing practice, one must go through a series of training on a regular basis, in regard to keeping his or her skills up-to-date throughout his or her career of law enforcement. Conclusion A person can take any 12 examples of different situations and circumstances and not everyone will agree and as a criminal justice major one will become willing to see things from another individual’s point of view. Not everyone will agree with everything throughout life and acquiring a difference of opinion gives person ideas, and by obtaining different ideas one may work together as a team. If a person does not agree with someone’s way of thinking he or she may assume a person’s ideas or thoughts are already correct. For most people he or she will become accustom to another individual’s point of view, or by determining one’s theory may become of the truth. Throughout this assignment there have been ideas agreed and disagreed about and by talking and listen an agreement was met. References Garcia, A. (2013, August 12). Vigilante detroit residents attack suspected rapist after police fail to act. Retrieved from http://www.rawstory.com/rs/2013/08/12/vigilante-detroit-residents-attack-suspected-rapist-after-police-fail-to-act/ Chandler, D.J. (2009). The Perfect Storm of Leaders’ Unethical Behavior: A Conceptual Framework. International Journal of Leadership Studies, Vol.51 Iss. 1, 2009. Retrieved from http://www.regent.edu.acad/†¦/ijls/IJLS/Vol51s1-chandler%2012.pdf.

Banglalink Hr Preview

Orientation to the Report ————————————————- Chapter 1 Introductory Part 1. 1  Ã‚  Ã‚   Origin of the Study The report on HR Management & Development of Banglalink is to be conducted for Ms. Tasnima Aziza, Course Instructor, Human Resource Management, Institute of Business Administration, Jahangirnagar University. Ms. Tasnima orally authorized us to conduct the study of various functions of HR in an existing corporate company to develop our understanding of Human Resource Management as for the partial fulfillment of BBA program. 1. 2  Ã‚  Ã‚   Studying Objectives 1. 2. 1 Broad objective Understanding the features of HRM in real business situation, going beyond the academic theories to develop our career and education in the professional organization. 1. 2. 2 Specific objective Learning and developing the ideas of business practices observing the various integrated proces ses of Human Resource Management under the company â€Å"Banglalink†. Identifying the business nature of the HR functions is the core of our study. 1. 3 Scope of the Study The report cannot say anything about the internal technical matter of the HR Programs (Database of compensation, reward, performance appraisal) of Banglalink. The report also does not cover elaborately HR planning because every company has its own secret workforce planning recipe. 1. 4 Limitations 1. 4. 1 Lack of HR evaluation experience As we are in our very preparatory part of the HRM course, it is difficult for us to make the assessment more complete. 1. 4. 2 Restricted area of information There were some restrictions to have access to the information confidential by concern authority. 1. 5 Methodology 1. 5. 1 Primary sources * Structured interviews were conducted to people involved in HR Management Team of Banglalink. Further, an unstructured interview was conducted to 1. 5. 2 Secondary sources * Annual report * Various publications * Website 1. 6 Report Preview The report is organized n the following structure- * Prefatory Parts * Report Proper * Appended Part 1. 6. 1 Prefatory Parts It consists of title fly, title page, letter of transmittal, table of contents and executive summary. 1. 6. 2 Report Proper This is the main body of thee report consisting of three parts with introduction and conclusion. Part 1- overview of banglalink consisting of 4 chapters Part 2- staffing includes 3 chapters Part 3- maintenance of performance with career management 1. 6. 3 Appended Part It consists of references and a questionnaire. PART ONE An Overview of ————————————————- Chapter 2 Outline of the Organization 2. 1 Company Profile Banglalink – making a difference When Banglalink entered the Bangladesh telecom industry in February 2005, the scenario changed overnight with mobile telephony becoming an extremely useful and affordable communication tool for people across all segments. Within one year of operation, Banglalink became the fastest growing mobile operator of the country with a growth rate of 257%. This milestone was achieved with innovative and attractive products and services targeting the different market segments; aggressive improvement of network quality and dedicated customer care; and effective communication that emotionally connected customers with Banglalink. Banglalink is today the 2nd largest mobile operator in the country and has recently celebrated with 1. 5 crore customers. Headquarters BangladeshIndustry TelecommunicationsType Privately HeldStatus Operating| Location FM Center (Tiger House), Level-1, House: SW (H) 04, Gulshan Avenue Gulshan Model Town, Dhaka, 1212 Care Points Over 700 customer care points including 7 customer sales and care Phone 880 9 885 770 Fax 880 8 827 265 Website www. banglalinkgsm. com 2. 2 History of the Company Sheba Telecom (Pvt. ) Ltd. as granted license in 1989 to operate in the rural areas of 199 upazilas. Later it obtained GSM license in 1996 to extend its business to cellular mobile, radio telephone services. It launched operation in the last quarter of 1997 as a Bangladesh-Malaysia joint venture. In July, 2004, it was reported that Egypt based Orascom Telecom is set to purchase the Malaysian stakes in Sheba Telecom through a hush-hush deal, as Sheba had failed to tap the business potentials in Bangladesh mainly due to a chronic feud between its Malaysian and Bangladeshi partners. An agreement was reached with Orascom wo rth US$25 million was finalized in secret. The pact has been kept secret for legal reasons, considering financial fallout and because of the feud. The main reason for the undercover dealing was the joint venture agreement between the Bangladeshi and the Malaysian partners, which dictates that if any party sells its Sheba shares, the other party will enjoy the first right to buy that. Integrated Services Ltd. (ISL), the Bangladeshi partner, was being ‘officially’ shown as purchasing the shares held by Technology Resources Industries (TRI) of Malaysia for $15 million. ISL then paid another $10 million to Standard Chartered Bank to settle Sheba's liabilities. In September, 2004, Orascom Telecom Holdings purchased 100% of the shares of Sheba Telecom (Pvt. ) Limited (â€Å"Sheba†). It was acquired for US$60 million. Sheba had a base of 59,000 users, of whom 49,000 were regular when it was sold. Afterward it was re-branded and launched its services under the â€Å"Banglalink† brand on February 10, 2005. Banglalink’s license is a nationwide 15-year GSM license and will expire in November, 2011. In March, 2008, Sheba Telecom (Pvt. ) Limited changed its name as Orascom Telecom Bangladesh Limited, matching its parent company name. 2. 3 Banglalink – At a Glance 2. 3. 1 Vision of the Company Banglalink understands people’s needs best and will create and deliver appropriate communication services to improve its people’s life and make it easier. † 2. 3. 2 Mission of the Company Banglalink’s success is based on a simple mission: â€Å"Bringing mobile telephony to the masses by reducing total cos t of buying and using mobile phones† Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. 2. 3. 2 Values of the Origination The mobile phone has become the symbol for the positive change in Bangladesh. This positive change that is quite correctly attributed to Banglalink, has become the corporate positioning of Banglalink and is translated in their slogan â€Å"making a difference† or â€Å"din bodol†. â€Å"making a difference† is not only in the telecom industry, but also through its products and services, to the lives of its customers. This corporate stance of â€Å"making a difference† has been reflected in everything Banglalink does. 2. 4 Employee Overview 2. 4. 1 Employee Portfolio Company Size| 5,000 employees; 2,000 are direct employees and the rest are indirect | Common Job Titles| Manager| 11%| Executive| 10%| Engineer| 8%| Zonal Sales Manager| 6%| Senior Engineer| 5%| | | | Median Age| 28 years| Gender| Male| 89% | Female| 11%| | 2. 4. 2 Management Team managing director & chief executive officer|  »Ã‚  ahmed abou doma| chief financial officer|  »Ã‚  mohamed hassan osman| chief technical officer|  »Ã‚  ahmed fady| chief commercial officer|  »Ã‚  asher yaqub khan| sales director|  »Ã‚  arif mehmood malik| customer care director|  »Ã‚  muhammad arshad| human resources & administration director|  »Ã‚  tarek beram| head of pmo & supply chain|  »Ã‚  abdus saboor| egulatory & legal affairs director|  »Ã‚  zakiul islam| information technology director|  »Ã‚  nizar el-assad| company secretary|  »Ã‚  m nurul alam| 2. 5 Organization Structure Structure provided by Banglalink itself. It is here by noted that, HR director holds two functional dept. under his direct supervision. ——————————â€⠀Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Chapter 3 Human Resources & Administration 3. 1 HR Mission â€Å"the real tigers behind the stripes! † â€Å"We, at Banglalink, believe that our teamwork is our greatest asset. Useful contributions made by each individual bring us that much closer to our goals. The Banglalink family is made up of a group of passionate individuals, uniquely qualified from diverse disciplines but working towards our vision. † Thus, Banglalink has delineated their HR mission regarding their employees and customers. 3. 2 HR Dept. and Divisions The Human Resource Department of Banglalink has three departments under control of the Head of the Department. 1. Compensation and Benefits 2. Employees Relations 3. Organizational Development (Commercial and Sales) 4. Organizational Development (IT) Compensation and benefit department show interest on the employee reward or compensation and other benefits. They approve sick leave, annual leave and other fringe benefits of the employee. The company gives their employee an increment at the end of the year based on their performance appraisal and the recommendation of their line manager. The second department is employee relations. They deal with the employee behavior with their superiors. They also train their employees if needed. In some cases, Banglalink borrow trainers from abroad to train their employees. The organizational development has two different divisions. One deals with the development of network and other IT. The other division deal with sales and other commercial aspects. The most widely criticized service of Banglalink is its network coverage. So they have created separate department of HR to keep their IT support in continuous construction. Head of Human Resources Compensation & Benefits Manager Compensation & Benefits Senior Executive Administrative Assistant Employees Relations Manager Employees Relations Executive Employees Relations Senior Executive Employees Relations Executive Organizational Development Manager Organizational Development Senior Executive Organizational Development Executive Organizational Development Manager Organizational Development Assistant Manager Organizational Development Executive NEW organization chart for Human Resources department Payroll Senior Executive ————————————————- Chapter 4 SHRM Awareness of Banglalink The Strategic Human resource management literature is increasingly concerned with whether human resources can be source of competitive advantage. More recently, this literature has begun to draw from the resource based view of strategy. Banglalink believes that teamwork is their greatest asset. Useful contributions made by each individual bring that much closer to our goals. The Banglalink family is made up of a group of passionate individuals, uniquely qualified from diverse disciplines but working towards our vision. Thus, Banglalink refocus on the conception of Human Resource Competencies within a human resource-capability (RC model) view of strategy to articulate their strategic role for HRs in and outside the origination. It is worth noting to the traditional situational-contingency perspective. Finally, Banglalink’s RC model sees their HRs and capabilities as a driver for their strategy. ———————————————— Chapter 5 HR Policies in a Global Extent Banglalink ensures for the tigers/tigress * a  friendly, professional and mutually supportive environment that encourages our people to develop their potentials to an optimal level. * a  true quality of pro fessionalism that can be found in all world-class multinational companies. * team oriented professionals, who contribute to the greater whole of the organization through their participation in decision making situations. * a  system which recognizes and rewards groups as well as individuals for their efforts and contributions to the company. By developing their policies in the following sectors- * Workforce planning * Recruitment (sometimes separated into attraction and selection) * Induction, Orientation and On-boarding * Skills management * Training and development * HR Personnel administration * Compensation in wage or salary * Payroll (sometimes assigned to accounting rather than HRM) * Employee benefits administration * Personnel cost planning * Performance appraisal * Labor relations PART Two Staffing & Workforce Planning ————————————————- Chapter 6 Strategic HR Planning and Job Analysis 6. The Overall Purpose Banglalink developed the following aspirations for their strategic HR planning. * Ensure adequate human resources to meet the strategic goals and operational plans of an organization – the right people with the right skills at the right time. * Identified and minimised capability risks. * Ski ll development and training policies and practices are linked to strategy. * Remain flexible so that an organization can manage change if the future is different than anticipated 6. 2 The strategic HR planning process Banglalink follows the conventional Four steps to develop their HR planning model. Assessing the current HR capacity * Forecasting HR requirements * Gap analysis * Developing HR strategies to support organizational strategies 6. 2. 1 Assessing current HR capacity Based on its strategic plan, the first step in the strategic HR planning process is to assess the current HR capacity of the organization. The knowledge, skills and abilities of the current staff need to be identified. This can be done by developing a skills inventory for each employee. The skills inventory should go beyond the skills needed for the particular position. List all skills each employee has demonstrated. For example, recreational or volunteer activities may involve special skills that could be relevant to the organization. Education levels and certificates or additional training should also be included. SWOT Analysis During this phase, a company begins to analyze and look at what skills, knowledge and abilities are available internally, and where shortages in terms of people skills or equipment may exist. Organization begins to analyze its external environment, its strength and weaknesses, its opportunities and threats, in terms of whether they can be achieved with the current organizational resources. . 2. 2 Forecasting HR requirements The next step is to forecast HR needs for the future based on the strategic goals of the organization. Realistic forecasting of human resources involves estimating both demand and supply. Questions to be answered include: * How many staff will be required to achieve the strategic goals of the organization? * What jobs will need to be filled? * What sk ill sets will people need? When forecasting demands for HR, Banglalink HR professionals also assess the challenges that it will have to meet its staffing need based on the external environment. 6. 2. 3 Gap analysis In The next step, HR personnel determine the gap between where it wants to be in the future and where they are now. The gap analysis includes identifying the number of staff and the skills and abilities required in the future in comparison to the current situation. They also look at all its HR management practices to identify practices that could be improved or new practices needed to support the organization's capacity to move forward. 6. 2. 4 Developing HR strategies to support organizational strategies The five core HR strategies for meeting an organization's needs in the future followed by Banglalink. . Restructuring strategies 2. Training and development strategies 3. Recruitment strategies 4. Outsourcing strategies 5. Collaboration strategies 6. 3 Job analysis A job analysis is a step-by-step specification of an employment position's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource m anagement (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. 6. 4 Purpose of the Job Analysis The HR department of Banglalink conducts job analysis to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. * The general purpose is the job and compensation plans. * Establishing fair and effective hiring practices * Developing training and appraisal programs * Remedial uses 6. 5 Information Collection for Job Analysis The Different Types of Job Content Information Broad Level Function or Duty * Definition: The major areas of the job-holder's responsibility. Example: A professor's functions are teaching, research, and service to the university/community. Intermediate Level Task * Definition: What a worker does when carrying out a function of the job; it is an activity that results in a specific product or service. * Example: The function of teaching requires a professor to perform several tasks like lecturing, giving/grading exams, and meeting with students. Work Behavior * Definition: An important activity that is not task specific; such behavior is engaged in when performing a variety of tasks. Example: â€Å"Communicating†Ã¢â‚¬â€a professor engages in this behavior when performing several tasks, such as lecturing and meeting with students. Specific Level Subtasks * Definition: The steps carried out in the completion of a task. * Example: The task of providing lectures consists of several subtasks, such as reading the text and other relevant materials, deciding on what information to convey, and determining how this information can be communicated in a clear and interesting manner. Critical Incidents * Definition: Specific activities that distinguish effective from ineffective job performance. Example: â€Å"The professor uses several examples when explaining difficult concepts. † 6. 6 Key Factors in Job Analysis Task identities 1. Variety 2. Responsibility 3. Autonomy 4. Working environment 5. Recognition and support 6. Outcomes & performance measures 6. 7 Sources of Data Information associated with a job analysis can be gained from the following sources: * supervisor/manager of the proposed/established position, * the current incumbent (or a staff member who has undertaken the duties in the past), * team members of the proposed/established position, a staff member from another work area with a similar position, * managers who employ similar positions, * performance plans and key performance indicators of current incumbent, * workforce plans, * program timetables or customer feedback forms, * student evaluations, and * HR staffs. 6. 8 Data Analysis During the analysis phase the following should be included: * Group the tasks into functional areas, eg. Process enrolment forms and respond to student enquiries should be under the functional heading of Student Administration. * Eliminate all unnecessary and wasteful activities. Simplify unnecessarily complex activities or procedures. * List the functional areas in order of importance. —†”——————————————- Chapter 7 Recruitment and Selection Employees Recruitment is the process of seeking sources for job candidates and attracting qualified candidates for jobs in the public or private sector. It is a process by which the needed personnel are found and they become interested to apply for the vacant post. The Selection Process is the process of choosing from among available applicants who are most likely to successfully perform a job. The objective the selection process is to choose the individual who can successfully perform the job from the pool of qualifies candidates. 7. 1 Recruitment & selection process flowchart Organization Vacant or new position occurs Perform job analysis & plan recruiting effort Generate applicant pool via internal or external recruitment methods Evaluate applicants via selection Process process Select applicants Make offer 7. 2 Recruitment process of Banglalink 7. 2. 1 Recruitment Goals Banglalink has recognized the following recruitment goals over their competitors to achieve their HR Vision and Mission. Attract highly qualified applicants. * Attract applicants willing to accept offers. * Fill vacancies quickly. * Fill vacancies at minimal cost. * Hire people who perform well. * Hire people who will continue with the organization. 7. 2. 2 Sources of Recruitment Recruitment sources are divided by two parts – 1. Internal sources of recruitment: Promoting employees is an internal s ource of recruitment. 2. External sources of recruitment: the external sources of recruitment are- Advertisement Advertisement is prepared by Banglalink for publication in the national Daily newspaper. Cyberspace Recruiting Banglalink use the internet to recruit new employees by adding a recruitment section to their web site. Employment agency Agencies like ‘PeopleScape’ help Banglalink to find the require-skilled employee. 7. 2. 3 Issuances of Interview Card After receiving the application Banglalink prepares necessary database of the candidates and after screening the applications they issue invitation card by normal mail but in case of emergency currier service used, or interview schedule should be known to the candidates over telephone. On the basis of resume evaluation, ratings are made as per the weight age chart. . 3 Selection Process of Banglalink 7. 3. 1 Interview Method Interview-1: Short listed candidates are called for interview-1. In this step a panel of concerned managers and experts will interview the incumbent. Result of the interview-1 is published in the Company Notice Board. Interview-2: The selected candidates from the first interview-1 are called for a second interview which will be taken by the head of the department and head of the human resource. Final interview: The candidates who approved from the interview-2, is called the final interview. Final interview is taken by Director. Placement: Banglalink gather necessary documents and sends the selected candidates to his/her respective department for placement. 7. 3. 2 Present Condition about Selection Procedure of Banglalink (For the contractual employees to be permanent worker) The company selects qualified Personnel/Specialized officer/Junior executives on the basis of some relevant tests based on the following manner. ————————————————- Chapter 8 Training and Development Training is important for an organization because every organization needs stable, trained and experienced people to perform its actions. Employee training is a learning experience. Basically employee training is present-oriented training that focuses on individual’s current jobs, enhancing those specific skills and abilities to immediately perform the jobs. Training is now considered as more of retention tool than a cost. The training system in Bangladeshi Industry has been changed to create a smarter workforce and yield the best results. 8. 1 Training and Development process of BANGLALINK Banglalink is the second largest mobile operator in our country. For their employee training they follow both * On-the-job method and Off-the-job training method. 8. 1. 1 On-the-job training is when an employee learn the through his/her daily work and also learn from a mentor. May be the manager or immediate senior to the employee can take over this task. Slowly he learn about his position clearly and also the method that the organization follow to accomplish their activities. This organization arranges a performance appraisa l after a certain period of time. And to assess their employee performance they follow the†Competency Gap Analysis†. Now there are two categories of competencies required to do the internal tasks. Core Competency- the basic requirements for a job. For example -communication skills -team work -fluency in English speaking etc. 2 Technical Competency- if there is any technical eligibility needed for a particular position This analysis is sort of self analysis. The manager gives the employees specific categories and asks to evaluate themselves in those categories. They have certain parameters like – * Unacceptable (U) * Need Improvement (NI) * Meet Expectation (MI) * Exceed Expectation(EE) * Outstanding (O) The manager assesses these results and made their decision that if the employee needs any training. Then they report to the HR about the number of employees need training. If an employee is lack of core competency then the management arrange for a training internally. 8. 1. 2 Off-the-job training And if it is for a higher level position or lack of technical competency then the HR arrange for an Off-the-job training. 8. 2 Outsourcing There are some organizations that provide corporate training. Banglalink outsources these organizations and arrange the training program. They segregate their employees in different batches if the number is elevated and place different time schedule for them. HOLISTIC, AAMRA are two organizations who provide training for the employees of Banglalink. PART THREE Sustaining Sky-scraping Performance : Performance Management ————————————————- Chapter 9 Performance Management Every year, employees of Banglalink experience an evaluation of their past performance. There is a one hour informal discussion between employees and their supervisors. This evaluations lead to some direct effects to their work lives. Based on the result they get increment, promotion or assistance in personal development areas for which the employee needs training. The performance management system serves three purposes that are designed to support employees, appraisers and organization. 9. 1 Appraisal They follow a common appraisal process. The chart below shows the appraisal process Banglalink follow the Competency GAP Analysis to measure the performance of their employees. There is a number of traits and a range of performance for each degree of each trait. It is used to identify the score that best describes the employee’s level of performance. 9. 2 Who does the Appraising? Generally the immediate supervisor does the appraising in Banglalink. First, they arrange self rating for the employees. Based on the self rating, their past behaviors and information from their peers, the supervisors submit the appraisal to the head of the department. 9. 3 Frequency of Appraisal The performance occurs two times in a year. The first evaluation occurs at the end of the year and according to the evaluation the company announces the name of the promoted employees. Another evaluation take place in the middle of the year and the worthy employees get promoted. On the other hand, the employees get only one increment in a year. This way the company tries to keep good performance of their employees. 9. 4 The Appraisal Interview The appraisal interview is done for comparing the evaluation and employees expectation about their performance. The appraisal interview can be four types * Satisfactory- promotable * Satisfactory- not promotable * Unsatisfactory- correctable * Unsatisfactory- uncorrectable In this interview session the superior encourage the employee to talk about his expectation, if he aspects any promotion or have a good evaluation which will lead into a better payment. Sometimes if the employee has a bad evaluation and had been criticized for his past action that is in the correctable category, the supervisor’s aim is to lead the interview such a way that it will improve the interviewee’s performance in near future. If an employee is in the uncorrectable category the supervisor will warn him informally and if that doesn’t work he will proceed for a written warning. ————————————————- Chapter 10 Career Management Generally the responsibility to managing a career belongs to an individual. There was time when employment with a reputed firm actually meant lifelong employment. Today with intense competition everywhere, coupled with economic changes sweeping the world, companies are aggressively pursuing the strategies for acquisition, divestment, down-sizing, outsourcing, and synergy through alliances. In such an uncertain environment, it is ultimately the responsibility of the individual to decide and make choices to pursue a desired career. An organization can at best support an individual’s career aspirations if it falls in line with its business goals. 10. 1 Role of HR Employee loyalty to the company is higher when the job fulfills intrinsic needs and personal goals of the employees. By assisting an individual in planning his career and providing opportunities for career development, Banglalink ensures higher loyalty and productivity from employees. The HR professionals of Banglalink match and support career expectation of high performers with organizational requirements. Few of the ways in which this has been done is shown below: * Mentoring- through which the organization create context for directing careers of youngsters * Enriching the jobs – Encourage people to continuously redesign the work procedures * Job rotations in line with individual apability and company requirements * Providing organization wide, team based and individual learning opportunities * Taking stock of future leadership requirements and designing the career path of capable and performing individuals * Design developmental programs that improve the employability of the people and engage them with challenging assignments 10. 2 Role of Individual and Organization Role of an individual and that of an organization with respect to some of the aspects of individual carreer planning is brought out below: Individual and organizational role in career management| Key Aspect| Individual role| Organizational Role| Goal seting (by an indiviual)| Developing and gaining clarity on long term goal | * Managing the expectations realistically * clarifying possibilities of knowledge based and hierarchical based goals | Action planning(by an individual)| Planning and duration of jobs to be taken up, companies or industry to be targeted, and other developmental needs | * Support individual plan through movement along the career path * Job rotations, advancements, problem solving assignments etc. | Mentoring & coaching (by the org. | Learn from the experience and insights of mentors / coaches | * Align individuals to the company values * provide informal guidance about building career within the organization| Assessment (by individual & org)| Learn about present profile and gaps that need to be fulfilled in the long run| * assess values synchronization, performance, potential and likely career path| Development (by the individual & org. )| Obtaining exter nal certifications as authentication of skills possessed| * Honest performance appraisals, providing opportunity to implement learning for organizational benefit| Challenging work (by the org. | focus on de-bottlenecking processes, thus keeping the element of â€Å"challenge in the work† alive | * opportunity to participate in various task forces to solve real time business problems * exposure to new business improvement tools| ————————————————- Chapter 11 Compensation 11. 1 Category of Compensation Banglalink provides a lucrative compensation package for their employees. The category of compensation can be two types * Direct financial payments * Indirect financial payments 11. 1. 1 Direct financial Payments This is a form of payments which is in the form of Wages * Salaries * Bonuses * Overtimes etc. 11. 1. 2 Indirect financial Payments This form of payment consist s of financial benefits such as * Insurance- they provide health insurance for the employees * Transport- for call center agents Banglalink provide transportation service as the agents have to perform night duty. * House- the company provide house for its higher level employees 11. 2 Compensation Process The compensation process is based on four particular degrees. | | Requirement | Degree of compensation| | Outstanding| | Exceed Expectation| | Meet Expectation| | Need Improvement| 1. 3 Employee Benefits Banglalink provides benefits to their employees according to the Government Rules. The employees have health insurance, they get a good payment, they get bonuses and increments etc. The employees obtain vacations like * Sick Leave * Casual Leave * Annually Earned Leave * Maternity Leave (for women) ————————————————- Chapter 12 Health and Safety The terms health, safety and security are closely related to each other. Health is the general state of well being. It not only includes physical well being, but also emotional and mental well being. Safety refers to the act of protecting the physical well being of an employee. It will include the risk of accidents caused due to machinery, fire or diseases. Security refers to protecting facilities and equipments from unauthorized access and protecting. For smooth functioning of an organization, the company ensures safety and security of its employees. Health and safety form an integral part of work environment. A work environment enhances the well being of employees and thus accident free. 12. 1 HR Responsibility In Banglalink the responsibility of employee health and safety falls on the supervisors or HR manager. The HR manager help in coordinating safety programs, making employees aware about the health and safety policy of the company, conduct formal safety training, etc. Responsibilities of managers: * Monitor health and safety of employees * Drug testing * Coach employees to be safety conscious * Investigate accidents if happens * Communicate about safety policy to employees 12. 2 Supervisors Responsibility The supervisors and departmental heads are responsible for maintaining safe working conditions. They are responsible for * Provide technical training regarding prevention of accidents * Coordinate health and safety programs Train employees on handling facilities an equipments * Develop safety reporting systems * Maintaining safe working conditions Again the company provides health insurance to their employees. They also arrange a monthly increment system in case of an employee is sick and also provide sick leave to the employee. ———————à ¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Chapter 13 Employment Method 13. 1 Promotion For promotion Banglalink give importance to those employees who perform well. An employee can’t get promotion unless his job length is one year in the company. 13. 2 Transfer of Employees Transfers take place when it’s needed. Banglalink has their office in the six divisions around Bangladesh. They give importance to the origin of the employees. Suppose, an employee’s permanent address is in Rajshahi, so if they take a decision to transfer that employee they will give priority to Rajshahi. 13. 3 Retirement The company observes its 5th anniversary few days ago. The company is young and the highest age of employees is 40 years in an average. Yet they have not planned for Retirement procedure. Concluding Part ————————————————- Chapter 14 Winding Up 14. 1 Conclusion Growth over the last years have been fuelled with innovative products and services targeting different market segments, aggressive improvement of network quality and dedicated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally connected customers with Banglalink. It made them possible only for their SHRM skill and their dedicated relationship manager who provides the employees with personalized HR care and innovative-proactive management round the clock. 14. Criticisms Banglalink initially failed to expand its EEO opportunities pace of employees with increased numbers of subscribers. This is because Banglalink was the fastest growing mobile operator at that time in the whole world. It has the record of violating the Employment Act of Age Discrimination and Employment Act for Women. However, the state of affairs is getting better now-a-days. They are investing to improve their EEO prospects especially in gender and tribal segments. References Contact persons: Md. Farhad Hossain Dept. of Quality Assurance, Banglalink Shiban Mahmud HR Senior Executive, Human Resource, Bangallink Website: www. banglalinkgsm. com http://www. linkedin. com/companies/banglalink Appendices ————————————————- Questionnaires 1. How does the company’s mission and vision influence/affect the employee? 2. Are there any divisions under Human Resource Department? 3. If yes, how they are related with the functional HR dept.? 4. Is there any formal/conventional structure for the HR Department? 5. How does the HR Structure affect the Mission and Vision of the company? 1. What are the future directions/objectives of the local area? . What are the responsibilities of the position? 3. Is the position academic or professional/general (does the role require knowledge of the teaching and learning environment)? 4. What is the length of appointment and/or service fraction? 5. What are the specific tasks and how will they be done? 6. W hy do they need to be done? 7. What impact will there be on other positions in the area? 8. Where will the work be done? (physical location) 9. Who are the clients and what are their needs? 10. How the work is currently organized? 11. Who will the position report to? 12. Will any positions report to this position? 13. What is the minimum knowledge and skills required to do the position? 14. What equipment or working aids are required? 1. What are the recruitment goals of banglalink does keep up? 2. Sources of recruitment? 3. Are there any external sources of recruitment process? 4. What are the components of selection process the banglalink does sustain? 5. Who conduct the interview? 6. What are the selection processes of contractual employees to be permanent employee? 1. What types of training program are you using to enhance your employees’ skills & abilities? . How would you determine the needs of training of an employee to do certain task? 3. Is there any outsourcing organization that provides training for the employees of banglalink? 4. Does banglalink think that there is any requirement of cross-cultural training program for the employees to adopt with the on-going globalization process? 1. How does banglalink manage their performance ap praisal process for the employees? 2. Is there any absolute appraisal method that banglalink is currently following? 3. How does HR dept. monitor their employees’ performance & evaluate or measure them? . While managing the performance assessment, does the decisions may become emotional or focus on the process? 1. What types of reward system does the HR dept. maintain with their employees? 2. How does banglalink relate the motivational factors with their compensation programs? 3. Any special cases of compensation or reward programs? 4. Is there any govt. influence on compensation administration? 5. What is the employee benefits HR dept. does provide the employees? 6. Is there any current employee legally considered necessary benefit the HR dept. is dealing with? . What does banglalink think about career management from the perspective of the company? 2. What kind of role does the HR dept. play in career development of an employee? As a mentor or advisor? 3. Does the company a rrange career workshops or carry out career counseling? 1. What types of promotional decisions does the HR dept. capture? 2. How does they manage employee transferring for the betterment of the geo-expand of the company’s service? 3. What are the retirement policies that the company does follow? 4. What’s about managing employee turnover