HR Managers Effectiveness

Introduction Internationalization and globalization has created challenges for human resource practitioners worldwide. Human resource management is a fundamental concept in management of organizations and businesses.Advertising We will write a custom essay sample on HR Managers’ Effectiveness specifically for you for only $16.05 $11/page Learn More All businesses should have a human capital department if they are to develop. However, due to globalization and internationalization, workers from different cultures meet, and this presents a challenge (Jackson, 2002). Human resource managers must have a global vision to manage staff properly. Global vision enables a manager to develop a team that competes internationally. Human resource management relate directly to management of people to assist an organization to attain its objectives and goals (Jackson, 2002). Culture plays a pivotal role in human resource management from the selection of candidates , recruitment, evaluation, interviews and employment. The differences in culture make organizations have a work force that has people with different work values, behaviours and attitudes (Mooij, 2010). The challenge is more complicated since managers may have certain beliefs and assumptions on how they should manage their staff. In many cases, the cultural backgrounds of managers influence the assumptions and beliefs that they hold (Mooij, 2010). This further shows the impact of culture in human resources management. Thus, human resources management is likely to be susceptible to cultural diversity since cultural bearers, to handle other cultural bearers, devise the practices.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, human resources practitioners must accommodate cultural diversities when they design human resources activities. They must be aware of cultural diversities to be effective in the management of people. They must appreciate cultural differences in their work force and design management practices and policies that take differences in culture into consideration. In this paper, I will provide an argument that support the belief that human resources managers must be aware of cultural differences to be effective in the management of people. Role of Human Resources and Training Managers in Culturally Diverse Environment The traditional roles of human resources managers are selection, recruitment, evaluation and employment of people. However, with economic growth, globalization and the need for high competitive abilities, the roles of human resources managers have undergone a transformation. Human resources managers must take into consideration that an organization’s talent is likely to be the source of continuous competitive advantage hence survival, customer satisfaction, and profitability. A modern human resource manager must focus on l ong-term goals and objectives of the organization. To achieve this, one of the roles of modern human resources managers is to enable participative management of an organization (Kapoor, 2011). Participative management provides employees with responsibilities, authority and accountability in the work that they do. Human resource managers give employees tools that they use to improve their output and impact positively on the bottom-line.Advertising We will write a custom essay sample on HR Managers’ Effectiveness specifically for you for only $16.05 $11/page Learn More This method ensures that the needs of employees are known, and it improves communication between employees and management. Through participatory management, employees are able to solve their issues, and they are empowered (Kapoor, 2011). Hence, in this management method, cultural differences are taken into consideration. Workers of different cultural backgrounds can work together wit hout conflicts in ideas. They are able to make decisions that do not affect others but at the same time contribute immensely to the bottom-line. Therefore, I fully agree with the statement. The other role of a human resources manager is to be a strategic business partner and change agent. A human resources manager is to lead and assist an organization to formulate the overall strategy of the organization. Therefore, a human resources manager has to align human resource practices, activities, initiatives and policies with the strategy that the organization has adopted. Appropriate formulation and skilful implementation of human resources strategy are essential in the elimination of risk in an organization (Kapoor, 2011). Hence, a human resource manager has to contribute in development and accomplishment of the total organization’s business preparations and intentions. Managers must acquire workers with different talents. Additionally, organizations must develop leaders who are able to promote growth and effectively manage a culturally diverse team.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human resources managers must represent diverse cultures so that the general structure of the decision assembly body of an organization replicates the diverse composition of the market. Hence, I partly agree with the statement. Creation of partnership with middle level and frontline managers is a key role of human resources managers. Frontline and middle level managers play a significant role in attainment of organization’s objectives (Kapoor, 2011). Additionally, they have a significant impact in the performance of employees. They ensure that there is command and control in an organization. There exists a positive correlation between the emotions and sensitivity of workers and their relationship with their line managers with job satisfaction, loyalty and commitment. Hence, due to globalization and cultural diversity in the workplace, human resources managers must ensure that a positive relationship exists between line managers and workers. Human resources managers must ensur e that culturally informed discrimination does not exist as it may lead to decline in employee performance. Therefore, I fully agree with the statement. Human resources managers are also employees’ advocates and champions of globalization. They play a significant role in organizational success via their knowledge on and about advocacy. Their advocacy role includes expertise in the creation of a work environment that makes employees motivated, excited and high performers. Motivation makes employees do their work because they enjoy the work. Additionally, advocacy makes human resources managers encourage discipline among workers. Discipline includes policies, systems and practices that encourage accountability among workers (Lynn, Beth, Michelle, Karen, Don, Amy Gangaram, 2008). The combination of employees’ motivation and discipline leads to workers excitement about their work. It also leads to workers being accountable for their actions and highly rewarded for their c ontribution. As champions of globalization, human resources managers recognize the benefits of cultural diversity in an organization. Hence, a human resource manager should implement organizational strategies that are sensitive to certain cultural influences. Thus, I fully agree with the statement. As organizations undergo changes, staff and managers must learn new leadership and management skills. Workers from different backgrounds face different challenges and can be motivated differently. The challenge that training managers have is the determination and development of skills that managers must have to encourage growth of an organization. Hence, training managers have to determine the skills that employees require to perform optimally. They have to determine the entry level and training requirement for all positions in an organization. In the determination of required skills and training of staff, training managers must consider cultural diversity. This should inform the leadersh ip and management style that can be adopted in a culturally diverse organization. Training managers must recognize the impact of cultural differences when they develop training modules. They must learn how staff and managers can take advantage of cultural diversity in an organization. Hence, it is their role to develop strategies that can be used to manage cultural diversity (Lynn, Beth, Michelle, Karen, Don, Amy Gangaram, 2008). They have to determine the extent to which differences in culture are advantageous or disadvantageous to an organization. Hence, they can teach three leadership and management styles based on merits and demerits of diversity of an organization’s workforce. Managers can be trained to overlook cultural diversity and its effects in a business. In this case, training managers inform managers that cultural diversity is irrelevant in management of the organization. Alternatively, training managers can teach line managers how to minimize cultural differenc es in an organization. In this leadership style, workers from different cultural backgrounds are likely to be made to follow the behaviour patterns of the dominant culture in the organization. Finally, training managers can teach line managers to manage cultural differences (Stahl Mendenhall, 2005). Through the adoption of a synergetic approach, employees and managers minimize problems that could arise due to cultural differences through management of the diversity. The role of training managers in teaching cultural differences management methods make me agree partly with the statement. Additionally, managers have to maximize the benefits that cultural diversity can bring into the organization. The management of cultural diversity in an organization is the best option that training managers should encourage. Cultural diversity has many significant benefits and, therefore, employees, managers, human resources and training managers must encourage others to be aware of cultural divers ity. Role of Cultural Diversity in Business Culture plays a crucial role in promotion of organizations’ competitiveness in a market. The world is a diverse place and, therefore, brings different opportunities to businesses. The awareness of cultural diversity matters a lot to both workers and client base of any organization. Hence, a business has to be aware of cultural diversity to be competitive in the future (Stahl Mendenhall, 2005). Human resources managers must appreciate the role that culture plays in business. In this way, their actions, methods and strategies can be effective. Currently, promotion programs are geared towards different ethnic groups. Different cultural groups demand different products. The products that people of one culture demand can be different from products that another group of people in a different place demands. Hence, a company can benefit immensely from a culturally diverse workforce. A culturally diverse team can assist a company to determi ne the promotion strategy that can be used to target a specific ethnic group. This means that human resources practitioners must manage cultural diversity in the workplace to respond to and capitalize on cultural diversity in the world. This is vital since a promotion strategy that can work in one place may not be appropriate in another place. The cultural diversity in team members can strengthen the bonds formed between customers and clients. This further strengthens the promotion strategies that an organization develops. Hence, I fully agree with the statement. Culture also plays a critical role in customer acquisition. Globalization has made organizations operate in a culturally diverse world since people move from one region to another. Notably, movements of people result into culturally diverse markets. Hence, organizations must be culturally competent to acquire clients. Human resources managers must, therefore, be aware of the role that cultural diversity plays in acquisition of customers. A culturally diverse workforce enables an organization determine the needs, beliefs and perceptions that customers of a particular cultural background hold (Stahl Mendenhall, 2005). A culturally diverse team can work respectfully and effectively with customers without conflicts being caused. IBM, for example, employs people of different cultural backgrounds to promote cultural competence (HCA Online, 2009). Therefore, I fully agree with the statement. Cultural diversity at the work place is also beneficial in business negotiations and partnership formation. Cultural differences in negotiation processes can result into problems. Negotiation practices differ from one culture to another. The problems that can result include misrepresentation and misinformation. However, due to globalization, organizations must negotiate to make mergers, form distribution channels and increase customer base among other reasons (Stahl Mendenhall, 2005). An organization that does not have a culturally diverse work force can find international negotiations to be a complicated process. In contrast, a culturally diverse organization has a work force that has required skills necessary to succeed in negotiations with a team from another country (Chandrakumara Sparrow, 2004). Hence, a human resources manager that is aware of the importance of cultural diversity can assist an organization to develop a culturally competent workforce. Such a team can then assist the organization in development of negotiations necessary for growth. Therefore, I fully agree with the statement. Advantages of Cultural Awareness Based on the arguments presented, it is evident that cultural diversity at the work place is vital in organizations. Hence, human resources managers who are aware of the positive impacts of cultural diversity present numerous advantages to their organizations. Awareness of the importance of cultural diversity impacts positively in the selection of workers, performance ma nagement, compensation and benefits and development of skills. A human resources manager who is aware of the importance of cultural diversity can create a work force that has all the required set of skills. The manager can select employees of different cultural backgrounds to meet the needs of an organization like in IBM. Thus, cultural awareness assists a manager to select the best candidates required for a given position in an organization (Saharaconsulting, 2010). Hence, the manager can select workers who can assist in development of promotion strategies that target specific ethnic groups or who can make successful negotiations with people from different cultural backgrounds. Consequently, I fully agree with the statement. Another advantage that a manager who is aware of the importance of cultural diversity is that he can improve the performance of workers. Cultural diversity brings together people of different backgrounds, experiences and talents. They can propose different solu tions to a problem based on their cultural beliefs, operations and judgments (Saharaconsulting, 2010). An integrated solution for every problem can then be selected. This can result into improved performance in a workforce, as dependable solutions are always made available. Therefore, cultural awareness assists a manager to manage the performance of employees of an organization. For that reason, I fully agree with the statement. Additionally, a human resources manager who appreciates the importance of cultural differences can make appropriate appraisal mechanisms. A manager can develop performance appraisal strategies that note that excellent performance is culture-bound. Performance point of reference in individualistic cultures leads to appraisal systems that focus on workers’ productivity. On the other hand, loyalty to an organization can be the basis for appraisal of employees who come from collectivist cultures (Aycan, 2005). Hence, a manager who is aware of the importan ce of cultural diversity can develop appropriate appraisal strategies. Hence, I partly agree with the statement. Moreover, a human resources manager who is aware the benefits of cultural diversity can develop a training and development program that can lead to organization’s growth. Training and development practices influences organization’s growth and survival capabilities. However, culture has influence in training and development activities that can be adopted. Cultures that emphasize on excellent performance and quality require numerous training and development activities. The training method that managers usually develop for workers from such backgrounds is based on the belief that the employees have limited capacities. In contrast, training and development activities for individuals from collectivist cultures aim to promote loyalty and commitment to an organization (Jackson, 2002). A training and development manager and the human resources manager can then devel op effective training activities based on this knowledge. However, I partly agree with the statement. Finally, cultural awareness also assists a human resources practitioner to enable an organization to draw and maintain employees. A human resources manager who recognizes the impact of diversity in an organization makes employees of different backgrounds feel appreciated and included in the organization (Saharaconsulting, 2010). This increases loyalty and commitment among workers. Language and negotiation skills are retained in the organization, and this propels the organization to compete globally. Furthermore, attraction and retention of workers of diverse cultural backgrounds assists an organization to improve client base. Therefore, I fully agree with the statement. IBM is an example of a company in which the human capital department recognises the importance of cultural diversity. The company promotes creativity, performance and growth through cultural diversity. Cultural Conve rgence and Divergence Cultural convergence is movement of all vital aspects of global and local societies. The movement aims to reduce tensions that exist between groups of individuals from different cultural backgrounds. Cultural convergence aims to encourage people from different cultures to be aware of how other cultures can assist them to grow (Jenkins, 2006). In cultural convergence, institutional frameworks converge under same force of industrial logic. This is despite the differences in ideological, political and cultural origins. Toyota is a company that can be used to show the existence of cultural convergence. The convergence of technology and systems of trade in Toyota creates an environment that is similar for all Toyota employees. The company has different production points in the world. However, all employees of Toyota must receive the right information at the appropriate time. Hence, the company aligned its business processes with technology. On the other hand, cultur al divergence is the belief that cultural differences persist everywhere. Hence, developments that occur do not lead into complete removal of differences between groups of different cultural backgrounds (Jenkins, 2006). IBM is a company that can be used to explain the concept of cultural divergence. IBM’s policy is to hire individuals who have different talents, personality and cultural backgrounds. Moreover, the company decided to create cultural awareness and acceptance through the development of corporate values. These values include respect to people and antidiscrimination. Through these values, IBM hopes to tap knowledge from different people, have different perspectives and generate innovative ideas. At the same time, the company uses advanced technology in its business operations. However, cultural differences in the company persist (HCA Online, 2009). Moreover, the work force in IBM is aged, and there is likely existence of talent gap. Theoretical Perspectives: Integr ation of Academics Theory and Access-and-Legitimacy Theory Theories can be used to support the argument that cultural awareness can enable a human resources manager to be effective. Integration of academics theory or integration-and-learning theory proposes that insights, experiences and skills that workers developed as members of different cultural backgrounds have a positive impact in an organization (Robin David, 2001). An organization can redefine its market, strategies, products and business practices based on knowledge that workers from different cultural groups have developed. This theory explains the link between cultural diversity and work processes. The ways through which people experience and do their work relates to cultural diversity and adaptation. This theory can assist a human resources manager to recognize the importance of cultural diversity in an organization. The theory states that workers of different cultural backgrounds can spend time to explore different vie wpoints and come up with a comprehensive solution to any problem. Moreover, the theory notes that adaptation occurs, and people from different cultural backgrounds are able to work together without cultural identity based division. Consequently, I fully agree with the statement. The second theory that notes why human resources managers must be aware of cultural diversity is the Access-and-legitimacy theory. In this theory, cultural diversity at the workplace is based on the observation that an organization’s markets are culturally diverse. Therefore, it is appropriate for an organization to match the diversity in the market with its workforce (Robin David, 2001). This should assist the organization to gain access and legitimacy in the markets that it exploits. According to this perspective, organizations can use cultural diversity to connect with culturally diverse markets. Hence, a human resources manager should be aware of the role that cultural diversity in an organizatio n plays in exploitation of diverse markets. Awareness of the role that cultural diversity play makes the human resources manager to be effective. Access-and-legitimacy theory explains the importance of cultural diversity in business negotiations, sales promotions and entry into new markets. A company that seeks to make sales in a black neighbourhood is likely to use black employees as sales people in the neighbourhood. Hence, I fully agree with the statement. These two theories have further explained the importance of cultural diversity at the workplace. Since human resources managers are the officials who select and recruit workers, it is vital that they be aware of the importance of cultural diversity at the work place. They must recognize the role that cultural diversity plays in customer acquisition, market exploitation and development of skills. Hence, I fully agree that human resources managers must be aware of cultural diversity to be effective in their roles. Conclusions Cul tural diversity at the workplace has numerous challenges. However, internationalization and globalization has resulted into the rise of culturally diverse workforces in different organizations. This paper sought to determine whether cultural diversity awareness makes human resources managers be effective. Consequently, the discussions presented in the paper have shown the pivotal roles that cultural diversity plays in business. Cultural diversity is essential in business negotiations, sales promotions and market exploitation. Additionally, the paper focused on advantages that a company can receive in case a human resources manager is aware of cultural diversity. Awareness of diversity assists a manager to select the right candidates, monitor performance differently, attract, and retain workers. Finally, the paper presented theoretical support for the need for human resources managers to be aware of cultural diversity. Based on these arguments, it is clear that cultural diversity in the work force is advantageous for businesses. Hence, I agree with the statement. References Aycan, Z. (2005). The interplay between cultural and institutional/ structural contingencies in human resource management practices. International Journal of Human Resource Management, 16(7), 1083-1119. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/09585190500143956 Chandrakumara, A., Sparrow, P. (2004). Work orientation as an element of national culture and its impact on HRM policy-practice design choices: Lessons from Sri Lanka. International Journal of Manpower, 25(6), 564-589. Retrieved from http://search.proquest.com/docview/231918281? HCA Online. (2009). Cultural Diversity, IBM Style. Retrieved from http://www.hcamag.com/article/cultural-diversity-ibm-style-115423.aspx. Jackson, T. (2002). International HRM: A cross-cultural approach. London: SAGE. Jackson, T. (2002). The management of people across cultures: Valuing people differently. Human Resource Management, 41(4), 45 5-475. Retrieved from http://search.proquest.com/docview/222066742? Jenkins, H. (2006). Convergence and Divergence: Two Parts of the Same Process. Retrieved from http://henryjenkins.org/2006/06/convergence_and_divergence_two.html Kapoor, B. (2011). Impact of globalization on human resource management. Journal of International Management Studies, 6(1), 1-8. Retrieved from http://search.proquest.com/docview/867910302? Lynn, S, Beth, C, Michelle, D, Karen, E, Don, J, Amy, R Gangaram, S. (2008). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(1), 117-133. Retrieved from http://www-rohan.sdsu.edu/~iido/images/HRMR-Diversity.pdf – United States Mooij, M. (2010). Global marketing and advertising: Understanding cultural paradoxes. California: SAGE. Robin, J. E., David, A. T. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229-273. Retrieved from http://search.proquest.com/docview/203949509? Saharaconsulting. (2010). 6 Advantages of Workplace Diversity. Retrieved from http://saharconsulting.wordpress.com/2010/03/26/6-advantages-of-workplace-diversity/ Stahl, G Mendenhall, E. (2005). Mergers and acquisitions: Managing culture and human resources. California: Stanford Business Books. 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How to Conjugate the Irregular French Verb Offir

How to Conjugate the Irregular French Verb Offir Offrir  (to offer, to provide, to give) is an irregular French -ir verb. Below are simple  conjugations  of the verb  offrir; the conjugation table does not include compound tenses, which consist of  a form of the auxiliary verb avoir with the past participle offert. Within irregular  -ir  verb conjugations, there are some  patterns. Two groups exhibit similar characteristics and conjugation patterns. Then there is a final, large category of extremely irregular  -ir  verbs that follow no pattern. Offrir is an Irregular -ir- Verb Offrir lies in the second group of irregular  -ir  verbs that display a pattern. The second group of verbs includes  couvrir,  cueillir,  dà ©couvrir,  offrir,  ouvrir,  souffrir, and all their derivatives. These verbs, surprisingly,  are all  conjugated like  regular -er verbs. Offir Is Conjugated Like  French Verbs Ending in -frir and -vrir All French verbs that end in  -frir  or  -vrir  are conjugated this way. This includes: couvrir to coverdà ©couvrir to discoverouvrir to opensouffrir to sufferrecouvrir to recover   Expressions and Usage Je peux toffrir  bien davantage. I can  offer  you much more than that.Nous devons leur  offrir  pareille possibilità ©. We need to  provide  them with the same opportunity.Jallais vous  offrir  cette maison. I was going to  give  you this house.Je vais lui  offrir  du thà ©. Im going to give him some  tea.Mais vous devez  offrir  limmunità ©. But youd have to  offer  us immunity.Jaimerais  offrir  une perspective diffà ©rente. Id like to  offer  a different perspective.Jaimerais que nous puissions  offrir  plus. I wish we were in a better position to  offer  more.Jaimerais lui  offrir  ma collection de coquillages. Id like to give  her my shell collection.offrir quelque chose en cadeau quelquun  Ã‚  to give somebody something as a presentsoffrir [pronominal reflexive]  Ã‚  to offer  / to give oneself [sexually] OR to offer ones servicessoffrir payer les dà ©gà ¢ts  Ã‚  to offer to pay for the damagesof frir [pronominal reciprocal] to give or buy each otherun seul moyen soffrait moi  [pronominal  intransitive] only one course of action was open / presented itself to me un panorama exceptionnel soffre au regard   an amazing view meets the eyessoffrir de quelque chose [pronominal transitive] to treat oneself to something Simple Conjugations of the Irregular French -ir Verb Offrir Present Future Imperfect Present participle j offre offrirai offrais offrant tu offres offriras offrais il offre offrira offrait nous offrons offrirons offrions vous offrez offrirez offriez ils offrent offriront offraient Pass compos Auxiliary verb avoir Past participle offert Subjunctive Conditional Pass simple Imperfect subjunctive j offre offrirais offris offrisse tu offres offrirais offris offrisses il offre offrirait offrit offrt nous offrions offririons offrmes offrissions vous offriez offririez offrtes offrissiez ils offrent offriraient offrirent offrissent Imperative tu offre nous offrons vous offrez

Critically evaluate the effectiveness of the new actors in employment Essay

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Managing Information 2 Assignment Example | Topics and Well Written Essays - 1500 words

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Later that afternoon aboard Air Force One, Vice President Lyndon Johnson was sworn in as President of the United States of America (Groden, 1993). As President Kennedys motorcade turned left onto Elm Street a series of gunshots rang out. Kennedy was struck twice and Governor Connally was struck once. The public was outraged that President Kennedy was murdered and wanted an explanation. President Lyndon B. Johnson set up the Warren Commission, lead by Earl Warren, to head investigation. The Warren Commission concluded that Lee Harvey Oswald was the lone assassin in the murder of John F. Kennedy. According to the official report from the Warren Commission all three shots came from the sixth story of the Texas School Book Depository (Kallen, 2003). Thus, the Commission surmised that Oswald had been completely responsible. Lee Harvey Oswald was claimed as the sole assassin of President Kennedy. Oswald had been very disgruntled with the government ever since he had been discharged from the United States Marine Corps. Following his discharge, he moved to the Soviet Union attempting to acquire citizenship and after being denied citizenship, he returned to the United States (Newman, 1995). The year Oswald shot and killed President  Kennedy, he moved to Dallas, Texas where he plotted the assassination of the president with numerous co-conspirators (Newman, 1995). The angle of the bullets caused a lot of controversy. After the assassination, the first official autopsy on the human body took place on President Kennedy. There were two autopsies on President Kennedy, one in Bethesda Naval Hospital, and another in Parkland Hospital in Dallas. In Bethesda, the doctors said that the bullets had entered President Kennedys body in this upper portion of the neck, and emerged out of the neck about 2 centimeters above his bow tie (Kallen, 2003). However, the doctors at Parkland Hospital said that the back wounds were lower, and had different modes of entry. Parkland doctors found that the bullets entered about 2 centimeters above the Presidents bow tie, and emerged out of his lower back, about 14 centimeters below the entering wound (Kallen, 2003). With that trajectory, the gunman would have to have been situated well above the President, an impossible shot. The Warren Commission completely ignored these findings and did not make mention of them in the official report (Kallen, 2003). The Warren Commission also ignored the opinions of experts as well as eyewitness accounts and the sounds coming from police radios. The latter of these proofs were the recordings captured on the radio traffic of the Dallas Police Department. These radios were in the possession of police officers who were positioned close to the motorcade and adjacent to a railroad yard and a grassy knoll. The first two gunshots could be heard faintly in the distance while the third was noticeably louder and presumably fired closer to where the officers were stationed (Prouty, 1992). The recordings were analyzed by experts and a joint conclusion was made. In December of 1963, two of the expert investigators, Mark Weiss and Ernest Aschkenasy, testified before the House Assassination Committee. In their conclusion Professor Weiss stated that with the probability of ninety-five percent or better the third shot came from the grassy knoll (Arnold, 1997). Furthermore, several innocent bystanders also confirmed that gunfire came from the grassy knoll. These witnesses included six railroad workers who confirmed reports of smoke being seen in the area surrounding the grassy knoll immediately after the shooting stopped (Prouty, 1992). Additionally, several onlookers heard the sharp crack of a rifle report behind them as they observed the Presidents motorcade (Prouty, 1992). Perhaps the most compelling account is the description given by Senator Ralph Yarborough who  rode in the motorcade a few cars behind President Kennedys limousine. The Senator stated that after driving by the grassy knoll you could smell [gun] powder on our car nearly all the way to Parkland Hospital (Prouty, 1992). The common link between the assassination of President Kennedy and Lee Harvey Oswald was Jack Ruby, the man who killed Oswald in the basement of the Dallas Police Department Headquarters. Many people questioned why Jack Ruby shot Lee Harvey Oswald. Was this a cover up to keep him from talking about his part in this tragedy? Ruby was a nightclub owner and a local strongman with strong ties to organized crime (Lindopy, 1992). His associates included Joseph Campisi, a top-ranked  Dallas Mafia member and Carlos Marcello, the head of the New Orleans crime family (Arnold, 1997). According to eyewitness accounts and swore affidavits, Ruby met with these men and other Mafia members in several meetings in the period of time leading up to the assassination of President Kennedy (Arnold, 1997). Also, numerous phone calls  including long-distance calls were placed between Ruby and his Mafia associates before the assassination (Arnold, 1997). In fact Ruby was so involved with organized crime t hat he was referred to as one of our boys by the Mafia leadership (Prouty, 1992). When the United States House of Representatives issued their final report in the spring of 1964, they reported that the logical and probable inference of the assassination of President Kennedy was that the President was killed as the result of a conspiracy (Prouty, 1992). This conclusion was in direct disagreement with the Warren  Commissions presumption of Oswald as the lone gunman. There is strong evidence to suggest that the Mafia ordered the death of President Kennedy as a penalty for meddling with the affairs of organized crime. Jack Ruby was simply used as a pawn by murdering the only suspect. By 1963, the Kennedy administration had become much evolved and somewhat successful in its attempts to prosecute the Mafia. This was evident though the Justice Departments triumph in sending several Mafia leaders to prison and dismantling its control over some parts of its realm including illegal gambling and loan sharking (Lindopy, 1992). President Kennedys brother, Robert Bobby Kennedy, was the Attorney General of the United States and largely responsible for these Federal indictments and prosecutions. Bobby Kennedy could have overlooked the destruction of organized crime but instead chose to target the Mafia from the highest levels of its organization (Lindopy, 1992). Additionally, the Mafia had set a precedent of killing or removing from power those opposed to their agenda. Examples of this treachery include the assassination of Chicago Mayor Anton Cermak, United Auto Workers President Walter Reuther and UAW-AFL President John Kilpatrick (Lindopy, 1992). Each of these men was murdered for opposing the Mafias plans or speaking out against them. Thus the stage may have been set for the assassination of President Kennedy. The second major theory surrounding the assassination of President Kennedy involves the United States primary spy network, the Central Intelligence Agency (CIA). During the Second World War the Central Intelligence Agency possessed much power. Their policy and decision making affected nearly every aspect of the war from key military offences to the decree to drop the atomic bomb on Japan (Newman, 1995). After the War, the CIA continued planning governmental strategies and exercised great power until the failed attempt to overthrow Fidel Castros Cuban government at the Bay of Pigs. Deeply angered by this CIA disaster, President Kennedy and his advisors decided that Allen Dulles, the Director of the CIA, and other top level staff must go (Prouty, 1992). In  fact, President Kennedy was so angered by the botched maneuver that he vowed to shatter the CIA into a thousand pieces (Prouty, 1992). In November of 1961, President  Kennedy fired Director Dulles and his top aides throwing the CIA into a state of semi-disarray (Prouty, 1992). Furthermore, President Kennedy was determined to remove all United States military personnel from Vietnam, effectively ending U.S. involvement in Asia. This move worried the CIA in addition to several large companies providing armaments for the war effort (Newman, 1995). The CIA felt that while the ending of the war may have economic implications, the main fault of this idea was that it would leave American interests vulnerable having no visible military presence in the Far East (Prouty, 1992). The CIA was resolute to reverse the Presidents plan no matter what the cost (Newman, 1995). In August through October of 1962, the CIA met with the President and his advisors to attempt to change his intentions in Vietnam. When President Kennedy refused to negotiate with the intelligence community the stage was set for his assassination (Newman, 1992). After Kennedys assassination and despite the overwhelming evidence of multiple shooters, the news reports spoke only of Oswald as the lone assassin. This lack of information to the public was the brainchild of the CIA in its attempt to cover-up the facts (Newman, 1992). This craftily constructed plot was carefully monitored by skilled agents who could control certain key facets of the bureaucracy, the Warren Commission and the news media (Prouty, 1992). This activity caused J. Lee Rankin, the commissions general counsel to say, Part of our difficulty in regard to the assassination in that they  have decided that it is Oswald who committed the assassination.  They have decided that no one else was involved (Prouty, 1992). Perhaps the most compelling evidence for the CIAs involvement in the assassination of President Kennedy was the quick reversal of Kennedys policies by Lyndon B. Johnson, the man who followed John F. Kennedy in the Presidency. Whether for political reasons or for self-preservation, President Johnson both supported the Warren Commissions findings and reversed the course of Kennedys Vietnam policy (Newman, 1005). Perhaps Johnson too, feared for his life and would not oppose the effective power of the CIA (Prouty, 1992). In any case, a strong argument exists to support the theory that the CIA was involved in the assassination of President Kennedy. There is no serious question that Lee Harvey Oswald shot President Kennedy and Governor Connally. Oswald took a rifle to work, claiming the long package contained curtain rods (Semple, 2003). There was no eyewitness to him shooting the rifle from inside the building, though a witness saw him from the street and gave a rough description to the police. The rifle was found hidden on the sixth floor. It was the same gun Oswald had ordered through the mail and it had Oswalds fingerprints on it (Kallen, 2003). The bullets causing the wound to President Kennedy and Governor Connally were matched to this gun. Boxes used to make the snipers lair had Oswalds prints on them as well (Aynesworth, 2003). Oswald fled the scene and later shot a police officer who had stopped him for routine questioning. While in detention, he told numerous easily-discoverable lies to police interrogators (Aynesworth, 2003). For many countries around the world, November 22, 1963 is just another date on the calendar. But for America, it represents one of the darkest days in the history of this still very young nation. It represented the end of Americas innocence. It forced America to wake up, rub its virgin eyes and experience the world for what it really is: a cold, harsh reality that we were not ready to deal with. There is no question that Lee Harvey Oswald was directly involved in the shootings of President Kennedy and Governor Connally. But  overwhelming evidence and contradictions support the theory that the assassination of President John F. Kennedy was much more then just a lone attack, giving way to one of the greatest conspiracies ever imagined and changing America forever.

Existentialism Essay -- essays research papers

Jean-Paul Sartre says "man is nothing else but what he makes of himself" (762). This existentialist view depicts the idea that one is not based on the essence of a soul, but rather, based on decisions made throughout life. Sartre also believes that every man is responsible for all men. One may choose his marriage partner, however, in choosing to marry, one chooses monogamy. Decisions that individuals make will collectively create a set of principles and beliefs for all of man. Many people believe that a person’s decisions are a reflection of his soul and personality. However, it is more likely that the conclusion a person reaches is due to the influence of different ideas, as well as the circumstances surrounding the choices. One does not have an innate "essence", but instead, the choices that a person makes constantly shape his character, which in turn creates his essence. Decision-making is based on many different conditions and controlling factors that exist at the time of conflict. People take into consideration the thoughts and opinions of others, hindering the idea of an individual’s essence. If an essence really existed, another person’s thoughts would not affect someone else’s. Instead, a person makes choices from birth and the different decisions that one chooses form a pattern and creates one’s character. Sartre also says, "Man is nothing else than his plan; he exists only to the extent that he fulfills himself; he is therefore nothing ...

The Department’s Management is Sound

Obviously, this kind of situation shows lack of strategies in the financial management area of the department. It may be possible that the department is able to provide themselves all the resources they need, thus allowing them to provide satisfactory service that their department is expected to provide. However, beyond the department†s activities of supplying themselves with sufficient resources, there may exist an inability to monitor and effectively handle their financial resources. Therefore, causing the department to go over its budget. Another problem that may exist in the department causing the over budget problem is its inability to evaluate and consider the advantages and disadvantages of every action that they take. For instance, activities such as hiring of new employees may be seen by the department to be constructive for the different projects that it handles. However, considering the cost of hiring new employees may be overlooked by the department†s management. Inability to decide on what is the best solution to take or inability to find alternative solutions for a problem may be another characteristic of the department that causes over budget problem. The success in managing a department does not only depend and cannot be measured only on how a department is able to perform its duties to a company. Instead, the measurement of a real successful management are the efficiency and accuracy of the strategies used to become successful. For instance, allocating sufficient employees to a project may be helpful to a project. It may also be effective because of enough manpower to complete a project. However, is it accurate and efficient for the company†s expense? A drawback of too much employees† idle time may exist. This results to the department spending money for employees† unproductive hours.

Taiping Rebellion in Qing China

Taiping Rebellion in Qing China The Taiping Rebellion (1851-1864) was a millenarian uprising in southern China that began as a peasant rebellion  and turned into an extremely bloody civil war. It broke out in 1851, a Han Chinese reaction against the Qing Dynasty, which was ethnically Manchu. The rebellion was sparked by a famine in Guangxi Province, and Qing government repression of the resulting peasant protests. A would-be scholar named Hong Xiuquan, from the Hakka minority, had tried for years to pass the exacting imperial civil service examinations  but had failed each time. While suffering from a fever, Hong learned from a vision that he was the younger brother of Jesus Christ  and that he had a mission to rid China of Manchu rule and of Confucian ideas. Hong was influenced by an eccentric Baptist missionary from the United States named Issachar Jacox Roberts. Hong Xiuquans teachings and the famine sparked a January 1851 uprising in Jintian (now called Guiping), which the government quashed. In response, a rebel army of 10,000 men and women marched to Jintian and overran the garrison of Qing troops stationed there; this marks the official start of the Taiping Rebellion. Taiping Heavenly Kingdom To celebrate the victory, Hong Xiuquan announced the formation of the Taiping Heavenly Kingdom, with himself as king. His followers tied red cloths around their heads. The men also grew out their hair, which had been kept in the queue style as per Qing regulations. Growing long hair was a capital offense under Qing law. The Taiping Heavenly Kingdom had other policies that put it at odds with Beijing. It abolished private ownership of property, in an interesting foreshadowing of Maos communist ideology. Also, like the communists, the Taiping Kingdom declared men and women equal  and abolished social classes. However, based on Hongs understanding of Christianity, men and women were kept strictly segregated, and even married couples were prohibited from living together or having sex. This restriction did not apply to Hong himself, of courseas self-proclaimed king, he had a large number of concubines. The Heavenly Kingdom also outlawed foot binding, based its civil service exams on the Bible instead of Confucian texts, used a lunar calendar rather than a solar one, and outlawed vices such as opium, tobacco, alcohol, gambling, and prostitution. The Rebels The Taiping rebels early military success made them quite popular with the peasants of Guangxi, but their efforts to attract support from the middle-class landowners and from Europeans failed. Leadership of the Taiping Heavenly Kingdom began to fracture, as well, and Hong Xiuquan went into seclusion. He issued proclamations, mostly of a religious nature, while the Machiavellian rebel general Yang Xiuqing took over military and political operations for the rebellion. Hong Xiuquans followers rose up against Yang in 1856, killing him, his family, and the rebel soldiers loyal to him. The Taiping Rebellion began to fail in 1861  when the rebels proved unable to take Shanghai. A coalition of Qing troops and Chinese soldiers under European officers defended the city, then set out to crush the rebellion in the southern provinces. After three years of bloody fighting, the Qing government had retaken most of the rebel areas. Hong Xiuquan died of food poisoning in June of 1864, leaving his hapless 15-year-old son on the throne. The Taiping Heavenly Kingdoms capital at Nanjing fell the following month after hard urban fighting, and the Qing troops executed the rebel leaders. At its peak, the Taiping Heavenly Army likely fielded approximately 500,000 soldiers, male and female. It initiated the idea of total war - every citizen living within the boundaries of the Heavenly Kingdom was trained to fight, thus civilians on either side could expect no mercy from the opposing army. Both opponents used scorched earth tactics, as well as mass executions. As a result, the Taiping Rebellion was likely the bloodiest war of the nineteenth century, with an estimated 20 - 30 million casualties, mostly civilians. Around 600 entire cities in Guangxi, Anhui, Nanjing, and Guangdong Provinces were wiped from the map. Despite this horrific outcome, and the founders millennial Christian inspiration, the Taiping Rebellion proved motivational for Mao Zedongs Red Army during the Chinese Civil War the following century. The Jintian Uprising that started it all has a prominent place on the Monument to the Peoples Heroes that stands today in Tiananmen Square, central Beijing.

Free Essays on Analysing Ads

– for example, â€Å"new†, â€Å"your favourite†, â€Å"rich & flavourful†, â€Å"fresh every time†, â€Å"perfect cup†. The body copy also retains the audience’s excitement that was aroused in the headline and kicker. The body copy is writte... Free Essays on Analysing Ads Free Essays on Analysing Ads The big idea of this intimate advertisement is to invite people to try & enjoy Starbucks’ new product offering - one that allows consumers to get the Starbucks experience at home. The art is a key factor. The coffee colours of the ad are also Starbucks’ colours. The inviting cup of coffee is the foreground and coffee beans the background of the picture. The angle of the cup allows the viewer to see the extremely luscious looking coffee in the cup, and we associate the coffee with the beans. The patchwork effect of the ad and the typewritten font all support the novelty and freshness of the idea. The benefit & news headline is in the leading position in the ad. It contains the key word of â€Å"Fresh†, meaning something new is being offered, hints at what the product is, evokes excitement and sets the tone and mood of the ad. â€Å"Starbucks† in the headline utilises the brand’s selling power to the maximum and attracts the readers’ attention. Also, I surmise from the use of Starbucks in such a prominent way that this advertisement’s target market and audience is any Starbucks patron. The subhead â€Å"Our coffee – your house† below the coffee cup and above the Starbucks logo in the ad makes the ad more personal and is again working on Starbucks’ brand identity and appealing to their loyalists. The boxed 3 word kicker above the body copy – â€Å"Fresh Brewed Coffee† creates comprehension of what is being offered and builds on the attention grabbing words of the headline. It also leads the viewer into the body copy. The entire body copy is written in plain, simple, easy-to-read words. It is full of key (attractive) words – for example, â€Å"new†, â€Å"your favourite†, â€Å"rich & flavourful†, â€Å"fresh every time†, â€Å"perfect cup†. The body copy also retains the audience’s excitement that was aroused in the headline and kicker. The body copy is writte...

Foundation Skills in Nursing Assessment Essay Example | Topics and Well Written Essays - 1000 words

Foundation Skills in Nursing Assessment - Essay Example he nurses, since appropriate hand washing techniques are known to prevent spread of hospital-acquired infection (Lee, Huber, and Davidson, 2008, 12-17). Before beginning my care with him, I decided that I would observe the staff. As per recommendations and guidelines, one should wash hands before and after attending a patient. Therefore, before handling this patient, I went to the wash basin, took out my watch and ring, and then thoroughly rinsed my hands with water right from the elbows to the fingertips The (Infection Control Nurses Association (ICNA), 2003). I had to repeatedly wash these areas with soap and water taking special care not to avoid any areas. The ward had adequate facilities in all patient areas and treatment rooms. I observed that the wash basins in these areas were special in that they had elbow lever-operated mixer taps and were provided with liquid soap dispensers, paper hand towels, and foot-operated waste basins. In some cases there were alcohol hand rubs and gels available along with that. I had observed in some cases, when workload was high and less time was available for hand wash, the staff is using alcohol rub instead of soap wash (Nevill and Ikeda, 2006, 12). The RCN guidelines for hand hygiene clearly state that the hands should be decontaminated with correct techniques by washing with a soap or using alcohol solution, and this procedure needs to be stringent before direct contact with the patient or after any activity or contact with the patient including after removal of the gloves (Royal College of Nursing, 2005). Although alcohol is widely used as a rub in the clinical setting, soap and water wash is ideal, and after the wash, the hands should be dried thoroughly. The hands of the healthcare professionals ideally should have short nails, free of polish and clean. It has been shown that wrist watches, jewellery, rings, or rings with stones carry bacteria potentially; hence they should not be worn (Royal College of Nursing, 2005 ).

Fahad mid Assignment Example | Topics and Well Written Essays - 750 words

Fahad mid - Assignment Example a) Political Geography: It defines the section of geography dealing with matters related to human governments, as well as, the divisions that exist among human group due to culture, religion, language, and ethnicity. It mainly deals with nationality and socio-economic factors; for instance, the existence of the Middle East led by the UAE and Europe led by the European Union. d) Enclave Vis-Ã  -vis Exclave: Enclave is the state of a country existing physically within another country (mostly a larger country), as result, it is surrounded by foreign land, for example, Swaziland in South Africa (De 18). On the other hand, an exclave exists in a manner that is almost separated from the main country but is a part of it although it may be politically independent, for instance, Kaliningrad and Russia. e) Mediterranean State Vis-Ã  -vis Mediterranean Region State: Mediterranean state describes the two countries existent in the Mediterranean region or Mediterranean Sea. Malta and Cyprus are the two Mediterranean states. Mediterranean region state describes the condition of the surrounding of the Mediterranean for example, the economic, political, or climatic state of the area. a) Spatial Geography: it is the concept in geography that analyzes factors involving space. It seeks to examine and explain movement, distance, location, distribution, and change over duration, region, as well asother factors related to space. b) Physical Geography: it is a branch of natural science involved in the analysis of natural occurrences on the earth’s surface. It explores the creation of landforms (ocean, coast, and mountains e.tc.) and their characteristics, in addition to factors such as atmosphere, climate, vegetation, soil and others (De 28). c) Land-Use Planning: the concept explores the effective and efficient use of land whether urban or rural in a manner that promotes economic and environmental balance.