The Impact Of Media Coverage On Public Perception

Natida Nivasnanda Taking A Position Essay In Beirut, amongst a crowded marketplace, two ISIS supporters detonated themselves in order to massacre as many men, women, and children of all faiths (Miller, 2015). In Lahore, seventy people were killed â€Å"in a massive suicide bombing targeting Pakistani Christians† (Jazeera, 2016). In Kabul, bombs strapped to two Taliban crusaders exploded, killing at least twenty-four people including senior security officials from the nearby Defense Ministry (Mashal Sukhanyar, 2016). These horrendous incidents are only the tip of the iceberg when it comes to the occurrences that unfold in the Middle East: all extremely tragic events, all terrorist attacks, all receiving little to zero coverage through Western media. Media coverage impacts public perception, it influences the how people â€Å"learn, understand, and think about an issue† (Powell, 2011). At the University of Illinois-Urbana Champaign, students consume Western media in all types of foru ms. But exposure of angled content can create a very specific viewpoint on a global issue that requires perspectives from all sides of the subject. University of Illinois-Urbana Champaign students are aware of the obvious partiality in American media, but they lack incentive to seek stories of Terrorism in the Middle East because there is an insufficient amount available, overshadowed by the convenient Western media. U.S. media needs to â€Å"reestablish its journalistic practice in social conflictShow MoreRelatedThe Impact Of Media Coverage On The Public Perception Of Missing Children916 Words   |  4 Pagesactual number of children missing is alarming and yet unknown. Influences on the public perception The writer of this chapter pinpointed the views of the world in a great way. There are many influences on the public perception of missing children. During the reading, it was noted that media coverage has a significant impact on society’s point of view. 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Critical Essay on “Annals of Labor Nobodies” Free Essays

John Bowe’s â€Å"Annals of Labor Nobodies† is a very ugly article describing the virtual slavery of agricultural workers. Reminiscent of public attitude toward and awareness of domestic abuse and pedophilia in most of the Twentieth Century, modern slavery is buried deep in a cesspool of ignorance, apathy and denial. Those at the â€Å"top of the heap† are protected by â€Å"buffer layers† and deniability. We will write a custom essay sample on Critical Essay on â€Å"Annals of Labor Nobodies† or any similar topic only for you Order Now Fear and brutality are tools employed to maintain the silence. Resources and alternatives for victims are scarce or nonexistent. These are among the themes presented by Boles in his review of dirty secret of one of America’s largest industries, fresh produce production; while he presents a little hope, the situation will continue to exist. South Florida is one of the nation’s greatest citrus and tomato production areas and â€Å"ground zero for modern slavery† (Bowe, 3). Bowe describes the plight of the undocumented Mexican and Central American workers from the time of departure from their homes to their arrival in South Florida. It is a story of an â€Å"opportunity† to terrific homeland poverty which can be worse than what they left. Workers are conned and exploited throughout their journey, paying exorbitant sums to every one in the vicious chain. They are so impoverished and terrified that slave labor is their only option. As a Border Patrol agent remarked â€Å"They’re controllable. There’s no escape† (s). There has been a great deal of consolidation of the produce farms as well as their huge customers. There are many familiar names in the food chain: ConAgra, Cargill, Tropicana, Minute Maid, Coke, Pepsi and Taco Bell. All claim a â€Å"hands off† to the issue of slave labor picking their tomatoes and oranges. The industry has long enjoyed special status exempting it from many labor laws, including overtime pay, workers’ compensation and the right to organize. Unfortunately although the price of the produce may increase, the price of labor decreases due to the large pool of workers coming from Mexico and Central America. In 2000 the Trafficking Victims Act was made into law; unfortunately the usual congressional deal-making resulted in exempting everyone except the labor contractors from fines and imprisonment. The cases are difficult to make. Victims and witnesses are too terrified to testify. Even if they were willing and able to testify their migratory work patterns make them difficult to find. As usual the blanket of â€Å"limited resources† in law enforcement as well as state and federal prosecution offices is used but not believed. Paraphrasing one anonymous laborer, they and their plight is virtually invisible to the outside world. Slow change is coming about and with it a shred of hope for those enslaved. Legal and social service agencies are starting to reach this dark world, and loose coalitions of workers are growing. According to one former tomato picker â€Å"change won’t come from Washington or from the lawyers. It will come from people in the field. If you change people’s consciousness, the people themselves will take care of it† (6).   He is right, of course, and the hope is if change won’t come from Washington and the lawyers, at least they will be an ally and not an impediment. After the sentencing of convicted human traffickers the federal trial judge mentioned to the U.S. Attorneys prosecuting the case that they should not exhaust the â€Å"limited resources† prosecuting low-level thugs and enforcers. The judge, likely mindful of the powerful federal conspiracy laws, stated â€Å"others at a higher level of the fruit picking industry seem complicit in one way or another with how these activities occur† (11). References Bowe, John. â€Å"Annals of Labor Nobodies†. April 21, 2003.       How to cite Critical Essay on â€Å"Annals of Labor Nobodies†, Essay examples

Motivational Theories Related Employee

Question: Discuss about the Motivational Theories Related Employee. Answer: Introduction: In this paper, we discuss the different theories which are developed to create workplace motivation in the employees and critically evaluate these theories. In this we also discuss how these theories are applicable at workplace to improve the engagement of employees at workplace. There are large numbers of members who agree that this era demands more efficient and productive employees as compared to other times. It is necessary for businesses to survive that they increase their performance in efficient way. Managers are facing different challenges to make their company successful and put the company ahead from their competitors. The most difficult challenge for manager is to get work done through employees. It is the job of the manager that he gets the things done efficiently through employees. The best way to do this is motivate the employee and get best out of him (Thin, 2011). Employee motivation is the concept which aims to motivate the employees in pursuing his task or goals. It helps the manager to get the things done from employees in effective and efficient way. There is an old saying that owner can take the horse to the water but he cannot force the horse to drink the water, and same thing happen with the people. Nature of human is simple and as well as complex, they do what they want to do or otherwise motivated to do. Motivation increases the engagement of employees in workplace, and helps them in achieving their task. There are number of theories which are used by managers to create and increase motivation in their employees (ACCEL, n.d.; Heathfield, 2016). MARS model is the model which evaluates individual behavior and includes four factors which affect individual behavior that is Motivation, Ability, role and perceptions, and situational factors. Motivation is the internal force which result in changes of individual behavior and make his performance more effective. This process is continuous in nature and this factor sustained due to behavior of individual and factors of organization. Therefore, it is necessary for managers that they ensure that employees in the organization are satisfied and happy which result in effective performance and increasing productivity (Tutorials point, n.d.). Motivation is described in two types of forces that are intrinsic motivation and extrinsic motivation. Intrinsic motivation is described as that feeling of satisfaction which was achieved when there is needs related to self actualization are fulfilled, and this type of motivation is not related to financial rewards. For example employees of the organization feel motivated when they get appraisal from their employer for good work or get promotion. Employees also feel motivated when their opinion or advices are followed by senior management (Cherry, 2016). Extrinsic motivation includes external factors which are mainly related to financial rewards such as higher pay, fringe benefits, scheme related to profits and any other type of financial benefits. These factors are work well in motivating employees to work well and do desirable behavior in the organization. In this it is clear that financial benefits are the most powerful motivator which can be used by organization because from this source many other desires are fulfilled (Cherry, 2016). Motivation represent those forces which are under the individual and affect the direction of that individual, intensity of that individual, and also persistency of the behavior of that individual. In this direction means a way in which individual engage its effort, and in this individual has completely free choice that where they are putting their effort. They are completely of where they are putting their effort and what they are trying to achieve. This force of motivation not random instead they are goal directed . The next element of motivation is intensity which stated the amount of effort an individual putting to achieve his goal. It is defined as how much an individual pushed himself to achieve that task. For example employer gives similar task to two employees and both are motivated to complete that task few hours before the deadline, but only one employee put enough efforts to accomplish that task before the deadline and achieve his goal. The third and the last force is persistency that is an individual continues his effort to achieve his goal for particular time. In other words whether individual continuous his effort till he achieve his goal or give up before achieving the target. It is important to note motivation is not the actual behavior of an individual but it exists within the individual. Therefore, we can say that above mention forces are the reasons which help us in achieving our goal (E-books, n.d.). Employee engagement is an approach which is considered in workplace and lead to right condition in an organization so that employees can give their best to the organization, and fulfill all their goals in organization and values. This approach mainly focuses on efficiency of employees so that they can contribute in the success of an organization together. Engagement of employees is based on trust, integrity, and commitment of employees for organization and how organization is committed towards employees. These approaches increase the productivity and growth of business and also increase the chances of success (custom insight, n.d. ; Reilly, 2014). Business organizations in which employees are not motivated face number of problems such as low production and high rates of turnover. There are many theories which stated the procedures to motivate the employees, and also give suggestions to increase the motivation at workplace (Zeiger, n.d.). Here we explain these theories and critically evaluate the applicability of these theories. Some of the theories are explained below: Maslow hierarchy of needs theory Abraham Maslow said that motivation is based on the hierarchy of needs of people in which they cannot move to the next level of need without satisfying the previous need. This theory stated that peoples have pyramid hierarchy of needs, and they satisfied these needs from bottom level to top level. The hierarchy of needs defined by Maslow covers the needs which are belonged to the social circle which pursue the talent through self-actualization. Maslow further stated that unfulfilled needs at lower level restrict the employees to move to the next level. The needs in this theory is divided into two categories that is deficiency needs that is physiological and safety and growth needs that is belonging, self-esteem and self-actualization (McLeod, 2016; Your coach, n.d.). Maslow divided the employees need into five categories which started with basic and physical needs and goes towards needs of personal growth and career development. Some of these needs are not expensive and easy to fulfill while some are hard and costly to meet. Needs of employees are not same and they changed according to time and employee to employee. Hierarchy of needs specified by Maslow is Physiological needs such as cafeterias, vending machines and availability of drinking water. Second level is security and safety needs such as wages and salaries, medical benefits, resolve problems, rest periods, working conditions. Third level defines belongings such as encouraging social interactions, team spirits, social activities. Fourth level state self esteem needs and in last there is self-actualization needs (Chand, n.d.). If these needs of employees are not meet at any level of hierarchy then this will affect the professional lives of employees, and this will cause the employees to fulfill their needs on their own level for example finding new job which will provide better opportunities (Learning theories, n.d.). There are some limitations of this theory which are described here such as this theory is very simplified and Maslow develops his theory only on the basis of human needs, and he does not consider the relationship between human behavior and his needs. It is necessary that theory also give emphasis to expectations, experience and perception. Needs of humans are not similar and there are number of employees who are satisfied by fulfilling their physiological needs and security of employment. Therefore, pattern described in this theory is not suitable for all individuals in the organization. This theory is not suitable for the present era because now desires of individuals are not limited and there are number of needs which are not satisfied by following this theory. This theory is accepted by large number of organizations but this theory is untested and contains more philosophical facts than scientific (Net MBA, n.d.; Akrani, 2010). Applicability of this theory at workplace: Chip Conley is the founder of the Joie de Vivre hotel chain and also Head of Hospitality at Airbnb, used Maslow theory to make transformations in his business. Chip stated that number of mangers face problem at the last level of pyramid needs that is self actualization compared to lower level of need. Conley help his employees in understanding the importance of their roles. They conduct an exercise in which question was asked from eight housekeepers that if someone came down from mars and saw you working as housekeepers, then what they will call you. Answers given by housekeepers were quite surprising as they said The Serenity Sisters, The Clutter Busters, and The Peace of Mind Police. These answers show that housekeepers think that they were doing more important than cleaning the room. They were providing security and safety to the guest who are away from their homes and also make them feel comfortable. Through this exercise they realize the importance of their work and their roles in the company, and also understand the value they are adding up in the organization which results in more motivated teams. From the above example it is clear that if employer wants best from his employees then he must help them in other aspects of their life also which are not related to work. There are many ways to support them outside the work such as provide them extra time so which they can spend with their families and pay them fair pay which make them financially stable (Panay, n.d.). Hertzbergs Two-Factor Theory Yhis theory was introduced in 1950 by psychologist Frederick Herzberg, and also known as dual-factor theory or motivation-hygiene theory. This theory is developed after analyzing the 200 responses from accountants and engineers who were questioned about the positive and negative feeling related to their work. Herzberg found two factors that impact the motivation level of employees and also their satisfaction level. These are the two factors on which Herzberg theory is based that are motivational factor and hygiene factor (Msg, n.d.; Nivens, n.d.). Motivator factor stated those factors which result in satisfied and motivated employees to work harder, and this includes employees are enjoying their work, feeling recognized and progress in their career. These factors are also known as intrinsic motivators which give importance to the emotional needs of the employees instead of tangible needs. These needs are similar from the high level of needs identified by the Maslow in his theory and relatedness and growth categories in ERG theory. Second factor is hygiene factor which include those factors which are very important for employees to work efficiently and if these factors are not present then it will result in dissatisfaction and lack of motivation. For example unfair salary, policies of companies related to employees, and relations of employees with manager and other employees. Hygiene factors are also known as extrinsic motivators, and these factors represent the basic needs of employees which are similar to the needs identified by McClelland's in his ERG Theory that is existence category or in the Maslow theory under lower level of pyramid. This theory stated that both these factors impact the motivation and both these factors work independently from each other. There is one difference between these two factors that is absence of motivation factors does not result in dissatisfaction in employees but absence of hygiene factors cause dissatisfaction in employees (Hezberg, n.d. ; Net MBA, n.d.). There are number of limitations in this theory such as this theory is not appropriate for the managers where low motivation is concerned for the employees of the organization. In this those employees are included who dont have hierarchy of needs. For example employees who are not educated are happy with fulfillment of hygiene needs, and they are not interested in any kind of self actualization. If managers applied the theory on such employees without identifying their needs then this theory can be backfired. Instead of getting motivated these employees would only get overwhelmed by the work, and there is chances that they are not satisfied even manager fulfill their basic needs. Herzberg stated that employees get motivated from money, and money work as the best motivator. Money is a hygiene factor which motivates large number of employees. This motivator helps the employees to work harder but in return they are expected high salary and other monetary gains. This theory is parallel to the theory of Maslow which makes this theory easier to apply in the organization. However, questions marks are put on this theory on the basis of Methodology. This theory is applicable by managers to motivate their employees in the organization by identifying the hygiene and motivation factors, but it is not necessary that every individual accept this method because needs of individual are different (Yew Manap, 2012). Applicability of this theory at workplace: It is necessary for manager that he focuses on both factors that is motivator factor and hygiene factors because both factors are important in their own way. Manger must help their employees in motivating them and also ensure that they are appreciated for their good work and get support from employer. Give feedback to the employees on their work and make them understand their value in the company, and how they can grow through the company. Manger can take many steps which prevent the feeling of job dissatisfaction among their employees by ensure that working conditions at workplace are good and employees get fair pay, and managers are making supportive relations with their teams. Employers must understand that all the employees are different and one motivational factor work on one employee might not work on other employee. Therefore, employers must treat them individually. Managers must identify the issues which cause dissatisfaction among their employees and resolve them by satisfying the hygiene needs of employees (Future of working, 2014; Amoako, 2011). Abovementioned theories are very similar to each other as both re serving the same concept that is motivation of employees and get best out of them by fulfilling the needs of employees. These two theories are very similar but they have some differences also that are Maslow basically focus on human needs and categorize them and ignore the areas of emotions and other feelings whereas Herzberg concentrate on physiological and concrete things which are necessary to produce motivation (Ossa, 2010). Conclusion- In this we discuss the Employee engagement is an approach which is considered in workplace and lead to right condition in an organization so that employees can give their best to the organization, and fulfill all their goals in organization and values. Motivation increases the engagement of employees in workplace, and helps them in achieving their task. In this we also state comparison between the individual behavior with MARS model and also stated the three forces of motivation that is direction, integrity and persistency. Later we discuss two theories to motivate the employees in an organization that is Maslow hierarchy of needs theory which stated that motivation is based on the hierarchy of needs of people in which they cannot move to the next level of need without satisfying the previous need. This theory stated that peoples have pyramid hierarchy of needs, and they satisfied these needs from bottom level to top level and next theory is Hertzbergs Two-Factor Theory and this theory was introduced in 1950 by psychologist Frederick Herzberg, and also known as dual-factor theory or motivation-hygiene theory. This theory is developed after analyzing the 200 responses from accountants and engineers who were questioned about the positive and negative feeling related to their work. Herzberg found two factors that impact the motivation level of employees and also their satisfaction level. At last, we conclude the essay by saying that both theories have limitation of their own and both theories are applicable at workplace according to the circumstances and environment of organization. References: ACCEL. Employee Motivation: Theory and Practice. Retrieved on 21st December 2016 from: https://www.accel-team.com/motivation/. Zeiger, S. Theories on Motivation in Organizations and Management. Retrieved on 21st December 2016 from: https://smallbusiness.chron.com/theories-motivation-organizations-management-25221.html. Ingram, D. Motivation Theories Employee Turnover. Retrieved on 21st December 2016 from: https://smallbusiness.chron.com/motivation-theories-employee-turnover-11785.html. McLeod, S. (2016). Maslow's Hierarchy of Needs. Retrieved on 21st December 2016 from: https://www.simplypsychology.org/maslow.html. Your Coach. Maslow hierarchy of needs theory. Retrieved on 21st December 2016 from: https://www.yourcoach.be/en/employee-motivation-theories/maslow-hierarchy-of-needs-theory.php. Chand, S. Maslows Need Hierarchy Theory of Motivation. Retrieved on 21st December 2016 from: https://www.yourarticlelibrary.com/human-resources/maslows-need-hierarchy-theory-of-motivation/32382/. Sinha, K. D. Maslows Need Hierarchy Theory of Motivation! Retrieved on 21st December 2016 from: https://www.yourarticlelibrary.com/entrepreneurship/motivation-entrepreneurship/maslows-need-hierarchy-theory-of-motivation-explained-with-diagram/40686/. Thin, M. L. (2011). The relationship between MARS model and employees performance at workplace. Retrieved on 21st December 2016 from: https://ir.unimas.my/4225/1/The%20relationship%20between%20mars%20model%20(motivation,%20ability,%20role%20perceptions,%20situational%20factors)%20and%20employees'%20performance%20at%20the%20work%20place.pdf. Panay, M. 5 Psychological Theories of Motivation to Increase Productivity. Retrieved on 21st December 2016 from: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/. Learning Theories, MASLOWS HIERARCHY OF NEEDS. Retrieved on 21st December 2016 from: https://www.learning-theories.com/maslows-hierarchy-of-needs.html. Net MBA. MASLOWS HIERARCHY OF NEEDS. Retrieved on 21st December 2016 from: https://www.netmba.com/mgmt/ob/motivation/maslow/. Akarani, G. (2010). Maslow's Hierarchy of Needs Theory. Retrieved on 21st December 2016 from: https://kalyan-city.blogspot.in/2010/06/maslow-hierarchy-of-needs-theory-of.html. Heathfield, M. S. (2016). What Is Employee Motivation. Retrieved on 21st December 2016 from: https://www.thebalance.com/what-is-employee-motivation-1918108. Cherry, K. (2016). What is Intrinsic Motivation. Retrieved on 21st December 2016 from: https://www.verywell.com/what-is-intrinsic-motivation-2795385. Cherry, K. (2016). What is Extrinsic Motivation. Retrieved on 21st December 2016 from: https://www.verywell.com/what-is-extrinsic-motivation-2795164. E-books. Individual Behavior, Personality, and Values. Retrieved on 21st December 2016 from: https://ebooks.narotama.ac.id/files/Organizational%20Behavior%20(5th%20Edition)/Chapter%202%20%20%20Individual%20Behavior,%20Personality,%20and%20Values.pdf. Tutorialspoint. Mars Model of Individual Behavior. Retrieved on 21st December 2016 from: https://www.tutorialspoint.com/individual_and_group_behavior/mars_model_individual_behavior.htm. Msg. Herzbergs Two-Factor Theory of Motivation. Retrieved on 21st December 2016 from: https://www.managementstudyguide.com/herzbergs-theory-motivation.htm#. Nivens, S. V. Herzberg's Motivators and Hygiene Factors. Retrieved on 21st December 2016 from: https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm. Herzberg, F. Motivation and Hygiene factors. Retrieved on 21st December 2016 from: https://www.valuebasedmanagement.net/methods_herzberg_two_factor_theory.html. Net MBA.Herzberg's Motivators - Hygiene theory. Retrieved on 21st December 2016 from: https://www.netmba.com/mgmt/ob/motivation/herzberg/. Future of Working, (2014). Herzberg Theory of Motivation in the Workplace. Retrieved on 21st December 2016 from: https://futureofworking.com/herzberg-theory-of-motivation-in-the-workplace/. Amoako, K. G. (2011). Application of Frederick Herzbergs Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management (Online), Vol 3, No.9. Yew, T. L. Manap, A. M. (2012). A critical assessment of Herzbergs theory of motivation. Retrieved on 21st December 2016 from: https://www.theborneopost.com/2012/10/23/a-critical-assessment-of-herzbergs-theory-of-motivation/. Reilly, R. (2014). Five Ways to Improve Employee Engagement Now. Retrieved on 21st December 2016 from: https://www.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx. Custom insight. What is Employee Engagement. Retrieved on 21st December 2016 from: https://www.custominsight.com/employee-engagement-survey/what-is-employee-engagement.asp. Leadership central.com. Two Factor Theory. Retrieved on 21st December 2016 from: https://www.leadership-central.com/two-factor-theory.html#axzz4TXyA8mjG. Ossa, P. M. (2010). What are the similarities and differences between the theories of Maslow and Herzberg. Retrieved on 21st December 2016 from: https://www.enotes.com/homework-help/2-what-similarities-differences-between-theories-145987.

Steinbeck, John Parallels Essays - English-language Films

Steinbeck, John: Parallels Common Ground In many of John Steinbeck's works there are themes and elements that parallel his other works. Steinbeck often tackles the result of people's bad fortune and the realization that their dreams have been destroyed. We can see that in his Pulitzer Prize winning The Grapes of Wrath and his critically acclaimed novel Of mice and Men Steinbeck shows us the results of people having their dreams destroyed. Steinbeck shows us that in his work he gives different characters similar goals and aspirations and has them destroyed in similar ways. In both of the above mentioned books key characters have their dreams destroyed. "Steinbeck often created characters possessing lofty goals; lofty goals in a world of despair and corruption. His characters did not have a dream of tangible luxuries, but a dream of corporal well being and refuge with loved ones"(Thomas 238). In Of Mice and Men, Lennie and George travel to California in order to find work. Once they salvage up enough money, Lennie and George plan on being independent and not worrying about the outside world and its enigmas. George stated "Someday we're gonna get all the jack together and were gonna have a little house and a couple of acres an' a cow and some pigs." (Roberts, 187). George's dream ran deeper than a love for farming and independence. The motivation for this dream was not just a product of the poor state of the country and widespread unemployment, but it was a dream that could ensure a happy ending for Lennie. George is anxious to secure his own place so that Lennie can live the type of life where he can be happy and not be hurt by people who do not understand his simple ways. George would run the farm; Lennie would tend the rabbits. This was Lennies dream, to tend the rabbits. He could think of nothing else more enjoyable than tending the rabbits. "Lennies dram is to have all the rabbits that he can take care of, and his attempts to do the right thing are motivated by his fear that George won't let him take care of the rabbits." (Tedlock 243). In The Grapes of Wrath the Joad family also dreams of moving out west. They do this in hopes of escaping the direful situation in Oklahoma. "Gonna buy a car and shove out west where it's easy living." (Steinbeck 57). The Joads like Lennie and George plan on saving up enough money for their own plot of land. Once this task is accomplished they hope to live a self-sufficient life and rely on one another. They believe that once in California they will find life easier and find all they need in surplus. "Jus' let me get out to California where I can pick me an orange when I want it. Or grapes, there's a thing I ain't never had enough of. Gonna get me a whole bunch of grapes off a bush, or whatever, an' I'm gonna squash 'em on my face an' let 'em run off my chin".(Steinbeck 105). There is clearly a parallel between the themes of these two books. As both works have the same basis for the characters dreams. How the dream mwas destroyed George and Lennie never had their dreams come true. When they arrived at the homestead for work; George and Lennie at once felt hostility from the ranch owner's son Curley. Curley was a sinister short-tempered man possessing little physical stature. From Curleys first encounter with Lennie, Curley was looking for an excuse to fight the simple-minded Lennie. "Curley develops a hatred for the bigger man which will be expressed in his desire to mutilate Lennie in the final scene." (Magil 4296) Lennie ended up killing Curleys wife. This was not a malicious act however. It was an accident that had an unfortunate consequence. "Lennies greatest difficulty is remembering. While he never plans to do anything wrong, he simply cannot remember what is wrong and what is not." (Magil 89). That consequence being the death of Curley's wife, and that Curley ordered the men to kill Lennie. The workers assembled and took up arms. George knew that the men were not out to right a wrong, but out to seek vengeance. George decided that he must kill Lennie. George knew that this was the only solution that would spare Lennie the misery that would be inflicted on him by Curley and his men. Like George and Lennie the Joads never saw their dreams materialize. They to were

Harley-Davidson

Harley-Davidson OVERVIEW/PROBLEM STATEMENTThe following are the problems of Harley Davidson1. Declining market2. Poor economic climate3. Competition from Japanese manufacturers4. Poor quality of products5. Young Generation not buying the productCOMPANY PROFILEThe Davidson brothers, William D., William S., Walter and Arthur founded Harley Davidson, Inc. in 1903. In the first year, only three motor cycles were produced. In 1904 production increased to eight motorcycles. Company present office is located at Juneau Avenue in Milwaukee, USA. In 1907 the company was incorporated.In 1965, Harley-Davidson ended family ownership with a public stock offering and then in 1969, merged with American Machine and Foundry Company (AMF). In 1981, 13 members of the Harley-Davidson management team purchased the company from AMF through a leveraged buy-out. In the early 1980s, Japanese competitors ¡Ã‚ ¦ heavyweight motorcycles created a real threat for the Harley-Davidson organization. The heavy Japanese imports to t he U.S.The 1490cc HD engine. Rubber mounted.These four men were the founders of the best motorbike company ever, Harley-Davidson.The first couple of years of the business were some of the hardest. The four men completed their first motorbike in about 1903(McDiarmid, 13). In their 1904 season, they produced somewhere between one and eight bikes. The first motorbike ever produced went for a total of 134,000 kilometers (McDiarmid, 13). This gave the Harley-Davidson Company a reputation of being dependable. In 1906, Harley was making at least 50 motorbikes a year. The Harley-Davidson Company became an official company in 1907 and by then was making 150 motorbikes a year. By 1908, the Harley-Davidson Company was producing 450 machines a year with a staff of 18 (McDiarmid, 17).As the Harley Davidson Company grew, they became too big for the factory they were in. In 1910, they invested in a...

Best Case Questions

It can point out significant matters of the financial statements but does not provide assurance of their accuracy. Because reviews are generally not as rigorous as audits, considerably less evidence is typically collected in a review than in a comparable audit engagement. The issue with ZZZZ Best case is that the auditors review was not sufficient enough to review any material misstatements on the financial statements. 3. SAS 106 (AU 326), Audit Evidence, specifically identifies the principal management assertions that underlie financial statements.The existence/occurrence assertion was particularly critical for ZZZZ Best’s insurance restoration contracts. ZZZZ Best’s auditors obtained third-party confirmations to support the contracts, reviewed available documentation, performed analytical procedures to evaluate the reasonableness of the revenues recorded on the contracts, and visited selected restoration sites. * What were the limitations of the evidence that these procedures provided with regard to the management assertion of existence/occurrence? 8 points) The limitations of the evidence that these procedures provided with regard to the management assertion of existence/occurrence was that Minkow insisted on Ernst Whinney to sign a standard confidentiality agreement where it stated that Ernst Whinney will not be able to make any follow-up telephone calls to any contractors, insurance companies, the building owner, or other individuals involved in the restoration contract. This restriction effectively prohibited the auditors from corroborating the insurance restoration contracts with independent third parties. 4. George Greenspan testified before Congress that one method he used to audit the insurance restoration contracts was to verify that his client actually received payment on those jobs. * How can such apparently reliable evidence lead an auditor to an improper conclusion? (6 points) In Greenspan’s situation, his apparently reliable evidence was not from independent third party.When Greenspan confirmed the existence of ZZZZ’s insurance restoration contracts, he contacted Tom Padgett who at the time was an active and willing participant in Minkow’s fraudulent schemes. 5. Re: Predecessor-successor auditors: * What is the purpose of predecessor-successor auditor communications? * Which party, the predecessor or successor auditor, has the responsibility for initiating these communications?The successor auditor should obtain information from the predecessor auditor that will assist the successor auditor in determining whether to accept the engagement. Matters subject to the inquiry should include information that might bear on the integrity of management, disagreements with management as to accounting principles, auditing procedures, or similarly significant manners, communications to those charged with governance regarding fraud and illegal acts by clients, communications to management and those charged with governance regarding signi?

Choose from the book Assignment Example | Topics and Well Written Essays - 1000 words

Choose from the book - Assignment Example These new governments passed the discriminatory ‘Black Codes,’ which denied Blacks the right to testify against whites, barred entry to juries and state militias, denied them suffrage, mandated yearly labor contracts, restricted the occupations open to them and denied them property rights. When Jackson vetoed the Civil Rights Bills, establishing equality before the law for all races, and the Freedmen’s Bureau Bill, the Republican Congress broke with him. Radical Republicans in Congress embarked on their own reforms, through constitutional legislation, in a period called the Radical Reconstruction, extending from 1866-1877. The Fourteenth Amendment of 1868 guaranteed Blacks civil rights and equality before the law; the Fifteenth Amendment of 1870 mandated racially impartial voting rights; the Civil Rights Act of 1875 banned racial segregation. The Freedmen’s Bureau, whose powers were expanded by Congress, assisted former slaves to assert their rights. Severa l former slaves held legislative office, and entered the Congress, the Senate and the judiciary. Equal civil and political rights for African-Americans were ensured by such constitutional reforms. Former slaves succeeded in obtaining small family plots and a share in revenue through sharecropping. Socially, the African-Americans could now enjoy public conveniences, legalize their marriages and obtain educations. Radical Reconstruction struck a blow against racial discrimination, and laid the foundation for social integration of African Americans. With the election of 1876, and the Democratic dominance of Congress, the Reconstruction came to an end. 5. Explain the course of the Spanish-American War. (Page 663) The Spanish-American War was the offshoot of American expansionism, ignited by rising nationalist sentiment, and the doctrine of ‘Manifest Destiny’: it was the ‘duty’ of the ‘superior’ Anglo-Saxon race to spread Christian and Democratic va lues to ‘backward’ people. The war originated in the Cuban struggle for independence from Spain that began in 1895. American public sympathy for the Cuban revolutionaries was exacerbated by the ‘yellow press’, reporting atrocities committed by the Spanish on civilians. American investments in Cuba, and the perception of the strategic importance of the island in Central America, led President McKinley to dispatch the battleship USS Maine to Havana, to pressurize Spain. The mysterious explosion of the Maine in February 1898, with the loss of nearly 270 lives, was attributed to Spain. When Spain rejected American demands for a cease-fire and Cuban independence, McKinley declared war on Spain in April 1898. â€Å"The splendid little war,† (Foner, 663), to quote Secretary of State John Hay, resulted in only 400 American casualties and ended in four months. On May 1, the Spanish fleet was destroyed by the American navy under Admiral George Dewey at Manila Bay in the Philippines. The charge at San Juan Hill, outside Santiago, was highlighted by the popular press, which made Theodore Roosevelt a national hero. American troops landed in Cuba after another naval victory in July. American victory was declared in August. Contrary to its pre-war statements, America set to acquire an overseas empire. Under the following peace treaty, Cuba became an American Protectorate under the Platt Amendment of 1902, and

Personal Statement Essay Example | Topics and Well Written Essays - 500 words - 27

Personal Statement - Essay Example My interest in law stems from the fact the law seems to be a living, breathing, and ever evolving part of human life and our ever changing society. Laws of the past often get amended and rewritten in order to fit better into the needs of the new generation. Such examples can be seen in the way that our laws have changed pertaining to immigration, capital punishment, and even medical law related concerns. I saw these examples come to life as I participated in the Global Youth Leader Conference in the US. Cases such as the hugely controversial MegaUpload shutdown have gotten me to thinking about how our international laws become muddled by the advent of the internet and country laws are no longer limited to simply their home country for enforcement. This is a judicial controversy that I have frowned upon for some time now as I believe it shows the lack of respect on the part of international law enforcement for the individuals who are citizens of autonomous countries. Aside from an interest in technology related judicial questions, I am also quite interested in fighting for the human rights of those who cannot speak for themselves. People such as Terri Schiavo have served as an inspiration to me in terms of the legal question of the right to die. She had lived a long, but suffering life filled with artificial methods of prolonging life while our judicial system played God and decided who had the right to order her death or if that was the proper action to take. The legal questions within the 11 court cases pertaining to the aforementioned case has always fascinated me and I have always wanted to have an opportunity to study the case on a more scrutinized basis and hopefully, help to repeal â€Å"Terris Law† as it allows the government too much power to decide in what should always remain a personal, family matter. Throughout my life, my legal mind has been influenced by the work

Rizals life Essay Example for Free

Rizals life Essay Home, church, and school are the three important pillars that shaped Rizal’s identity as the voice and prophet of the Filipino people and his advocacy that unity equates to prosperity. b. Summary Rizal’s identity was shaped in his home, at school and at the church. These institutions gave long-lasting impression and influence to him. Rizal’s mother helped him to read, write, and express his emotions through poetry. The school at Binan gave Rizal his first formal schooling, shaped his character, and formed his habits. The church, on the other hand, shaped Rizal’s philosophy of life, moral philosophy, question of choice and manner of ethics. All these three institutions are the core to Rizal’s advocacy that unity is the strongest link that binds people together in building a great nation. Rizal is the dominant voice in our history not only because of the things said above but also because he was the first to put his own advice into practice. Because of his preference to choosing the ethical side of life over his personal freedom, he had to face the firing squad at the Luneta. c. Reactions or Comments The article, for me, brings out the nationalist inside of me. It makes me want to do more for my country and for my countrymen. It also made me realize that Rizal’s life was also a tough life for him to go through. My eyes were gradually opened to the fact that Rizal was just like any Filipino child, but I guess his only difference from other Filipino children is that he lived every lessons and insights that he had learned from his parents, from his school, and from their church. He chose the ethical side of life over his freedom. He had given so many advices to his fellow Filipinos because, I think, he believed that his countrymen will be able to live those things. He always gave emphasis on unity in most of his works because he firmly believes that unity is the most important factor in saving people from foreign disturbances and in facing any national problem. A statement of Rizal was cited on the article by the author. The statement goes, â€Å"Law knows no color of skin, nor does reason differentiate between nostrils. † I think what Rizal is trying to say here is that we shouldn’t be ashamed of who we are or what we have or how we look because everything is equal in the eyes of justice. We should fight for our freedom because it is in freedom that the people are led to security and prosperity. Indeed, the content of the article really had an impact on me. The article was nicely done and was easy to understand. Because of this article, I finally realized that Rizal’s works and thoughts are not only for his time but also for ours.

Interview with a Social Service Manager Essay -- Interview Essays

It is Friday afternoon and I am walking from the bus station towards Dunkin Donuts to meet Regina Borden, the program coordinator of healthy family services of the Catholic Charity. I see white Toyota pulling up in front of me. Behind the steering wheel I see women in her fifties waiving her hand on me very warmly. I new it is her, Regina Borden, the person I am waiting for. Quite short, thin lady with a blond curly hair got out of the car. She walks towards me and shakes my hand. " I could have invited you to my office, but actually I manage three organizations, so I have three offices, and I exactly didn't know in which one I would be this afternoon, so I thought it would be the best just to meet you here. Is that ok?" said Borden. We walked into Dunkin Donuts and ordered two cups of tea. Borden seemed very indecisive in picking up the table where to sit. She seemed to look for the right one, the one with the right energy, the most comfortable one for both of us. As soon as we set down she apologizes for wearing such a casual dress with an explanation that she mostly works on the road, so she tries to stay comfortable at all the time. After her first, elegant sip of tea Borden told me about two other organizations she manages. Except working as a program coordinator of healthy family services, she is also a coordinator for a home based parenting literacy program as well as a yoga instructor in a healthy club. Borden, who has a master in psychology says. "I have always known what I want to do already at the university, where I was involved in many activities like assisting professors with a psychology researches, or assisting private psychologists in the hospitals" She characterizes herself a... ... After she says more seriously that she would like to see more money for the program and have better resources. She is also planning to have her own program with her own alternative ways. At the end I was curious how she reveals all the stress that she has to deal with many times. Borden looked at me with her deep eyes and says with her calming quiet voice. "I practice yoga and I also reveal my stress throughout the art therapy, which I also practice at home with my children as well." It is 9 pm and Borden is ready to go for another meeting. She gently throws away her empty cup from tea and holds the door for me to get outside. We shake our hands and Borden is slowly walking back towards her car. Before she opens the car door she turns and with an honest smile on her face says: " If you want to I would give you a ride back to the bus station."

Obesity and Dove Company

Case Study : Dove in global market. ‘We want to challenge the definition of beauty. We believe the beauty have become too narrow in definition. We want to defy the stereotype that only young, blond and tall are beautiful’ (Phillippe Harousseau, Dove’s Marketing Director) Dove profoundly runs their CFRB (Campaign For Real Beauty) over the world, whereby they choose to use real women, which define as non-setting up of image, or original natural beauty and use in the campaign advertisement, focus on cultural issue, US receive great feedback from the public, company believe US market are growth matured since consumer are able to take words easily, for an example, Dove recent advertisement in US, as below, The company design the advertisement in the sense of alternative, it’s consider a strategy to target female market, according to research which conducted by Dove Company (U. S. Obesity Trends, 2009), overweight and obesity problem is still slightly increasing every years, Dove define it as a good market opportunity, in order to fit into the market, campaign like ‘Stand for something big and deliver it’ actually running in United State, the main purpose is to telling their consumer, do not concern able the problem of overweight, do not hide, Dove are here to tell audience, they are beautiful because they are not pretend to be beautiful. Finally, the concept of the whole campaign by revealing the problem, get a very good respond from the public, Dove acting as personal caring to everyone, and prospectors are thinking Dove is stand on consumer side, feel and understand their problem, PR department does evaluated while post-event stage, generally Dove company concluded aiming obesity population will typically increasing their sale. The problem of translation and expression is still occur from years 2005-2008, advertisement below, European country opinion toward freckled skin do not receive pretty much positive value upon itself, the advertisement in the testing stage actually using the word freckled instead of flawed, but some kind of rejection appear on the market, PR and in-house agency for Dove company immediately conduct a focus group on differences country, they found out, the word ‘freckled’ ndirectly offending women who face the problem, instant consideration given to the translator to actually look for a suitable word to replace ‘freckled’, and finally came out with ‘flawed’, post-event group survey the market opinion, the campaign achieve higher value in the view of their perspective buyer, public think the word ‘flaw’ is acceptable because the word ‘freckled’ can indirect define as a illness for skin, but ‘flawed’ is still r epresent a healthy status compare to the previous word choice. Western and eastern country contain hundred and eighties degree of different upon cultural value, Dove Company realize the same event running in US can’t be apply in Japan, 2 factors affected the trend, one is the general opinion and stereotype on judging beauty for women is totally different, secondly, Japanese education is typically different in sense of how they can think as open as European does, other than that, media selection play important rule because Japan is developed and advance in technological device, population density is higher compare to US, meanwhile the accessibility must be as high as possible, CFRB event declined at Japan while the testing stage is running at years 2005 to 2006, local advertising agency Ogilvy & Mather ASIA Pacific adapting to the Japanese lifestyle, and came out with a event so call ‘ACTIVATION’ at September 2008 (Creative Director David Morgan, 2009), due to the existing problem, Japanese do not agree on voting or judging in some weakness point that clearly can be seen or tangibility, like freckled skin, or overweight problem, so ‘ACTIVATION’ is some kind of education base to telling viewer, think carefully, revealing is not a problem, Activate and generate your mind in no time! As a result, this event is still running in Japan, and it’s receiving a positive feedback from the public, and the concept of original beauty is still delivered successfully. Promotion part, Dove have more than 50 types of product launched in the market, several context and competition running in those country where Dove is able to reach the market, Malaysia promotion focus on convenience and discount or even free gift to attract buyers, and it’s work, sales is increasing, but same method failed in another country, Japan. Beside of education aspect, behavior or I’ll define it as psychological interfere issue, advisor from in-house expert, PR conjunction with psychiatrist, expert group believe the Japan market prototype ‘free’ as ‘no quality’, Dove company work with legal advisor in order to find out the principle for Japanese’s prototyping, Dove decided to evolutes the concept of free gift as complementary base of promotion, but they start focus on re-value or reposition the brand image into something slightly above the cost, but perfect value and quality, even though this promotion did not achieve highest climate of profit, but it is good enough to create awareness and enable consumer to differentiate Dove with competitor, due to the price set is clearly can be seen. Dove using standardization on running their campaign worldwide, but some facts have to bring in on how they standardize everything worldwide, difficulty on controlling everything is still one of the issue Dove company concern about, Dove company held the main official website at US, because Dove headquarter is locate in USA, sub ordinary company will refer changes on what does the headquarter will do, and what their plan will run worldwide, referring to this, management style for Dove company using centralization whereby headquarter will control organization management so it can consistence with the objective set by headquarter, but decentralization applicable for sub quarter so concept of adapting to local market helps to reach the market goal. The point briefly discuss on history, is because in the 20s century, Dove company face problem on management style for Dove soap and other product do not contain similar image, misleading consumer on Dove is a common product that look alike with others competitors, that period of time, consumer lack of ability to differentiate what is the uniqueness between Dove and competitor, Dove came out with a campaign that changed their destiny, ‘Dove Campaign For Real Beauty’ conducted at the years of 2004, at 1st running in US and Canada, where they receive high value of support from the public, Dove company decided to run the campaign for real beauty worldwide with the same kind of concept, no doubt, it work everywhere, slightly changes like language in the advertisement, color and level of women body disclosure still bothering creative team to come out with campaign without insulting talented buyer, but the main point focus on organization management style, Dove company using o ne kind of concept running in worldwide market successfully influence the market whereby information overload will never apply for buyer, consumer realize only one identity can be seen from Dove, which is real beauty, by using Dove product, you are one of them. For an example, Dove company headquarter in US have the strongest controlling power to communicate with others sub-corporation so sub-corporation will follow their plan to held any event, Phillippe Harousseau, creative director of Dove company in US, said that, challenging women basic perception require a consistency of strategy flow to exactly reinforce audience mind, once perception toward a brand, product or services consistence with the management style, it’s easier for them create a creative event which define the uniqueness of the product, eventually if the event will running worldwide. Appendix Article for Dove Company Its just some basic idea how does Dove Company discuss on the concept, article below observe discussion on ‘The Women’ as principle to running any campaign. Advertiser cash flows to indie film projects Business | Lorenza Munoz | June 1, 2007 Advertisers have long linked up with Hollywood by placing their products within films or trotting out stars as their official sponsors. But some companies are now going a step further, investing directly in movie productions in the hopes of striking even deeper connections with film audiences. In what could be the latest trend in the financing of independent films, Unilever brand Dove has agreed to invest $3 million — about one-fifth of the budget — into â€Å"The Women,† the first theatrical movie by Diane English, the creative force behind the hit television series â€Å"Murphy Brown. Dove look is real, but does it inspire? Entertainment | Robin Givhan | August 23, 2005 Popular culture is in a tizzy of a debate over the female physique and the way in which it is depicted. Much has been written about the broad concept of beauty and its role in cultural politics, but the current conversation has narrowed the focus, from the woman as a whole to her individual parts: thighs, rear end and stomach. Comparison Eastern and Western Print Ads Western Eastern †¢Level of disclosure is different. †¢Word Choice is different. †¢Different in women portrayals. (Sexy vs Beauty) Reference: DOVE online references †¢Pathamisra, ‘Dove Final Presentation’, Slide shows, retrieved from http://www. slideshare. et/parthamisra/dove-final-presentation-presentation, August 2, 2009. †¢Authen Bill. ‘U. S. Obensity Trend’, articles, retrieved from http://www. cdc. gov/obesity/data/trends. html, August 2, 2009. †¢Dove Pro-Age: ‘Activation’, Slide Show, http://www. colo ribus. com/adsarchive/prints/dove-cream-products-activation-275559/, August 2, 2009. Printed resources †¢McGraw. Hill, Contemporary Advertising Tenth Edition, ‘Chapter Summary’ page 263, August 2, 2009. †¢McGraw. Hill, Contemporary Advertising Tenth Edition, ‘The Important of Relationship’ page 242, August 2, 2009. †¢Paul. J Argenti, Corporate Advertising Fourth Edition, ‘Centralization and Decentralization’ page 183, August 2, 2009.

My Leadership Practices and Future Essay

This following will outline my personal leadership practices and potential future leadership. To analyze my leadership qualities I will use the Seven Habits Profile and a leadership theory to determine my strengths, weaknesses, and areas of opportunity for improvement. In conclusion, I will determine the best recommendations for long-term improvement as well as SMART goals, or short-term courses of action, for leadership improvement. Seven Habits Profile The Seven Habits Profile revealed that I rank as outstanding in two categories, very good in six categories, and good in just one category. This seems to highlight what I am most exemplary at in terms of leadership, what I am just proficient at, and what presents itself as an opportunity for improvement. The main two strengths include having a work-life balance and being a proactive problem solver. An area of opportunity as indicated by the profile would be having the ability to synergize which is a combination of seeking the views of others and making creative decisions. The two strengths point to qualities I have constantly tried to improve upon. Earlier in my career, I was a bit of a workaholic and tended to bring work home with me. This resulted in a dismal personal life which eventually permeated negativity into my professional life as well. In light of that, over the years I have created rules for myself to remedy that initial error and in doing so this has become one of my str engths. My other strength, being proactive, stems from the lack of this quality in my current career field. More often than not it is more imperative to be reactive in my line of work.  To set myself above the rest I decided early on in my career to work on being both, as being reactive is just as important as being proactive in order to prevent conflict and deal with one once it has arisen. The category in which I rated as only good, or a possible opportunity for improvement, is synergize. I believe I scored myself low in two out of three categories because it has been an incredible weakness in the past and one I have been working on for quite some time. While I have significantly improved in this area I continually work on this factor of working better with people by seeking their input. In doing so, I rate myself harshly on this aspect, despite the progress I have made, because I am not as competent as I would like to be. My Leadership Practices Over the course of my career, I have tried to model various leadership behaviors based upon successful leaders that I have worked with or for. This has led me to incorporate different styles into my own. Considering my current leadership strengths and how I view successful leaders I will use a servant leadership theory to analyze my own competencies. Servant leaders have 9 different aspects comprised of: emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, behaving ethically, relationships, and servanthood (Boone & Makhani, 2005, pg. 86). The aspects of a servant leader are those that I personally value and identify with. In addition to this, it is my belief that servant leaders, because they are people oriented, are more effective in a variety of environments and situations. My Leadership Strengths In accordance with the servant leadership theory I have three main strengths that I employ in my leadership practices. The first recognized strength is my ability to develop strong working relationships with employees. This strength is best demonstrated in my practice of getting to know all of the employees on a personal basis and caring about their professional and personal lives by showing interest every day. This aspect of leadership requires a considerable amount of listening on my part and therefore assists in fostering clear communication and trust between me and the employees. According to Boone & Makhani (2005), â€Å"A vital prerequisite to servant  leadership is credibility, which is the foundation of leadership. People must believe in their leaders and know that they are worthy of trust† (Boone & Makhani, 2005, pg. 85). This establishment of trust, fostered through caring and building a sense of community within the team, lays the groundwork to being viewed as a competent leader that employees will follow with enthusiasm. In conjunction with my first strength, my second strength has been identified as the capacity to help subordinates grow and develop within their career. I have demonstrated this by mentoring employees. This has included helping them grow within their current position as well as aiding them in moving up from their current level within the organization. This aid is often in the form of teaching, listening, and giving them my insight to what I have observed within the organization in concern to both reviews of work and job promotions. Development of employees has to be a quality that is purposefully demonstrated consistently and not just when an employee asks for help. This requires a regular effort on the part of the leader of a team. In order to help an employee in this aspect a lea der has to know employees on a basic fundamental level. The leadership practice of aiding in an employees’ career growth cannot be effectively engaged without the insight gained by the understanding and communication gained through the aforementioned practice of getting to know your employees. Developing the people in your workforce builds skills and confidence and in turn increases and maintains a high level on morale. Along with caring about employees through getting to know them it is imperative that a leader show they care about the person and their future. Consistent with Hamilton & Nord as cited by Caldwell, Dixon, Floyd, Chaudoin, Post, & Cheakas (2012), servant leadership has been defined as ‘‘providing leadership that focuses on the good of those who are being led and those whom the organization serves’’ (Hamilton & Nord as cited in Caldwell, Dixon, Floyd, Chaudoin, Post, & Cheakas, 2012, pg. 180). Assisting an employee up through the career ladder demonstrates that the leader cares about each emp loyee’s future both on a personal and professional level. The third strength I have identified in my leadership practices, conducting myself ethically as a leader, relates to the first two strengths. I have established this strength by holding myself visibly to a higher standard than the organization I work for requires of me. This often involves a great amount of transparency with my work  processes and what decisions I make. I conduct myself in a manner that is viewed as beyond reproach. In addition to setting an appropriate example for employees behaving ethically allows trust to be established. If a decision or action were ever called into question my openness on honesty in matters would quickly dispel any thought of impropriety on my part. If a leader failed to obey the rules, no amount of caring, communication, or helping associates would build a sense of trust from the followers’ point of view. According to Parris and Peachey (2013) , â€Å"Whereas other leadership theories are traditionally defined only by what the leader does, servant leaders are defined by their character and by demonstrating their complete commitment to serve others† (Parris & Peachey, 2013, pg. 379). A leader’s style and effectiveness are defined by one’s character and is therefore defined by their actions and the ethics that govern their actions. My Leadership Weaknesses I have three main areas of opportunity for improvement in my leadership practices. While they are not complete deficiencies, or lacking, they require development to form a balanced leadership approach. My first weakness is a lacking of showing thoughtfulness or understanding with subordinates personal concerns. While this is not always the case, when I fail at this point is often because I am putting the organization first and failing to completely listen to an employee’s point of view concerning a specific subject matter. This often occurs when an associate is upset about a new organizational policy. Because I do not adequately listen to the associate’s point of view I fail in showing understanding and simply state to the employee that the policy must be followed. While this in an infrequent occurrence, when it does transpire it often leaves the employee to feel that I do not care about them and they in turn give the impression that they would be reluctant to come to m e with other issues that I could assist with. These perceptions degrade lines of communication and trust to an extent that negatively impacts how I may viewed as a leader and how my subordinates may, or may not, perform while working with me. The second leadership weakness I have pinpointed is that in certain situations I do not put employees first. When a new or big project is to be completed I do not always seek input from subordinates because of time constraints. In all  actuality their viewpoints on how these projects are to be done would likely decrease the time needed to accomplish the task. However, when I failed at seeking their input only my ideas are carried out, which may not be the most efficient way, and the employees feel that their views do not matter which fails to motivate or inspire fast and effectual performance. Therefore this failure leads to a demoralized team that negatively impacts not only the current project but future tasks as well. My third weakness as a leader is that I fail to empower subordinates concerning specific kinds of tasks on a consistent basis. This occurrence is typically the result of performance constraints on my end leading me to not help employees by showing them how to complete certain tasks. Instead I often do these tasks on my own so that I know they are done right and in a timely manner. By not always allowing employees to do these tasks, or helping them improve on these tasks they do not get a chance to grow within their position by mastering certain aspects of their job. This causes friction between me and employees as they perceive my actions to be a lack of trust or faith in their abilities. This weakness, like the first two, also contributes to a decrease in morale because the employees question my judgment or because they lack confidence in their abilities because I doubted them. Recommendations for Leadership Development To address my weaknesses, it is necessary to alter my leadership practices to be more congruent with the servant leadership style. All following recommendations for changes in my leadership practices will be a move toward a more complete servant leadership style. â€Å"Servant leadership differs from other models of leadership in that it focuses on leaders meeting the needs of followers, in that, if followers are treated as ends in themselves, rather than means to an end, they will reach their potential and so perform optimally. Such an approach is found when leaders respect, value and motivate those who follow them† (McCrimmon as cited by Waterman, 2011, pg. 25). The first recommendation will be to take the time to listen to employees regardless of the situation. This will require that I use the listening skills I have developed in all situations, especially in the types of situations I have consistently failed. This remedy will prevent the decay in trust and communication th at not understanding subordinates personal concerns often causes. This increased thoughtfulness in all matters on my  part will foster improved teamwork between myself and the team instead of hindering performance with decreased morale caused misunderstandings. The second recommendation change to my leadership practices is to seek input from employees on all tasks that involve them. A change in the practice would seek to prevent employees from feeling disenfranchised by having to complete work as dictated to them rather than doing tasks in a manner in which they believe is best for the work style that will still end with the same desired result. This change will garner an increased enthusiasm in daily task as well as the larger goals by giving employees a sense of ownership in their work. Gaining input and insight into how things are done will also add the possibility of increased efficiency and expediency in daily tasks by giving control to task experts who perform these regularly and have insight on how to improve. The increased performance coupled with an increased sense of trust will also seek to increase and maintain a healthy level of employee morale. The third recommended improvement to my leadership practices will be to challenge employees with new types of tasks and grow their skill sets to build performance, enthusiasm, and job satisfaction. When giving employees new challenges I also need follow up during and after their tasks to give constructive criticism and offer additional training if indicated. This alteration to my current practices will also prevent the erosion in trust my seemingly lack of faith in the past has had on employees and the team. This change to my practices will lead to greater employee skill set development and an added confidence within team members. SMART Goals To hasten my leadership development in a measurable method I am setting two SMART goals to accomplish within the next two weeks. The first goal is to set aside time to talk with each employee to ascertain what short and long term goals they have within the organization. I will also discuss with them what skill sets they believe they lack that is preventing them from moving to the next level. I will then assign tasks to each employee that seeks to build the desired skill set of each person. I will monitor their progress and give feedback as necessary. At the end of the two week period I will follow up again with each employee to ask them what they thought about the process, if they learned anything from doing new activities, and what, if  any, new tasks or skills they would like to learn or hone to further their career goals. The second goal will be to hold small team meetings, or huddles as we call them in the organization I work for, and gain the opinions and insights from employees on current changes within the organizations. I will guide the meetings and help employees choose how certain objectives will be met and how they might influence accomplishing long-term goals. Within reason, I will set into motion the employees plans and suggestions. At the end of the two week period I will again hold a series of huddles to discuss our accomplishments based upon the changes the employees have planned and further adjustments we could make to improve processes to these changes. I am optimistic that through the accomplishment of these two goals employees will feel more involved and valued within the organization. These immediate changes will also seek to build trust within my leadership and the organization. This improvement will further open up the lines of communication and reestablish a better sense of teamwork, as I will also be seen as part of the team in addition to its leader. These achievements will boost performance for both long and short-term objectives while increasing the teams’ morale. References Boone, L. W., & Makhani, S. (2012). Five Necessary Attitudes of a Servant Leader. Review Of Business, 33(1), 83-96. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=86286635&site=ehost-live&scope=site Caldwell, C., Dixon, R., Floyd, L., Chaudoin, J., Post, J., & Cheokas, G. (2012). Transformative Leadership: Achieving Unparalleled Excellence. Journal Of Business Ethics, 109(2), 175-187. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=78333229&site=ehost-live&scope=site Parris, D., & Peachey, J. (2013). A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts. Journal Of Business Ethics, 113(3), 377-393. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=87015717&site=ehost-live&scope=site Waterman, H. (2011). P rinciples of ‘servant leadership’ and how they can

Free Essays on Experience The Best--Office XP

Experience the Best- Office XP Office XP vs. Office 2000 Comparison Test In the modern world, as the technology becomes more and more affective to people’s lives, human race’s relationship with computer is closer and closer. And some software is even bigger and better than ever. Sparked up Windows XP already made an evolutionary huge impact to the computer users and gave them the best experience ever. However, Office XP seemed came out quietly and inferiorly to the market. As usual, Microsoft Office XP provides the ultimate set of business tool to users. Microsoft Office XP includes Word 2002, Excel 2002, Access 2002, PowerPoint 2002, and several other programs, such as Outlook, FrontPage and Publisher. Each of the applications and utilities included in the package can be used separately or they can be used together to produce professional looking documents. On the surface, Office XP is not a radically different suite than Office 2000. Visual enhancements have been kept to a subdued minimum. Customers start to question, â€Å"is i t really worth to upgrade Office 2000 to Office XP?† In this study, by conducting these two applications, Office XP and Office 2000 together, the main goal is to identify which application offers the greatest productivity advantages when used to complete everyday word processing, spreadsheet, presentation and email tasks. Defining the productivity as shorter time to complete tasks, and the number of tasks successfully completed within a given time. First is to compare the starting speed for each application. It’s the simplest test, but with most of users concern, and is symbolized it by showing the status by chat and table. From the numbers that shows in each category, except the E-Mail program- outlook 2000 and Outlook XP are equivalent, Office XP dominates all the other components from Office 2000. Word 2000 3.4 Excel 2000 3.7 Access 2000 3.7 PPt 2000 3.5 Outlook 2000 3.3 Word XP ... Free Essays on Experience The Best--Office XP Free Essays on Experience The BestOffice XP Experience the Best- Office XP Office XP vs. Office 2000 Comparison Test In the modern world, as the technology becomes more and more affective to people’s lives, human race’s relationship with computer is closer and closer. And some software is even bigger and better than ever. Sparked up Windows XP already made an evolutionary huge impact to the computer users and gave them the best experience ever. However, Office XP seemed came out quietly and inferiorly to the market. As usual, Microsoft Office XP provides the ultimate set of business tool to users. Microsoft Office XP includes Word 2002, Excel 2002, Access 2002, PowerPoint 2002, and several other programs, such as Outlook, FrontPage and Publisher. Each of the applications and utilities included in the package can be used separately or they can be used together to produce professional looking documents. On the surface, Office XP is not a radically different suite than Office 2000. Visual enhancements have been kept to a subdued minimum. Customers start to question, â€Å"is i t really worth to upgrade Office 2000 to Office XP?† In this study, by conducting these two applications, Office XP and Office 2000 together, the main goal is to identify which application offers the greatest productivity advantages when used to complete everyday word processing, spreadsheet, presentation and email tasks. Defining the productivity as shorter time to complete tasks, and the number of tasks successfully completed within a given time. First is to compare the starting speed for each application. It’s the simplest test, but with most of users concern, and is symbolized it by showing the status by chat and table. From the numbers that shows in each category, except the E-Mail program- outlook 2000 and Outlook XP are equivalent, Office XP dominates all the other components from Office 2000. Word 2000 3.4 Excel 2000 3.7 Access 2000 3.7 PPt 2000 3.5 Outlook 2000 3.3 Word XP ...

Summary Assignment Example | Topics and Well Written Essays - 750 words - 5

Summary - Assignment Example Despite being poor in economies of scale, the firm has managed to post the highest profit with no harm to the phone brand. The general core competences of Apple are based on focus on people and their spending patterns. Others include development of operating system, graphical software, innovative technological design and the display system. However, specific iPhone core competences are on their operating system, high quality imaging applications, high resolution displays, innovative design, strong supplier market and multi-tasking ability of one phone. Despite many successes that Apple has witnessed, it still faces a number of threats such as the death of Steve Jobs, the HP slate, Google Chrome OS, its lawsuits, Microsoft’s smartphones and the increase Android rise. The mobile phone device has in the recent past to date emerged as the fast paced technology and a basic requirement in America irrespective of the fact that not many people were attracted to it when it was first rolled out in the year 1982. This was triggered by its high price and the bulkiness of the initial models. However, it has become one of the mostly widely accepted technologies all over the world. We have also emerged with a new idea of creating iPhone which was triggered by multitasking ability. This is to be in favor of generation Y is the most technologically savvy. Developing a see-through cell phone will provide a great incentive to multitasking aspect of an iPhone in such a way that one can text and walk at the same time with minimal distraction. Such a model can be viewed in http://futuristicnews.com/iphone-5-commercial-concept/. Students at Penn University conducted a study which proved that the cell phone company was in the early mature stage as result of competition from smartphone firms. The main concern for Apple is how it will protect its market share while at the same time generating high revenue. Apple

Rise and Fall of the Qin Dynasty Essay Example | Topics and Well Written Essays - 1750 words

Rise and Fall of the Qin Dynasty - Essay Example In 225, the King of Wei surrendered where all of his territories were annexed to Qin dynasty. It was followed by the defeat of the Kingdom of Chu in 223 BC where its King was eventually killed and its General committed suicide. A year later, the Yan territory was taken until finally in 221, the last King of other warring states was captured with the seizure of the King of Qi (Portal 32-35). For the first time, ancient China was unified under a single leadership with Qin Shi Huang at the helm declaring himself as the first emperor of China (Portal 32-35). Qin dynasty’s rose to prominence as the first dynasty to unify China is a huge achievement considering that it started from a humble beginning. Qin dynasty begun when the last heir of the Zhou dynasty gave land to one of its Dukes, Duke Zhuang which enabled the Qins to start as one of ancient China’s vassal lords. Later, the small land granted by the Zhou dynasty expanded when Duke Zhuang’s son embarked on expans ionary quest that eventually established the State of Qin (Yu 15). The Qin dynasty’s reign however was short lived lasting only for 15 years from 221 until 207 BC. Despite this short period of Qin dynasty’s existence, it left a lasting legacy in China that even its name as a country was derived from this dynasty. Unification of China In 221 AD, the Qin dynasty through the leadership of Qin Shi Huang finally emerged as the victor during the period of warring states through its superior and fierce military. Immediately after its victory Qin Shi Huang installed himself as the first emperor of China which unified China under one ruler for the first time. Qin Shi Huang first directive as the emperor of China was to initiate reforms such as the improvement of the administration of its bureaucracy with the establishment of shi bureaucracy where educated bureaucrats were tasked to administer the various functions of the regime. The nature of military also changed when the vass al warriors under the former warring monarchs eventually faded in significance when they were replaced by the conscription of peasants who were previously imprisoned. Implementation of Reforms The reforms initiated by the Qin dynasty yielded to the increase of collection of funds and this afforded the regime to improve its military capability by building the size of the army and further improve the technology of its weapons. This increased military capability provided the Qin dynasty the advantage to defeat other kingdoms during the period of warring states and eventually unified it to make it the China that we know today. The Legalist Sanction One of the systems employed by the Qin dynasty that made it an effective state and perhaps even became precursor of the present idea of nation state is the use of legalist sanction. Legalist sanction was the basis of the despotic regime of Qin dynasty. This legalist thought was founded by Shang Yang who espoused that people should be subservi ent to the state but the state must also be ruled by law without exemption that even its rulers are subjected to it (Yu 80). Following this absolutist principle, the Qin dynasty believed that it is the foremost duty of any leader to increase the power and wealth of the state. Legalist sanction also imposes that for a state to be orderly it has to employ strict laws to create social stability. The legalist sanction w

Role of the media in U.S Essay Example | Topics and Well Written Essays - 500 words

Role of the media in U.S - Essay Example The responsibility of the media is to inform the public regarding the candidate’s stance on policy but exclusive, personal interviews are allocated to journalists who are viewed by the candidate as non-confrontational and non-threatening. Because of this, the media, again, becomes the unwitting instrument of its source. The unfortunate economic truth is that the journalist who gets the story keeps their job while the one with integrity, who won’t compromise their ethics by pandering to the politician but does not get the story does not receive a paycheck for long, at least in this profession. Another financial reality is that media organizations â€Å"cannot afford to have reporters and cameras at all locations and so economics dictates that they concentrate their resources where significant news often occurs† (Chomsky, 1989: 18). The media also utilizes corporations and trade groups to provide stories because they are considered credible sources due to their pre stige and status. The government and corporations alike exert much time and effort to accommodate the media so as to sustain their status as primary sources.

Pancreatitis and Peptic Ulcer Essay Example | Topics and Well Written Essays - 250 words

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Architectural Design Proposal of Reading Space

Architectural Design Proposal of Reading Space 3.1 Historical Purpose Context If we surmise that temporary architecture is, essentially, something that is not permanent, then in one form or another as stated it has existed since antiquity, with examples traced from prehistoric wooden huts and shelters, through medieval stage sets, circuses and world fairs, to the mobile home and post-war pre-fabs, and wartime and disaster relief. Interestingly, as early as 58 B.C.E in ancient Rome, such architecture functioned as a form of revolution ancient Romans circumventing governmental opposition to permanent amphitheatres by building temporary versions with the Metropolitan Museum of Art noting that despite their impermanent nature, this architecture was a rich celebration and an expression of anti-establishment ideals. Together with other classical forms, a revival of temporary architecture was also particularly prevalent during the Renaissance; civic groups would welcome King Henry II of France to their cities with festivals showcasing the best and most elaborate in temporary design of the time, such as the specifically commissioned Fountain de Innocents (1550) a collaboration between architect Pierre Lescot and sculptor Jean Goujan. As the University of Torontos Professor of Art History, Christy Anderson, notes: for designers and architects of the Renaissance  the ephemeral nature of the installations lent themselves to design innovations believed to be too unconventional or extravagant for lasting architecture [and] afforded the opportunity for experimentation. Such events were used as tantalising opportunities for the realisation of a new style, made real perhaps for a single day; the transient enjoyably consumed, creating a taste for the permanent. In contemporary architecture, we have become more familiar with the temporary as expressed at exhibitions and pavilions; Le Corbusier and Pierre Jeannerets LEspirit Nouveau Pavilion (1925), Mies van der Rohes Barcelona Pavilion (1929), and Alison and Peter Smithsons House of the Future for the Daily Mail Ideal Home Exhibition in London (1956) each showcasing their designers stimulating philosophies and ideas on the future of architecture, and advertising these compelling forms via memorable, provocative images. Moreover, these challenges to established or conventional approaches to design were yet further inflamed by Archigram, with mobile, inflatable or temporary projects albeit resigned to paper and remaining unbuilt during the 1960s and 70s. 3.2 Academic Discourse Urban Change However, it was the aftermath of the great recession in 2008, which crippled economies with the construction, architecture and engineering sectors arguably hit the hardest and the inevitable temporary suspension of many large-scale projects that ensued which elevated small-scale, bottom-up spatial interventions from niche to mainstream practice, and subsequently exposed them to more intense levels of critical review. Though this opened up possibilities to test scenarios and subvert preconceptions of what our cities should be like, giving architects and designers, often young, the opportunity to push the boundaries of architecture and [take] the city back into their own hands, as Cate St. Hill writes in her RIBA published book This is Temporary, very soon, and perhaps unavoidably, established companies found they could make use of these strategies too, evaporating [away] any freshness, writes Douglas Murphy in his article for the Architectural Review: The Pop-Up Problem. As a consequence, it has now become utterly commonplace for food drink, fashion or design retailers, for example, to make their inaugural entrance into any given city via a succession of trendy pop-ups before the proper shop opens. Though this could be considered fairly commonplace cool-chasing, it stems from the constant procedure of reducing risk: a temporary shop doesnt require payment for a full lease, and it also has an aura of edgy cool. These types of structure therefore offer us a corporate regurgitation of anti-corporate commerce. Importantly, and perhaps more pressingly, in academic and mainstream media discourse, more original spatial intervention projects, which featured smiling locals and were so often portrayed as joyous and likeable, have also since been subject to a considerable amount of criticism primarily contemplating if the actual impact of these projects is overestimated. Though proponents of the pop-up refer to the wider impact an intervention can have galvanising local communities to change the way their public spaces and buildings are used to the benefit of everyone in practice the actual effect remains limited to the most local scale, involving or reaching out to just a handful of locals. This is due, in part, to the perceived lack of scalability, as Ella Harris highlights in her article for The Guardian: the possibility of scaling up such projects, beyond their immediate surroundings, is often minimal due to the specific local conditions. Therefore, when addressing if temporary architecture can act as a catalyst for urban change in the context of this thesis, a catalyst for urban change relates to the ability of the project or intervention to have an impact on an area wider than its immediate surroundings, stimulating local inhabitants to actively seek to utilise public spaces for betterment of society, or to at least raise the question. 4.0  Formulating a Position 4.1 Understanding Current Trends Despite such criticism into the perceived overestimated effect or corporate commercialisation of temporary architecture projects, there are a plethora of younger architects and designers that are emerging as a new generation of a subversive, socially-minded practices, each combatting these concerns by inspiring new definitions of architecture not just in terms of the physical structure, but in the process of creating them. These practices all share a concern for engaging people and enriching local communities, and their projects are well-considered and endowing ways to create animated, deeply-rooted places in the neglected, disused and sometimes inaccessible parts of a city. Therefore, before attempting to formulate my position within the field of temporary architecture, it was necessary to speak to a few of these firms in order to develop a more succinct, albeit limited, understanding of the temporary situation in this moment in time. Set up by Kevin Hayley and David Chambers in 2009, Aberrant Architecture is a London-based multidisciplinary studio and think-tank who create temporary structures backed up by rigorous research into the history of a place and the construction of whimsical narratives, inspired by the way contemporary lives are evolving, Kevin explains. Featuring projects from a tiny mobile theatre towed by a campervan, to an interactive instillation built in collaboration with local community groups, their work is playful, provocative and interactive. Interestingly, both Kevin and David agreed on the two most prominent driving forces between each of their projects specifically setting and reusability. First is the idea of historical heritage, or setting we always approach a project with attention to the history-we look to engage people, perhaps through participation events, in a way that connects them to a story or history, Kevin stresses, as it is this side of the projects which the public are increasingly embracing, and really enjoy. Also, and equally as importantly, is their desire for temporary projects to have a lasting effect: if something is there for three days or 30 years, does it matter? Surely its about measuring the effect it has on a community. However, though they both agreed that the actual physical thing is temporary but the activity or use should be very permanent, they also stressed that being able to reuse the structure was important if something stays in one place for a long time, weve found it can lose its appeal really quickly. With mobile structures, as soon as you move it to a different context it becomes new again. Contrastingly, Assemble a multidisciplinary collective founded in 2010 and comprised of 16 members each under the age of 30 champion a self-initiated style of building that engage communities in the making process, and rely on collaborative teamwork, as Amica Dall joyfully explained. Fascinatingly, Amica and Jane Hall revealed that this preference of such projects stems from a desire to involve the community in a more holistic way, as habitually, they only participate in a small part of the process of creation, [usually via consultation groups] and involvement often only starts after most of the more critical decisions have been made. Self-built projects such as the Granby Workshop in Liverpool, built in collaboration with local artists and craftspeople afford the chance for everyone involved to be part of the whole life of a project. By collectively working out how to make it possible in the first instance, having to fabricate them ourselves, and then living and working with the outcome whilst running the projects, this method allows them to understand the consequence of our design decisions. This approach to temporary architecture allows the physical structure to underscore some doubts in some areas and give confidence in others, affording a continuously evolving understanding of what a community needs. Ultimately, both Jane and Amica agreed that working with people and for people brings extraordinary opportunity to learn from them, to grow sensitive to new things, and most importantly, to find things you werent already looking for. 4.2 Addressing Systemic Societal Issues Undoubtedly then, pop-up architecture can offer something rare: design that is undiluted. Permanent, traditional architecture often needs to serve multiple purposes and changing surroundings the Shard, for example, is at once an office building, transit hub, hotel and retail space. Contrastingly, temporary architecture, as exemplified by Aberrant and Assemble, can advance a singular purpose and concentrate its impact. However, in completing further research, what also became evident, and highly significant, was that the singular purposes very rarely address some of the real-world systemic challenges we face in society, especially in major cities, with just a handful of examples responding to challenges like social inequality, youth unemployment or public health and wellbeing, for example. Moreover, in the few instances where projects do address such issues, services are regularly provided by unpaid, well-meaning volunteers instead of professionals, often filling the gaps left negligent (local) governments. With pop-up interventions providing services for free, local governments might well be pleased to see that they can get away with formerly expensive services. Further still, as Ella Harris writes for The Guardian, in celebrating these projects, are we simply distracting from the lack of structural public provision in these areas and worse still, normalising, even glorifying, its absence? 4.3 Formulating my position Therefore, as discussed, in conducting interviews with specialised practices, there were several reoccurring key themes which became immediately apparent, and naturally proved decisive in narrowing my research scope chiefly, involving the public in an aspect of building or completing the structure, and using a specific element(s) of a sites historical heritage as a way of engaging the public in a larger story. However, following further research, the noticeable lack of projects, events or constructs attempting to address some of the systemic societal issues we face in modern society and the possibility that even the minority that do may simply be masking the absence of appropriate structural public provisions in those areas was highlighted, again adding to a more refined research scope which could look at the possibility of using architecture to address one such challenge directly. As a consequence, formulating my position came as a direct result of twinning these two key themes, and attempting to address them simultaneously. Firstly, building forms expressive of context styles that embrace the environment they inhabit have always stimulated my interest, so in meeting Aberrant and Assemble and understanding that the uniqueness of a design can be found in the particular embedded in the lives, the people, and in the history of a city the first theme lay in a specific alchemy of Architecture; using the combination of distinctive physical, societal and/or cultural contexts to produce innovative, site-responsive design. The second, in identifying a lack of contemporary projects addressing real-world societal challenges, lay in endeavouring to understand if temporary architecture could be used to do just that, or to at least promote such issues into the public domain. The more defined scope for this thesis therefore became an investigation into if/how Temporary A rchitecture can act as a catalyst for urban change by specifically addressing real-world problems through a contextual approach to design. 5.0 Project narrative alchemy 5.1 City + Site Specific Investigations Embracing Aberrants view that temporary architecture projects can lose their appeal if they remain in one place for an extended period of time, and our joint view that such projects can, and should, be representative of, or embrace their local historical heritage, the decision was subsequently made for the project to move around a selection of sites in Canterbury with each site located in appropriate open public spaces, or pockets of disused, inactive, space to test the structures relative success in various locations (as outlined on the site locations map, left). Therefore, in order to conceive a design taking a combination of Canterburys distinctive historical, physical, societal and/or cultural contexts as its inspiration, studies were conducted into each of the prospective sites so that it could appropriate itself in each site, whilst also being representative of Canterburys heritage as a whole to produce a holistic theme for the project. Following these investigations, one overriding theme became immediately apparent Canterburys vast, enduring, and continuing affinity with literature. Throughout recent centuries, Canterbury has proved home to several authors, poets and playwrights, and the city has been an inspiration to the writers of English literature. Playwright Christopher Marlowe, after whom the Marlowe Theatre is named, was born in a house in St Georges Street, Canterbury in 1564, and despite being a contemporary of Shakespeare, was the most popular playwright of his day, and is often acknowledged as the Father of English drama. Furthermore, Charles Dickens also regularly visited Canterbury, and the protagonist of one of Dickens most loved novels, David Copperfield, has strong connections with the city. Canterbury is also incredibly famous for Geoffrey Chaucers Canterbury Tales collection, which have stood the test of time for more than 600 years and are known throughout the world. Additionally, the instantly recognisable Rupert Bear (which features in the Canterbury Heritage Museum), and Ian Flemmings James Bond book You Only Live Twice, were both conceived in Canterbury, whilst Flemmings Chitty Chitty Bang Bang was based on Canterburys colourful, local character, Count Zborowski. Moreover, Canterburys Buttermarket situated directly opposite the Cathedral entrance in the heart of Canterburys historical town for more than 800 years features in the wartime classic film A Canterbury Tale. In addition to current and historical contextual ties, it was also important to consider links which may have been lost especially those concerned with the built environment a collection of which are remembered in Paul Cramptons Canterburys Lost Heritage. In Canterbury, numerous buildings disappeared in the twentieth century a century, of course, of vast changes and technological progress. However, though the famous Blitz of Canterbury is one of the main tributaries of this, it has now been widely accepted that the City Councils ruthless post-bombing clearance policy accounted for many more properties than the Luftwaffe, as the city fathers were seduced by the ideas of Corbusier and the contemporary styles exhibited at the Festival of Britain. Interestingly, though there was no special reason why they should disappear one of the most lost building typologies was Schools (and School Buildings). Demolished, with the site sold for other uses such as the Simon Langton Boys School which occupied the current Whitefriars site in 1959 or in more recent years, closed and amalgamated with adjacent schools the majority of Canterburys principal Schools are now located on the outskirts of the city. This prompted teachers like Frances Bingham to initiate her own one-room schoolhouse, which has since been converted into a family home. Teaching children from the ages of 4-10, Frances taught 32 students over a period of 6 years in Canterbury, achieving the same results as students who were educated in separate classrooms, with some of her students going on to become lawyers, engineers, teachers and nurses. Therefore, given the citys, and each respective sites, respective affinity with literature expressed in all forms and education, via the loss of School building and the resulting captivating story of Frances, the contextual narrative of the project was to draw on Canterburys historical literature and educative ties as a way to draw activity to a space. 5.2 Identification of Associated Real-World Problem Upon identifying a contextual narrative, sequentially, the next step was to identify a real-world problem associated with both literature and education, and, naturally, the logical bridge between these two themes is reading. Interestingly, though reading is a pleasurable pastime for many, following further research into current discourse around reading in schools, in recent years the UK has seen a serious decline in the number of parents reading with their children, as the headlines in Figure XX demonstrate, to the point where several studies have found the situation to be one of the fastest growing systematic societal challenges faced in the current climate. In a survey conducted by the Oxford University Press, it was found that more than half of primary school teachers have seen a least two children begin formal education with no experience of being told stories at home, whilst another study managed by YouGov found that only 51% of children said they love or like reading books for fun, compared to 58% in 2012, and 60% in 2010. Moreover, according to the report, only 54% of children up to the age of five are read to at home at least five days a week, with this declining to 34% of six to eight-year-olds, and drastically, just 17% of nine to 11-year-olds. The studies also discovered that the main causes of this issue stem from the home-life, with parents often finding a lack of available space at home, being too busy with other commitments, unable to afford appropriate literature, or simply feeling embarrassed at their own inability to read to their children. However, Pie Corbett, an educational advisor to the government, stated that: This isnt just an economic thing its not just people who come from poor backgrounds, its across the whole of society. You get a lot of children coming from very privileged backgrounds whove spent a lot of time in front of the TV and not enough time snuggled up with a good book. The TV does the imagining for you and it doesnt care whether youre listening or not. This is despite research clearly demonstrating that children who are read to on a regular basis before, and after, they start school are most likely to succeed its a key predictor in terms of educational success, Corbett continued, as children who are told stories are the ones who first form abstract concepts across the curriculum- [and though] parents may have lost faith with this idea, education is the way out of poverty. Furthermore, these studies have shown that regular access to books has a direct impact on pupils results, irrespective of parents own education, occupation and social class, as keeping just 20 books in the home can boost childrens chances of doing well at school, it was claimed. Finally, YouGovs study of over 17,000 young people also revealed a strong correlation between childrens literacy and what goes on outside school specifically that being raised in a household with a large amount of literature would result in a child remaining in education for an average of three years longer than those with little or no access, which could be the difference between leaving school at 18 and going to university, which can be worth up to  £200,000 more in lifetime earnings. 5.3 Project Narrative Construction Therefore, given the systemic societal issue currently faced in the UK with the number of children reading with their parents being in sharp decline, and that several studies have repeatedly, and explicitly, identified that reading at home and access to books has a proven, positive impact on a childs future life, the project would aim to address this issue specifically either by attempting to solve the issue directly, or simply raising awareness of it via a contextual approach to design which would use Canterburys historical, and continuing, affinity with literature and education as its main source of inspiration. 6.0 Design response and realisation 6.1 Design Response Out of this defined project narrative and a subsequent series of design iterations and developments (for which Kevin from Aberrant kindly provided assistance and advice, and are shown in the Appendix), and scale and structural models was born the Fun-Size Story Box of Canterbury, as shown. The final design was a 2.5 meter cube, constructed entirely of softwood and corrugated cardboard (as they are low-value, easy to source and condition materials), featuring both recessed and projecting volumes inspired by stacked books, and the nature of Canterbury High Streets various building facades. The structure was also to open up to the public, much like a book opening along the spine, to reveal the interior performance and open reading spaces. Via a series of these fun and colourful reading corners, story creation + performance spaces, and open seating areas, the design aimed to provide parents and children with a safe and fun architectural intervention in which to read together. The projected volumes were also to be transparent, so as to make the bookshelves visible from the exterior, creating a sense of intrigue, and the selection of books available would be free for children to take home, donated from local retailers and charity shops, such as the Demelza Childrens Hospice, and HMV. The recessed reading corners and story creation + performance spaces come as a direct result of twinning classroom reading techniques with brain development in children research data, outlining where, why and how children like to read. According to the Centre on the Developing Child at Harvard University, traditional reading corners employed in schools do not conform to childrens actual reading habits, with most spaces tailored instead to improving scores in assessments. Alternatively, children actually prefer smaller, more interesting and inviting reading spaces a small space, often hidden away, where children can enjoy a book therefore, the Story Box features recessed areas where children can do just that with their parents. Furthermore, in early years, children learn best through active, engaged, meaningful experiences, and research suggests that learning is easier when experiences are interconnected rather than compartmentalised into narrow subject areas. This is echoed by ground-breaking kindergarten architect, Takaharu Tezuka, who states in The Guardian that designing for children involves recognising their right to play as well as learn, as from these experiences, they construct their own knowledge and apply their taught knowledge by interacting with their environments. Therefore, rather than having all reading material collected in one space, the Story Box has books arranged throughout the structure, with the provision for interconnected interior and exterior story creation + performance spaces, where children can imagine their own story with their parents, and then act it out, engaging them in a playful experience. 6.2 Council + Legislative Influence In addition to research data, council guidance and legislation were hugely influential on the design. Prior to any formal discussions with representatives of the council, a Planning Analysis was conducted to identify any legislative and/or planning requirements which the project may or may not have to adhere to forming a paper trail. This study found that as this projects Temporary Structure would be classed within the Building Regulations Exemption as a Class 4 Temporary Building, it would subsequently be exempt from several, if not all, regulations, providing it did not (amongst other possible objections) remain where erected for more than 28 days, and the floor area did not exceed 30m ². The project was subsequently designed following these requirements, however, the design continuously evolved following feedback from council representatives David Kemp (CCC Property Asset Manager), and Andy Jeffery (CCC Emergency Planning Events Officer) all of which is collated in the appendix Council Correspondence. This correspondence tackled many issues, such as; ensuring children didnt get their fingers caught in hinges, impeding pedestrians or emergency services vehicles, proximity to any highways, gaining relevant liability insurance, and proving the projects structural integrity. Once these issues were satisfied, and all required documentation was completed and accepted (Event Application Form, Events Policy Terms + Conditions, Event Management Plan, Events Risk Assessment and Public Liability Insurance Certificate) permission was granted to stage the event in the Buttermarket and Marlowe Theatre Forecourt on the weekend of the 11th-12th February 2017. 7.0 Implementation and feedback 7.1 Placement Despite a fully designed and rationalised scheme, like many temporary architecture structures, the project was affected by time and financial constraints, and as a result, only one of the two sides to the Story Box project was fully realised and constructed as outlined in the appendix Construction + Realisation. Yet, despite the unfortunate inclement weather conditions, the project was implemented on site (in the Buttermarket, between 11th-12th February 2017), acting as a prototype to test the validity or relative success of each part of the design, and project. Furthermore, though the event only lasted for two days (running from 10am to 5pm both days), and adverse weather ultimately hampered opening times and the possibility to set-up in more than 2 of the prospective sites, there was sufficient opportunity to engage with members of the community, and to receive valuable feedback. 7.2 Representative Data Movement Firstly, due to the stated limitations, it is important to note that the data collected doesnt represent a statistically significant number, therefore cannot be wholly accurate (this data was recorded by myself, and the 2 other staff members present throughout the day). However, one of the main ambitions of the project was to attempt to attract people to (or activate) pockets of often neglected or disused space, to highlight that these spaces can be re-invented and used for something more and in this sense the project was successful. Due to the weather conditions on the first day, the project was set up under the arcade of arches on Burgate Road, and though this was not envisaged, it meant that the project was truly located in dead space as, on average, only 20 people pass this location every 10 minutes (throughout the day), and of that number less than 10% (2 out of 20) stop in the immediate area for more than 30 seconds. However, whilst the event was held, though the people traffi c remained fairly constant, the amount of people stopping for more than 30 seconds trebled to 30% as people stopped to inspect, or engage with, the structure. On average, parents and children who stopped spent 17 minutes with the structure a significant increase. On the second day, when set up in the more exposed Buttermarket Square (in considerably better weather), on average, the amount of people passing through the site was much higher, at around 120 every 10 minutes, whilst people stopped for around 13 minutes. Again, though traffic remained constant, persons who stopped at the structure spent an average of 37 minutes there almost a 300% increase in time spent in the site. 7.3 Community Engagement + Feedback Aside from statistical data, the design featured tell us what you think message boards and Post-it notes, whilst several interviews were video recorded (stills of which can be found in the appendices) affording parents and children opportunities to express their opinions, either written or verbally. As shown in Figure XX, the written feedback was overwhelmingly positive, with parents agreeing that in attempting to raise awareness of declining reading levels the structure was a good idea-[and] interesting for architecture. One user wrote that she though the project was a really creative idea, imaginative and engaging- [with] fairy tales brought to life before your eyes, before, interestingly, adding that it captures your dreams with your child which may be lost on a busy shopping day, and stating that nothing is more important than a parent seeing their childs imagination grow. Similarly, a mother, Jane, who took the time to read with her 6-year-old daughter, Emma, stated that the structure was a really great use of space showing that you can create engaging and creative spaces for public engagement without costing loads! This sentiment was also echoed in the video interviews, with one mother stating that its nice to have somewhere to sit and read because they [her children] get fed up around the shops, giving a little bit of time for them before adding that its such a simple idea, but no-one else has ever thought of it before. In another interview, Adam, a father of two girls added: Its very homely and cosy. We took the girls to visit the Cathedral, but they got a bit bored, and kept talking about coming back to the Story Box the whole way round. As you can see, theyre having a whale of a time drawing all over the walls. I think the durability of it, and the fact you can just scribble all over it is great because they cant do that at home! Fascinatingly, though blank create your own story pages were placed on the interior walls as a place for children to draw and write, most children drew directly onto the cardboard walls, an unintended feature that another parent appreciated: Great portable pop-up s pace ideal to give kids somewhere to be free and creative to draw on the walls (like they cant do at home!) Moreover, during the event, I had the opportunity to observe if the project was actually attracting parents who werent necessarily reading wi