In the heart of the sea the tragedy of the whaleship essex analysis Term Paper

In the heart of the sea the tragedy of the whaleship essex analysis - Term Paper Example The main aspect in the story is the whaling ship Essex as well as its inmates who sets out for whaling and gets destroyed by an attack of a sperm whale. The story background is set during the year 1819 when the whale ship having a crew of twenty people abroad sets out for a two year voyage. The ship faces disasters for nearly one and a half years and gets rammed by the sperm whale and sank in the pacific. All the crew gets on to three whaleboats and were lost at sea for three unbearable months equipped with short rations and very little fresh water. This situation leads to death due to starvation as well as killing by others for food. During the course, one boat gets disappeared and the other two gets separated. When the rescue time arrives at the coast of Chile, only five men had survived this tremendous ordeal. This includes the captain and the first mate as well as three others rescued from a nearby Henderson island. The story brings out an era of life giving its readers a nostalg ic and tragic picture of the whaling industry and its society. The story relies upon the narratives of two survivors. One of the survivors has just been found through his narratives, the hardships of life of a whaling sailors are descripted in a very interesting manner. His narratives include modern medical knowledge of the physical and mental effect of starvation. The book also has descriptions of other two shipwrecks as well as stories of survivors who loved their rest of their lives as well as an introduction to the recent work of the Nantucket whaling museum. â€Å"The heart of the sea† is one of the greatest sea stories ever written. It has an extraordinary ordeal of ordinary men along with a wealth of whale lore as well as a brilliantly described portrait of the ones who are lost among the unique community of Nantucket whalers. It is the story of man against nature. The impact of the shipwreck of Essex had far sighted impact on the community of Nantucket. It inspired ma ny writers including the creation of world classic Mobi Dick by Hermann Melville which was written on the basis of this story. The community consisting of about seven thousand people lived on a gently sloping crowded with houses and topped by wind mills and church towers. The community lived here peacefully. Only the sea below was crowded with activity. The destruction of the ship Essex cast a shadow on the family of crew members. Children lost their joyfulness due to their loss of their fathers. Moreover the destruction and its aftermath teached the community a new type of psychology of survival and the incidence of cannibalism in extreme conditions. The destruction also had an impact on the nation. Since it was times of economic depression every one looked at the whaling community with expectations. The whaling industry was concentrated in and around Nantucket and it was shortly going to become one of the wealthiest towns in America within a short span of time. Destruction of Esse x created a shadow in their prosperity expectations. The capsizing of the ship was blockbuster news in New England and New York during the 1820’s. The survival tactics became well known tribulations about people going without food for very long periods. The author Nathaniel Philbrik has used the narrative of Owen Chase to write this book he also has taken into account the uncovered account of cabin boy

The Inhabitants Of Wales History Essay

The Inhabitants Of Wales History Essay The most populous Celtic community in Great Britain are the inhabitants of Wales in the western part of England. The Welsh who call themselves Cymry and their country Cymru had been Christians long before the Angles and Saxons adopted Christianity and they are proud of their literary tradition the beginnings of which predate English literature. The motif of the red dragon in the Welsh flag is a symbol of the Welsh people ´s resistance against Anglicization and of the perpetuation of their culture and language. The number of ethnic Welsh people is not known. As for the speech community of Welsh this accounts for 0.58 million speakers and they make up 21 per cent of the total population of Wales. Some 50,000 Welsh-speakers live outside Wales in other parts of England, most of them in the region of Greater London. The level of language maintenance has remained stable during the past two decades. Assimilation to English, though, has been a trend with continuity. About a hundred years ago there were still some 0.9 million Welsh speakers. Most speakers of Welsh live in the western and northern parts of Wales where the rates for language maintenance are between 40 and 50 per cent. In the South the level has fallen below 20 per cent. The Welsh language does not suffer from a lack of transmission to the younger generation like Scottish-Gaelic (> Highland Scots). In the youngest age range (i.e. between 3 and 15 years) Welsh is spoken by 32 per cent. Proficiency in Welsh is much lower in all other ag e groups, even among the older generation (i.e. 24 per cent in the age range, 65 and over). At the beginning of the twentieth century there were still 0.28 million Welsh people who could not speak English but only their native tongue. At the end of the twentieth century their number had been reduced to a minimum of 21,500 which is less than 1 per cent of the Welsh speech community. Those who speak Welsh are bilingual, speaking English as second language. Together with Breton in Brittany and Cornish, formerly spoken in Cornwall, Welsh forms the Brithonic subgroup of Insular Celtic (see Irish for the Goidelic subgroup). Already in the late sixth century, Welsh had developed local features which set it aside from other varieties of Celtic in Britain. The origins of Welsh literature are shrouded in the mist of medieval history. The works of two poets of the sixth century, Aneirin and Taliesin, mark the beginnings of a literary tradition in Welsh. Their literary works, though, are only preserved in manuscripts of the thirteenth century. It is assumed that the texts in the manuscripts are copies of much older originals. Highlights of medieval literature are the collection of narrative prose, the Mabinogion (eleventh thirteenth centuries), the codification of Welsh laws compiled by Hywel Dda (tenth century) and bardic lyrics composed by Dafydd ap Gwilym (thirteenth century). The translation of the whole Bible into Welsh was completed in 15 88. It appeared in a second edition in 1620, and its language became influential for the elaboration of a modern literary standard. Since the Welsh literary language continues language use of the seventeenth century it holds a bridging function between the modern and the ancient so that the connection with the medieval literature is not lost for the reader of today. Those Celtic tribes who had settled in Wales some two thousand years ago saw the advent of the Romans and experienced Roman rule over Britain. After the Roman conquest of Britain in 43 c.e. Wales was integrated into the Roman Empire as a region of military interest but Roman settlers did not come to live there. The Celts in Wales learned about Latin from the Roman administration but it was only during the time when Christianity spread over Britain that Latin became the vehicle of cultural and social innovation in the Celtic communities. The oldest layer of religious terminology in Welsh dates to the third and fourth century; e.g. eglwys  ´church ´ Medieval history is dominated by the struggle of the Celts in Britain against Anglo-Saxon supremacy. The historical king Arthur who has been acknowledged as the founder of the British lineage of kings rose to legendary fame as the protector of the Celtic Christians in their fights against the Germanic heathens in Britain. In the late eighth century, the king of Mercia, Offa, had an earthen wall built to separate the Celtic territory of Wales from the Anglo-Saxon settlements. For centuries, the Celts remained west of Offa ´s wall and the Anglo-Saxons east of it. Wales was finally conquered in 1282 and annexed to England. The status of Wales as a region under the authority of the British Crown was formalized in 1536, and the monopoly of English as the language of administration was confirmed. The English rulers practised a policy of apeasement to avoid social unrest by exchanging privileges for loyalty and to accept the Welsh aristocracy into their service. The Welsh à ©lite was s upposed to adopt the English language and English lifeways as a precondition to keeping their privileges. One of the lineages of the assimilated Welsh à ©lite was very successful. These were the Tudors whose representatives eventually ascended the English throne. The first Tudor to rule over England was Henry VII (reigned 1509 1547). Until the eighteenth century, Welsh society was divided into an Anglicized à ©lite of Welsh descent, loyal to the kings of England, and Welsh peasantry whose lifeways remained practically untouched by English culture. The seventeenth century saw the introduction of a Protestant movement which has dominated religious life among the Welsh up to the present, Calvinistic Methodism. Things changed with industrialization evolving, a process which unfolded in three stages on a prolonged horizon of time, ranging from c. 1780 to c. 1900. The area of southern Wales was of particular interest because of its riches in coal. The opening of coal-mines triggered a migratory movement of greater parts of the rural population to the urban and industrialized centers of the South where assimilation pressure was strong and language shift to English was swift. The British Education Acts of 1870 and 1889 stipulated English as the only medium of instruction at all schools and on all levels of education (i.e. from primary to higher), and these regulations promoted radical Anglicization. The romantic, all-European interest in the preservation of the local heritage and the movement of national awakening of the nineteenth century found its concrete manifestation in the cultural activities of the Celtic Revival. In Wales, this led to the establishment of a cultural institution, the Eisteddfod (literally  ´session ´), which was held for the first time in Aberdare in 1861. This is a sort of fair which offers a cross-section of all domains of Welsh culture and language, including literature, theater and the visual arts. The Welsh language has been a crucial issue in the process of social and political reforms since the 1940s. After four hundred years of a monopoly of the English language in administration in Wales Welsh was granted official status alongside English in 1942. This regulation first concerned only the use of both languages at court and was extended to the use of Welsh in regional and parliament elections, in 1967. Furthermore, a trio of Acts in the decade 1988-1998 provide a new statutory infrastructure and institutional context to enable social reform in education, language rights and governance, (Williams 2008: 124). Constituents of this network of reforms are the Education Act (1988), the Welsh Language Act (1993) and the Government of Wales Act (1998) which are the pillars of Wales as an autonomous region within the United Kingdom and which provide the statutory platform for a National Assembly for Wales, established in 1999. Harald Haarmann Further Reading Aitchison, John and Harold Carter. A Geography of the Welsh Language 1961-1991. Cardiff: University of Wales Press, 1994. Davies, John. A History of Wales. London: Penguin Books, 1994. Morris, John. The Age of Arthur. A History of the British Isles from 350 to 650. London: Phoenix, 1993. Williams, Colin H. Cymric (Welsh). In Wieser Encyclopaedia Western European Languages, eds. Ulrich Ammon and Harald Haarmann, vol. 2, 109-129. Klagenfurt, Wien Ljubljana: Wieser, 2008.

Michael Ondaatjes Relationship with his Father in his Work, Running in

Michael Ondaatje's Relationship with his Father in his Work, Running in the Family The jacket description embossed on the back cover of the Vintage publication of Michael Ondaatje's Running in the Family gives the reader a false sense of what the book is about. To some it is a "lyrical and witty" tale of "broken engagements, and drunken suicide attempts," and to some it may be "an inspired marriage of travel narrative and family memoir" (jacket). The front cover, however, provides the most valuable information about the book. It is a detail from Paul Gauguin painting of a man walking through a tamed arboreal area. A scene from a tropical countryside the colors are bright and vibrant; off to the left side is a small hut. Gaugiun was a post-Impressionistic painter who stressed feeling over realism; it was the sole intent of the artist to catch the emotion of the moment. Thus, emotion appears to be the driving force of Running in the Family. The book is a series of anecdotes and "gesture[s]" as Ondaatje labels his construction of plot (206). Ondaatje records events as they are told to him, exaggerated by the storytellers and distorted by time, and further transformed through his transcription good. Interestingly, it is his father, Mervyn Ondaatje, and not Michael Ondaatje himself, who captures most of the attention in Running in the Family. Of this, literary critic and professor Winfried Siemerling states, "the connection between the self and the other is directly patronymic in Running in the Family †¦ the book can be read as a biography. Representing the story of Mervyn Ondaatje through the eyes of his son Michael, however, the biography is, at the same time, autobiography." Ref This a convention which mayead the reader to surm... ...needed to find him in one form or another" (Jewinski, 13). Ondaatje's avoidance of explanation is renown, as Douglas Barbour offers in his critical essay of Running in the Family, " rather than explanation, Ondaatje's texts seek to create a sensual and emotional awareness of the other's living" (packet 124). But what Ondaatje doesn't explicitly express, he weaves into his text, creating that "sensual and emotional awareness," allowing his readers to step into the life of his father, and along with Ondaatje, forgive. Works Cited Barbour, Douglass. "From: 'Michael Ondaatje'." Waddington Packet, 2001. Jewinski, Ed. Michael Ondaatje: Express Yourself Beautifully. Toronto ECW Press, 1994. Ondaatje, Michael. Running in the Family. Vintage Books, New York, 1993. Siemerling, Winfried. Discoveries of the Other. Toronto, University of Toronto Press Inc., 1994.

Managing Diversity and Ethics in the Workplace Essay

Introduction There steps leaders and managers can take to effectively manage diversity and ethics concerns. How a manager effectively manages ethics and diversity, within the organization is directly correlated to the cultural, organizational and external environment influence ethical behavior. One of the step’s leaders and managers can take is to incorporate diversity training of the organization. This big step puts the organization on its way toward maintaining a well balanced diverse organizational culture within a company. When it comes to managing diversity in the workplace, there are many attributes that go into a successful training session. (Jones, 2011, p. 164), â€Å"managers can take steps to change attitudes and values and promote the effective management of diversity.† Diversity training within an organization is an effective step in changing the values and promotes the effective leadership and management of diversity within the organization is a big step towards mainta ining a well balanced diverse organizational culture within a company. Every leader of an organization implores and implements different diversity training tactics. Some companies have strict diversity training seminars that include power point presentations with a set of rules for do and don’t. Other organizations implement an more interactive method with diverse groups as a means to also reap the benefits of a diverse workforce: For example: at â€Å"Sodexo and Principle Financial Group† (Jones, 2011 p. 143) â€Å"Sodexo encourages managers like Ron Bond to interact with diverse groups to gain a better appreciation and understanding of their experience.† Sodexo acknowledged and understands that when diversity is manage effectively organizations can benefit the organization as a diverse workforce bring, diverse perspectives, points of view, experience and knowledge. Sodexo also provide their employees with extensive diversity training, which encourages managers to be mentors and interact with diverse groups. According to Sodexo web site they â€Å"At Sodexo we work around five pillars – gender, generations, disability, ethnical origins and LGBT – to foster a culture that embraces differences and celebrates unique ideas, perspectives, experiences and talents.† As we strive to challenge stereotypes and disseminate the business case for diversity, we believe it is crucial to train all managers and employees.† (Sodex 2012). â€Å"Sodexo USA’s diversity learning strategy offers awareness training and skills building labs on topics ranging from generations in the workplace to cross-cultural communications. Following the U.S. example, a program designed to heighten awareness, building skills and provide tools for managing within a diverse working environment were launched throughout Europe.† (Sodex 2012). An organization such as Deloitte & Touche, â€Å"have instituted a program to encourage minority suppliers to complete for its businesses, and the firm sponsors schools and colleges that supply a stream of well-trained recruits.† (Jones, 2011, p. 145). According to Google’s corporate website on diversity, â€Å"The Diversity training is designed to ensure our employees have the awareness, skills and knowledge to build and retain the workforce to fuel Google globally. Our diversity education programs includes all aspects surrounding employment that aim to create a culture of inclusion with a focus on improving recruitment strategies and techniques for identifying high-value diverse talent† (Google 2010). Google also says that â€Å"At Google, we are committed to a supportive work environment, where employees have the opportunity to reach their fullest potential. Each Googler is expected to do his or her utmost to create a respectful workplace culture that is free of harassment, intimidation, bias and unlawful discrimination of any kind† (Google 2010). The website goes on to say that employment at Google is based solely upon individual merit and qualifications directly related to professional  competence and is not based on the basis of â€Å"race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law† (Google 2010). This tells us that Google treats everyone equally, and gives them the same opportunities as everyone else. Equality challenging for diversity stakeholders and executives is getting the leadership team to realize and implement that things have changed harnessing cultural diversity through training increase productivity as such must be a major part of an organization. (Jones, 2011 p. 165) demonstrates number organizations are implementing programs within the organization that requires interaction. One of such organizational program whereby top managers spend time performing the same work duties as employees to improve and understand the challenges employees face was DaVita Inc. DaVita Inc., is a major supplier of kidney dialysis service, in the U.S. and while the three top seniors executives have never worked in a dialysis clinic, exchange work places and now work three days in the clinic. The executives were provided with a better insight and understanding of the nature of the technicians jobs, along with the how emotional the job is and the effects on the technicians. There is no better way to understand diverse group than interaction, joining together at certain times in order to interact and communicate. Leadership of Teams Essential important when implementing a change of the organization core values, and goals is to form a top management team. (Jones, 2011 p. 499). Top management teams are the ones responsible for developing diversity training methods and a strategy to implement the training within the organization in order to achieve the organization goals. Top management teams, are normally compose to a diverse group, with knowledge, expertise and experience in stressing diversity. As cross-functional top management team the members are comprised from the various departments within the organization as a formal group. The top management as a formal group, come together to form a cross-cultural team, by following the five stages of forming a group, as group role is to set the behaviors and task. One of the behaviors for diversity training is that the members of the  team to lead by example, in demonstrating ethical and social responsibility. By treating employees based on skills rather than age, sex or race. The integration of leadership exercises in diversity training programs will help employees realize the importance of this attribute within the organization. There are many reasons as to why there must be a diverse team of leadership from top management from different backgrounds, ethnicity, age, gender, or education so that the company can integrate points of views from people from different walks of life. In diversity training, employees would be made to realize that anyone can be a leader regardless of age, sex or race. Leadership skill workshops can be introduced at the work place to educate employees and encourage them to cultivate these skills. Many people confuse management and leadership to be the same thing. There are many people from diverse backgrounds who are managers. Management focuses on establishing detailed plans and schedules for achieving certain results, then providing resources to accomplish the plan. The jobs need to be filled with qualified individuals who understand the direction of the company. Leadership, on the other hand, creates change, often to a dramatic degree. Leadership calls for creating a more efficient or imaginative process for a future vision. While there are some managers who are leaders, there are some who are not. Being both a good manager as well as a good leader is a balance between learned concepts of leadership as well as inborn traits of a leader. One reason that leadership in diversity training is necessary is because people from different backgrounds have different life experiences. These life experiences gives character, and their character is what determines what kind of leader they will end up being. For example, a potential leader will show strong characteristics like drive, energy, determination, self-discipline, willpower and a need for excellence. On the other hand, a person with weak character will show none of these traits. Their traits will be disorganized and random, and they will attract no followers. To be an effective leader, one must be trustworthy and ethical. A supervisor or manager at a company will only be well liked and looked up to if his employees trust him. In any organization, a leader’s actions set the pace and the way a leader behaves if closely watched and noticed by his employees. This behavior wins trust, loyalty, and ensures the organization’s  continued prosperity. One of the ways to build trust is to display a good sense of character composed of beliefs, values, skills, and traits and to not be discriminatory towards people. In diversity training tactics, it might be helpful to pair those with leadership potential with other leaders from different backgrounds so that they can learn the qualities of being an effective leader from each other. It might also be interesting to note how leaders from different backgrounds and ages tackle problems. There are many ways of b eing a leader, and people with different life experiences will tackle problems in a different way, depending on the situation and their background. For example, leaders like presidents of countries operate differently from leaders of companies. In diversity training, perhaps an exercise could be undertaken that makes the employee chose a scenario and act as a leader in that scenario in order to explore different types of leadership. Diversity training workshops should also focuses on crucial leadership traits that may be of use within the organization. One leadership trait is the trait of courage. Leaders are usually unafraid of taking on challenging tasks. They display a confident calmness when under stress and plan out strategies in order to overcome obstacles in their path. People from minority backgrounds should take particular interest in this trait because they are working to get ahead in a world where they are a minority. Another example of a leadership trait is justice. Good leaders treat everyone fairly and display empathy by being sensitive to the feelings, values, interests, and well-being of others. They are non-prejudiced towards their employees and clients and make everyone feel like their voices are being heard. For example, a manager at a board meeting hears both sides of a story before deciding on a course of action. Leadership seminars are particularly important in companies with many diverse employees because leaders build a foundation in their organization, as well as build a sense of trust with their employees. In a company, the leader or manager has to make sure the culture of the organization is positive and that the work flow is productive. The most important person in shaping an organization’s culture is the leader of the organization. A leader at the executive level is the main source for the creation and implementing the culture and everything it stands for. The leader originally decides what the core values of the organization will be, how they will go about their business and what rules they will follow. He is in charge of shaping the culture and managing it. An understanding of the diversity within the organization and the knowledge of how to mold different people together it is a necessary skill for leaders trying to achieve a strategic outcome. Along with the diversity and culture of an organization, potential leaders must also pay attention to the climate of an organization. The climate is the feel of the organization as well as the individual and shared perceptions and attitudes of the organization’s members. The climate of an organization represents the beliefs about the vibe or feel of the workplace by the employees. This individual perception of the way the organization feels comes from what the people believe about the activities that occur in the organization. These activities influence both individual and team motivation and satisfaction and the employee questions the actions and principles of the leader. These directly relate to diversity because sometimes people are unsure of how to treat other at times due to the difference in religious beliefs or opinions. If a leader outlines a general code of conduct for all employees that takes into account everyone’s beliefs and expectation, a negative climate situation can be avoided. The climate of an organization should bring about a feeling of assurance to the employees; so that they know that they are doing things right and behaving appropriately. Leading Change and Managing Conflict Managing conflicts within the organization today requires the type of leader that is able to communicate and collaboration when working with a diverse workforce. Conflict is a an inevitable part of any organization, as goals of shareholders, managers and employees are more than often incompatible. (Jones, 2011, p. 566). When there is a crisis within an organization, a leader needs to be able to rise to the occasion, and bring out extraordinary leadership qualities by first determining what type of conflict is involved such interpersonal, intra group, inter group and interorganizational, understanding these various types of conflict and how they differ helps a manager deal with the conflict. Moreover a manager needs to understand the source of the conflict, whether it seem from different  goals and time horizons, overlapping authority, and/or task interdependencies. When a manager is able to discern the type of conflict and source he can focus on a fair consist distribution of justi ce equability. By cultivating leadership skills in employees, people from different cultures and backgrounds begin to trust each other because they are all leaders and they view themselves as equal to one another. The leadership aspect of diversity training should also outline how to be a respectful, unbiased leader when it comes to other cultures and ages within the organization. Employees observing a leader do not look at the traits or attributes of a leader, rather, they observe what the leader does in order to decide whether their supervisor really is a good leader or not. They use this observation to tell whether the leader is an honorable person or a self-serving person who discriminates against other people or misuses their authority in order to get a promotion. Self-serving leaders are not as effective because their employees only obey them, not follow them. On self-serving leaders, often give employees â€Å"The feeling of being separate, which is characteristic of leaders, is different from narcissism. The leader is aware of boundaries and distinguishes the inner and outer worlds, fantasy and reality, self and other people. Career-oriented managers are more likely to exhibit the effects of narcissism than leaders. While busily adapting to their environment, managers are narrowly engaged in maintaining their identity and self-esteem through others, whereas leaders have self-confidence growing out of the awareness of who they are and the visions that drive them to achieve Diversity training companies also helps cultivate relationships between the people of the organization. Organizational conflicts is a discord that arises when there is a diverse workforce who are incompatible, where goals, values and interest differ, which cause blocks and attempts to thwart each other work performance. Diversity training that address conflict management strategies focuses on conflict resolution diversity awareness, sources of conflicts, job rotation, and temporary assignments. These strategies focus on the whole organization. A Top management team position, as the leader has to make sure his employees are working togeth er as a team. Doing their share of the work, getting along with people and working well with others are all part of teamwork. A leader or manager has to make sure that  his employees are not only meeting these goals, but also motivating them to go one step ahead of these goals to increase productivity. Introduction of these concepts in relation to diversity will help people from different backgrounds work together towards a common goal. Teamwork training exercises in diversity training are important for employees who want to advance to a leadership position, as teamwork is one of the key things managers look at when determining leadership potential. Employees with leadership potential see team effectiveness as a leadership opportunity. They realize that they will achieve more by working through and with others, that they will get more done with the active support of colleagues. These exercises will also help to harbor good relations between people from different walks of life. Finally, leadership seminars motivate minorities to do better. In recent times, minority employees have been underestimated when it comes to handing out leadership positions. One reason for this is that some minorities do not think that they are capable of being leaders because there have been so few minority leaders in their organization. They do not go for higher positions because they think that they cannot get them. By organizing leadership seminars, minorities can see that they are good enough to be leaders because they are not different from any other race, culture, gender or age group around them. The leadership seminars will help them learn about their own skills as well as inculcate new ones within them so that they go for their goals. CONCLUSION Leadership is an important attribute that should be more focused on in diversity training workshops. Leadership leads to teamwork which is an important factor in an organization. Making sure that employees get along and that no one is discriminated against is a leader’s job. If everyone is taught about leadership and how it works, people from different backgrounds will gain the confidence and skills required to advance within the organization. Leadership seminars will also help to inspire people and prevent a negative cultural climate from occurring between people from different backgrounds. Activities like leadership role switching and scenario leadership can help cultivate teamwork and leadership among employees. Bibliography Jones, Gareth R. and George, Jennifer M. Contemporary Management. 7th ed. McGraw-Hill Irwin, N.Y., N.Y., 2011. Sodex (2012) Sodex and Principle Financial Group. Retrieved from http://www.sodexo.com/en/commitments/diversity-inclusion/actions/training.aspx July 20, 2012 Google (2010). Google Diversity and Inclusion. Retrieved from on July 20, 2012.

Hamlets Fatal Flaw Essay

Hamlet’s Fatal Flaw was that he had a hard time carrying out his plans. Many times did Hamlet plan on doing things, yet he did not carry out these plans. Hamlet was not a bad guy, but more of a tragic hero. In the opening scenes of the play, the Ghost of Hamlet’s father reveals the truth about his death to his son. He tells Hamlet to avenge his tragic murder. Hamlet’s response seems like he has quick plans to carry out his fathers wishing, by saying â€Å"Haste me to know’t that I with winds as swift†Ã‚ ¦ May sweep to my revenge.† (p. 29 lines 27-29) Unfortunately, Hamlet’s inability to act on his father’s extortion has him reluctant to kill the King Claudius by the end of that very scene, when he says, â€Å"This time is out of joint, O cursed spite, that I was ever born to set it right.† (p. 35 lines 197-198) Here, Hamlet is already having doubts and wishing that he wasn’t the one that had to carry out the revenge for his father. Obviously Hamlet has real problems when it comes down to dealing with things. As the play goes on, Hamlet still has not done a thing to avenge his father. In act II, scene 2, Hamlet decides that before he can avenge his father’s death, he must make sure that the Ghost was telling the truth. This simply gives Hamlet more excuse to procrastinate. Hamlet makes a plan to have a play in which he will test the kings reaction to. The play would be about a king who is murdered by someone putting poison into his ear. Then the murderer becomes king and is loved by the fallen kings wife. Just as it was for Claudius who killed the king and took his wife. When the play is seem by Claudius, Claudius becomes outraged and ends the play. Hamlet knows now that Cladius is guilty. Even here, hamlet is speaking to his friend Guilderstern and says â€Å"I lack advancement† (p. 81 line 338) when his friend asks what is wrong with him. I think that Hamlet knows his flaw but he won’t act on it. In act III, scene 3, Hamlet is ready to kill the king, but stops himself because the king is praying. Hamlet thinks that because the king is praying that if he killed him now the king would go to heaven. He decides yet again to delay avenging his father’s murder, this time until he can kill the King while he is in a vile condition, such as â€Å"When he is drunk asleep; or in his rage; Or in the incestuous pleasure of his bed.† (p. 87 lines 89-90) Later,  Hamlet even proclaims; â€Å"How all occasions do inform against me, and spur my dull revenge.† (p. 104 lines 33-34) In the end of the play, we see that Hamlet’s inability to act causes his tragic demise. Hamlets failure to revenge his father when he should have, costs him not only his life, but also his mother’s. In the final scene, Hamlet duels with Laertes, who has conspired with the King to kill Hamlet. In the King’s attempt to kill Hamlet, he accidentally poisons the Queen. Laertes delivers the fatal wound to Hamlet with a sword dipped in a deadly poison and it is only with his final life breath that Hamlet finally kills the King. So, Hamlet has finally killed the king, but not by going out and killing the king like he said, but with a poison the king made himself to kill Hamlet. But it would be okay to say that Hamlet avenged his father, and his fathers later wish for the queen to be left to die without Hamlet killing her. Both Hamlet’s and his father’s names are cleared too. Basically, everything is made clear to the people and besides Hamlet’s sad death, everyone who deserved to die or be killed, was killed. Hamlet obviously wouldn’t have made a good king anyways, without the ability to act on your own wishes, you would never rule a kingdom very well.

Biography of Emmanuel Kant Essay Example

Biography of Emmanuel Kant Essay Example Biography of Emmanuel Kant Essay Biography of Emmanuel Kant Essay Essay Topic: Immanuel Kant Known by many in the field as the male parent of modern doctrine. Immanuel Kant questioned many of the premises held in his twenty-four hours. He focused much of his work on the kingdom of human idea. apprehension. and possible. His thoughts about observation. acquisition. and experientialism set the case in point for all philosophers who followed him. Born in the early 1720s. Kant lived in what was known as East Prussia ( now a portion of Kaliningrad. Russia ) . There. he was able to procure a teaching place for about 10 old ages when he began working at Konigsberg University. He would stay a portion of their staff for about five decennaries lending to the rise and popularity of doctrine of the twenty-four hours. Not much more is known about Kant’s before life. He did travel on to holding several of his pieces published. although none were an exact autobiography. In his Review of Pure Reason. he discussed and raised interesting points about human cognition. Instrumental on Kant’s ain thoughts was the work of philosopher David Hume. who agreed that human experience could be used for understanding. but that it should non be used to explicate every phenomena we encounter in nature or in the existent universe. Kant built upon this thought. He stated that new experiences could be formulated based on past experiences because it our past that helps us larn about our hereafter. He believed that the human head organized events and thoughts into classs that could be accessed subsequently to find how we might respond in a certain experience. He came up with the word to depict the paradox of apprehension: thing-in-itself. Kant’s ain statements about the being of God were besides non good accepted at his clip. He believed that adult male could non apologize God because it was non something that we had experienced earlier. In other words. we might be able to impute certain features to Him. but it is finally limited by our ain human apprehension of the existence. In kernel. we could neer come near to truly understanding who God is and foretell what He is traveling to make. | [ movie ] | [ movie ] | [ movie ] | [ movie ] | [ movie ] | .

Gandhi, A Great Leader Essays - Gandhism, Ascetics, Gujarati People

Gandhi, A Great Leader Essays - Gandhism, Ascetics, Gujarati People Gandhi, A Great Leader Few men have ever had as much of an effect on our world as Mohandas Gandhi (1869-1948), though he used the message of peace and love, rather than war and destruction. One time a prominent lawyer in South Africa, Gandhi gave up practicing law and returned to India in order to help ease the suffering of the repressed people of his homeland. Gandhi's love for people and his religious fervor made him a revolutionary in many of his ideas and actions. He desired to see India freed from British rule in a bloodless revolution, similar to the Glorious Revolution of Seventeenth Century England. Knowing that violence only begets violence, he began the practicing of passive resistance, or as he called it, Satyagraha which means holding onto truth. In his famous Salt March of 1930, Gandhi and thousands of others marched to a coast where salt lay on the beaches to protest the British Governments' prohibition against the Indians making their own salt. Though many were beaten, arrested and killed, no one fought back. Over the course of his life he led three major crusades, rallied support for nonviolent strikes, urged Indians to boycott anything British, and championed women's rights. Gandhi exemplified many characteristics of a great leader. His love for the people of India was boundless; he wanted nothing more than to serve and help them. Always putting others above himself, he sought to make himself even lower than the lowest member of the Hindu caste system. He even humbled himself to the point of sweeping up excrement left behind by others, hoping to teach that disease was spread in filth. One of his most admirable qualities was that he led by example and never preached that which he was not willing to do himself. A common thread between Gandhi and many other great leaders was that no matter what he did, he did it to the best of his ability. He once said: No matter how insignificant the thing you have to do, do it as well as you can, give it as much of your care and attention as you would give to the thing you regard as most important. For it will be by those things that you shall be judged. He gave up his life and material possessions, fasted, toiled and suffered for his people and their cause. He showed that passiveness is not synonymous with weakness, and became a leader in the truest sense of the word. Perhaps Gandhi's greatest contribution to the world continued long after his assassination in 1948. Few realize that had it not been for his influence, we may have never witnessed in this country Martin Luther King Junior's I have a dream speech, the lunch counter sit-ins, Rosa Parks, or Nelson Mandela's struggle against antiapartheid oppression in South Africa. These people and many more who have followed in his footsteps bear witness to Gandhi's leadership ability and his legacy that will continue for many centuries to come.

How to job hunt without your boss finding out

How to job hunt without your boss finding out The job search can be a bit weird if you already have a  job- everyone does it, or no one would ever have a new job. But it has to be done in a top secret way, because you can’t let your boss know what’s going on. Even if he or she knows you’re unhappy, you don’t want this person knowing that you tried to leave- especially if you don’t get a new job right away. And even if you have a great, open relationship with your boss and she wants you to do what’s best for yourself, it’s still awkward. You don’t want to be marked as a flight risk†¦so how do you manage the process without tipping off the boss? Don’t check out from your day-to-day work.If you’re clearly not putting time and effort into your daily work, it’ll be a first sign that something is off. It’s not only bad practice in general to let your performance suffer, but it’s also a clear sign to your boss that you’re trying to get out the door, one way or another.Don’t use your boss as a reference.This one probably seems obvious, but you’d be amazed at how many people think they have to use their current boss as a reference. I once had a friend who listed her current boss’s contact information on a (stealth) job application, then freaked out when the new company actually called the current boss. If you need a reference but don’t want to tip your hand with your current boss, use a trusted colleague who is familiar with your work and can vouch for you.Don’t use your work computer.At this point, it’s safe to assume that Big Brother is always watching- and in this case that could include your boss. Don’t use your work computer to search for new jobs, work on your resume, or reach out to potential employers. There’s a good chance this runs afoul of your company’s computer usage rules, for one, and if you’re applying to competitor companies, it could be a legal issue as well. So make sure you’re doing your job hunt stuff on your own time, on your own devices.Don’t shout about your plans on social media.If you’re not Facebook friends with your boss or connected on LinkedIn, you might think it’s safe to talk about your job search or send out a â€Å"hire me!† blast. Don’t count on that â€Å"friends only† post to stay private. There’s nothing stopping one of your other contacts from letting it slip that you’re hunting, or from sending your boss a screenshot of your â€Å"I hate this place, get me out of here† rant. If you really don’t want your boss to know you’re looking elsewhere, don’t post anything on social media that you wouldn’t want him or her to read.Ideally, your boss won’t know about your job search until you have an offer in hand and a lovely resignation letter ready to go. But if you practice some basic di scretion, it doesn’t have to feel like a Cold War spy mission, either.

Historical Development Matrix Essay Example | Topics and Well Written Essays - 500 words

Historical Development Matrix - Essay Example e Organizations (JCAHO): It is a private non-profit organization established in 1951 with specific focus on initiating accreditation process of hospitals and healthcare services. It approved specific risk management standard in 1989. The standards ensured both service quality and patient care. In addition to the approval of standards, American Society for Healthcare Risk Management (ASHRM) was established and later collaborated with JCAHO’s sentinel event policy and on patient safety standards (Jcaho, 2004, p.3). 3. Medicare & Medicaid Act (1965): This act ensured the protection of public rights on the accessibility of quality healthcare. It extended health coverage to all citizens above 65; and ensured healthcare services to disabled individuals, blinds, and low-income class children. 4. Hill-Burton Act (1948): in fact, this was the commencement of regulations on healthcare that insisted the idea of community service obligation (Taylor R J & Taylor S B, 1994, p.542). It was followed by a number of regulations on risk management and quality improvement in healthcare services in the United States. 5. Medical Device Amendments (1976): the amendments insisted the avoidance of medical errors. It also ensured the safety of food, drugs, and cosmetics by giving authority to the US food and Drug Administration (FDA). It clearly defines the standards of food coloring and drug additives to ensure the protection of patients from deliberate medical malpractices (Dyro, 2004, p. 235). 6. Health Insurance Portability & Accountability Act (1996): since the enactment of this law the organizational documentation was enhanced or made mandatory in healthcare organizations (Marcinko, 2005, p.90). It also led to the widespread use of electronic devices for the healthcare transactions. In addition, the law insisted the insurance protection to workers and their families. 7. Federal Medicaid Regulations (2003): the 2003 regulations were the further improvements on the existing

Green Thumbs in the Family Essay Example | Topics and Well Written Essays - 750 words

Green Thumbs in the Family - Essay Example This paper will study the connections between these aspects of the plant and how exactly they correlate to both the Younger family and their internal dynamics. The significance of the flower pot can be seen as an encompassing support. It is what keeps the necessary components together for the continuation of life. This directly parallels the family unity that all the characters exhibit to different degrees in varying ways from Walter's need to provide stable income for the family to Beneatha's drive to become a doctor, thus helping other people while providing security for her own. The most direct representation of this surrounding support can be found in two main examples, however: Walter Sr.'s insurance money and Lena's purchase of a new house for the family. The first of these is a result of a lifetime of hard work to support his family - and, despite to what extent the work may have killed Walter Sr., his efforts have extended beyond his own lifetime to support the family after his passing. The example of the new house is Lena's own contribution to nurture and provide for the family, for they have essentially overgrown their current ab ode and must be transplanted into a new vessel. This proves to be an additional aspect of the flowerpot's symbolism, for it allows the life within to be easily transported to new environments. It is the support of the external flowerpot that contains the spirit of the earth inside - the full combination of heritage and environment which allows life to thrive. The earth within the Youngers' vessel contains the soil from everyplace they have ever been: from Africa to Southern America to Chicago. These aspects are paralleled through the characters. Beneatha carries a fascination of Africa, Lena carries all the memories of the South and it's racism. And as much as Beneatha rails against assimilation (ignoring the hypocrisy of her own plans to study Western medicine), both she and her brother Walter have done so to an extent. Lena is correct when she observes that her two children talk about things her and her husband never thought about - for their concerns are the concerns of a new day and a new environment. It is important to always remember the soil that initially nurtured one's life yet is also inevitable that some of the soil must be replenished, for whatever reason. Lif e needs a replenishment of nutrients; these come from what is most conducive to the current environment. Thus, the family must use the surrounding support of their heritage and family (the pot) to contain and combine the influx of new conditions ('assimilation' of new and old soil) in order for the life of the family to thrive. There are two quotes from Lena in Act Two, Scene Three, where she first explains her actions with the plant as that she is "Fixing my plant so it won't get hurt none on the way" and then defending her plant by claiming that "It expresses ME!" Lena's consistent overtures to gardening (and the family's acknowledgement of it through their gardening gifts to her) are fitting, as she has nurtured the life of her family for so long. Yet her identification with it is somewhat incomplete, as revealed by her connecting her own children with it in Act One, Scene

National Changes In Tuition Fees And Funding 2006 Essay

National Changes In Tuition Fees And Funding 2006 - Essay Example As has been scientifically proven, a slight change or shift in an equilibrium situation is bound to set off a reaction process that moves to contain the change could mean different things to different people going by the Betty and Adams illustration painted above. The obvious fact in education today is that there has being a regime change in tuition fees for new students and this sector and implications underlined. There are currently two tuitions fees types. The first indicates that new students are expected to pay 3,000 up from 1,200 that its initially was. This initial amount is however sustained for old students who are returning to campus. The expectation attached to this increase is that having been calculated and pegged till 2009 it will not be rising above this figure. Fees for sandwich and home foundation years are incidentally not part of this 3,000. One unique observation is however the fact that payment of these fees can be deferred until after graduation. The second tuition type is one in which a tuition fee loan is available, accessible without a no means test. This kind of loan is available to home students and EU nationals and it is paid directly to the university, it also has no age limit for applicants. 75% of students' loans for living costs are available without means test whole 25% is dependent on a means test. The sum of 6,170 is pegged as the maximum loan rates for those in London living a way from home while for those living in parental homes in London if is 3,415. The payment schedule for this loan is on an installment basis paid either in September or January and April. It has an age limit of 60years. Fees and living cost are repayable starting from the April after graduation provided that gross earnings stand at minimum of 15,000 per annum. So it is really dependent on how much the student earns after graduation. 9% of earning over 15,000 are paid through the tax system with an interest not above the approximate rate of inflation. This loan however will be written off after 25years if it remains unpaid. Grant such as the LA grants for living cost exists with a new 2,700 non-payable but means tested grant available to students. Income of 17,500 or less attract the maximum grant partial grants are awarded to families with income of between 17,500-37,425.Families with income above the upper limit of 31,425 are given no grant. Maintenance loans will be reduced by up 1,200 for some students who are receiving full grant or living at home e.t.c. where however the students qualify for social security benefits they shall have the maximum grant without and reduction from their maintenance loan. A minimum of 300 should be offer to students benefiting from the maximum 2,700 grant by institution of higher education charging the maximum 3,000 tuition fees. This is towards helping the students in course-related cost and are not expected to pay back. This compulsory payment to student is done by SLC in January. Additional bursaries are awarded as deemed fits by the institution. Also obtainable in the new tuition and

Business Essay Example | Topics and Well Written Essays - 500 words - 8

Business - Essay Example Due diligence is a term commonly associated with such evaluation process. It refers to the care a reasonable person should take before entering into an agreement or a transaction with another party. It is an investigation or audit of a potential investment. Due diligence is a way of preventing unnecessary harm to either party involved in a transaction (Due Diligence – DD, 2009) Most of the investors will evaluate the past and present financial records of the company before taking decisions about the investment. So the entrepreneur must prepare such financial records of the company for the verification by the investors. An investor needs to be convinced about the financial capabilities of the company before taking decisions about investing. For that purpose the entrepreneur must present the financial history of the company in simple terms understandable to even a layman. An executive summary of the business plan is also required by the founders of the venture to convince the investors. It is only through this business plans the investor will know about how the company is going to utilize the money collected from them. The investors also must be convinced about the scope of the business and the market opportunities and hence the business plan must be well written in simple words to attract the investors. Some investors are keen in knowing more details about the company like the assets of the company, customers, environmental issues, foreign operations, legal matters, product issue, suppliers, tax issues, and matters relating to ownership change (Due Diligence Checklists, 2009) The current Investors are extremely careful in investing in shares and hence they will investigate about all the activities of the company before investing. They will analyze the future prospects of the company based on the parameters mentioned above. They know that if the

Horizontal Violence in the Workplace Research Paper

Horizontal Violence in the Workplace - Research Paper Example Conclusion A. Analytical summary B. Thesis statement reworded C. Concluding statement Horizontal Violence Definition: Horizontal violence is defined as the antagonistic behavior by an individual or people towards another individual or a group of people. It is can be classified as an act of bullying, which is today reported to be extensive among the nurses and health care professionals. According to Yildirim (2009), it is an unacceptable endemic present in the workplace culture. Yildirim’s view is that all members in organizations should address this issue as a group in order to eliminate this detrimental behavior. Additionally, it can be viewed as an inter-group conflict at work which may be manifested in concealed or unconcealed hostile behavior. When the term â€Å"horizontal violence† is applied in the nursing profession, it thereby defines a nurse to nurse aggression. This violence may be in the form of nonverbal or verbal behavior. Vartia (2001) states that it refe rs to situations where an individual is subjected to a recurrent and long-lasting hostile act which is oppressing. Those who are targeted have low self confidence as compared to those who are not targets. Thesis statement: From a principled outlook, tolerating bullying behavior is wrong and it violates the basic oath of keeping patients safety. Workplace Perception of Bullying There are numerous views that exist at work regarding why some workers are bullied and why people bully others. The perceived notion at work is that those who bully do it because it promotes their individual feelings. Bullies perceive that they can use their positions, for those in power, over those who may be weak. The perceived control of the bully over the victim may be the key to this act. An individual perceived by other people to be different may be exposed to some form of bullying acts. In cases where an organization or certain individuals perceive others as a threat, there are increased chances of bull ying. Additionally, perceptions of bullying or horizontal violence at work may also be under the influence of the culture in the organization. When an organization’s culture is positive, workers adopt proper behavior. However, when the culture in the firm is negative, workers’ attitudes towards new and different individuals are inappropriate. Signs of Work Place Bullying The detrimental effects of psychological cruelty may begin to appear as a result of collective injuries that may progressively build up in an individual, in this case a nurse. These are signs that bullying is taking place at work, among the health professionals. Among the nurses, signs of bullying range from nurses finding their tasks extremely difficult, low self esteem, to nurses with poor goals (Vartia, 2001). According to Yildirim (2009), signs of a bullied worker or nurse include: reduced motivation at work, low productivity, reduced concentration span, poor commitment to work and their relationsh ips with the managers, colleagues and patients are extremely poor. If these signs are not identified earlier, they are most likely to spill over to other nurses at work, thereby corroding a peaceful workplace environment for all health-care professionals. The anger that a nurse may feel towards a colleague who bullies may be channeled to actions that are not constructive. Thomas (2009) states that fatigue, depression and physical health problems are some of the signs depicted. Through his research, he also found that among

Research Paper Example | Topics and Well Written Essays - 2000 words - 8

Research Paper Example although Bear-Stearns investment firm analysts claim that the US illegal immigrant population "may be as high as 20 million people." (Illegal Immigration) Every year millions of people sneak illegally into another country by crossing the border line, this is very common in United States of America. This is called illegal Immigration, in other words, people who do not have work permit or any kind of permission from the government to come and stay in that particular country. The same affects the health facilities in the country and negatively impacts the overall healthcare facilities in the USA. Research has found that illegal immigration affects the citizens of that particular country, especially the poor people and the legal immigrants. It is also found that the taxes paid by these illegal immigrants are far less than the services received by them. Countries like United States of America are trying their level best to counter this by increased border patrol but this is not only reason for illegal immigration, most of the cases occur because of people who overstay even after their visa is expired. United States of America provides Medicaid facilities to the legal and illegal immigrants but this results in a very big loss for the economy of the country because the people take undue advantage of the same by overstaying in the hospitals even after recovery. The Medicaid policies depend on state to state but there are some states in America which provide the young children and elders requiring medical attention with great facilities like free drugs, free nursing and proper med ical attention. Of late the federal law has brought in many restrictions to keep a check on the illegal immigrants, this also ensures a strict check on the money spent on the public welfare. Some of the services provided by Medicaid to the people are Vaccine for the children, rural health care services, transportation services and these are just a handful of many services provided by the

Horizontal Violence in the Workplace Research Paper

Horizontal Violence in the Workplace - Research Paper Example Conclusion A. Analytical summary B. Thesis statement reworded C. Concluding statement Horizontal Violence Definition: Horizontal violence is defined as the antagonistic behavior by an individual or people towards another individual or a group of people. It is can be classified as an act of bullying, which is today reported to be extensive among the nurses and health care professionals. According to Yildirim (2009), it is an unacceptable endemic present in the workplace culture. Yildirim’s view is that all members in organizations should address this issue as a group in order to eliminate this detrimental behavior. Additionally, it can be viewed as an inter-group conflict at work which may be manifested in concealed or unconcealed hostile behavior. When the term â€Å"horizontal violence† is applied in the nursing profession, it thereby defines a nurse to nurse aggression. This violence may be in the form of nonverbal or verbal behavior. Vartia (2001) states that it refe rs to situations where an individual is subjected to a recurrent and long-lasting hostile act which is oppressing. Those who are targeted have low self confidence as compared to those who are not targets. Thesis statement: From a principled outlook, tolerating bullying behavior is wrong and it violates the basic oath of keeping patients safety. Workplace Perception of Bullying There are numerous views that exist at work regarding why some workers are bullied and why people bully others. The perceived notion at work is that those who bully do it because it promotes their individual feelings. Bullies perceive that they can use their positions, for those in power, over those who may be weak. The perceived control of the bully over the victim may be the key to this act. An individual perceived by other people to be different may be exposed to some form of bullying acts. In cases where an organization or certain individuals perceive others as a threat, there are increased chances of bull ying. Additionally, perceptions of bullying or horizontal violence at work may also be under the influence of the culture in the organization. When an organization’s culture is positive, workers adopt proper behavior. However, when the culture in the firm is negative, workers’ attitudes towards new and different individuals are inappropriate. Signs of Work Place Bullying The detrimental effects of psychological cruelty may begin to appear as a result of collective injuries that may progressively build up in an individual, in this case a nurse. These are signs that bullying is taking place at work, among the health professionals. Among the nurses, signs of bullying range from nurses finding their tasks extremely difficult, low self esteem, to nurses with poor goals (Vartia, 2001). According to Yildirim (2009), signs of a bullied worker or nurse include: reduced motivation at work, low productivity, reduced concentration span, poor commitment to work and their relationsh ips with the managers, colleagues and patients are extremely poor. If these signs are not identified earlier, they are most likely to spill over to other nurses at work, thereby corroding a peaceful workplace environment for all health-care professionals. The anger that a nurse may feel towards a colleague who bullies may be channeled to actions that are not constructive. Thomas (2009) states that fatigue, depression and physical health problems are some of the signs depicted. Through his research, he also found that among

Professional Development Article Essay Example | Topics and Well Written Essays - 1250 words

Professional Development Article - Essay Example udit, this externally-driven auditing system looks at total enterprise value related to the sales volumes of high-profiting pharmaceutical companies and measures their process and product innovations based on how the auditing committee believes each firm should be molding their corporate strategies. Contained in the article are many pharmaceutical companies and their profitability achieved for 2007-2008, their innovation focus, accounting, and how each firm has positioned itself for growth or loss in the face of how each firm chooses to market its products or its research and development efforts. The fundamental purpose of the Pharma Industry Audit is to ask the question, â€Å"Do you create shareholder value (with your strategies and tactics) or do you destroy it?† (Trombetta, 55). The Pharma Industry audit is much more unique than other well-known, independent auditing firms as it deals with much more than simple accounting issues and financial numbers. The critical issue in this article is that many companies are not addressing the macroeconomic factors that cause potential problems for producing shareholder value, therefore they are using improper business strategy and require the need of external auditing to help them see the larger picture in terms of strategic philosophy. Some of these companies, essentially, fail to view how their markets perceive their performance and dismiss these macroeconomic factors in favor of their own business strategy, which can strip shareholders of return on investment. Critical Factor #1 – The current global recession tends to cloud long-term business strategy when pharmaceutical companies either hold onto their existing business strategies or fail to generate better strategic concepts to improve shareholder value. These are the macroeconomic factors that strongly influence whether pharmaceutical companies are maximizing their market presence either through failure to diversify their holdings or improve their research and

Closure of a large amount of mental hospitals

Closure of a large amount of mental hospitals There are many reasons as to why such a large amount of mental hospitals closed down, but to explore the reasons why they closed, we must look at the rise of the large institutions between the 19th century and the 1980s to understand its demise, why so many were built and why, for a small time period, they were successful. The mental hospital is defined as a hospital for the care and treatment of patients affected with acute or chronic mental illness. Between the 19th century and the 1980s, the mental hospital has been defined as the carer for mental illness. But after this golden age of care for mental illness, it has become a victim of decareration ever since leading to a decrease in mental hospitals and its admissions, but why? The discharge of a patient was once known as a good thing as it symbolised the success of that hospital through moral treatment (later replaced by psychiatric treatment) but even before this there was a much harsher system with the use of chains and straightjackets being the norm. As in the case of King George III who himself suffered from mental illness; patients were not seen as human beings, he was encaged, starved and beaten. The philosophy that therefore developed was the goal of a cure, to treat the patient in a therapeutic environment, To remove the patient from the midst of those circumstances under which insanity has been produced must be the first aim of treatmentà ¢Ã¢â€š ¬Ã‚ ¦An entire change in the surroundings will sometimes of itself lead to recovery (Bean and Mounser 1993, 4 quoting Busfield, 1986) The mental hospital really began in Victorian times; hospitals were intentionally structured to be different from ordinary hospitals in terms of therapy, structure and location. (Rogers and Pilgrim 2010, 190). As where the general hospitals in the vicinity of a highly populated area, a mental hospital would have been deliberately built in a place that is not so populated. The mental hospital (or asylum as it was once known) is seen as a conventional and humane way with dealing with the mentally ill; one of the first legal acts to recognise this was the Lunacy Act of 1845 which made local counties build asylums and gave the authority to detain lunatics, idiots and persons of unsound mind. (Rogers and Pilgrim 2010, 190). It was enforced and regulated by the Lunacy Commission. At the time the only place for the mentally ill to go to were workhouses and private madhouses. As mentioned before this moral treatment was in reaction of the harsh treatment normally given. One of the first inst itutions to use moral treatment was the York Retreat, The York Retreat was opened in 1796 by the English Quaker community as a reaction against the harsh treatment used by other asylums. The belief at the time was that the mad were wild beasts. The retreat was opened from The consciousness felt by a small group of citizens of an overwhelming social evil in their midst (Rogers and Pilgrim 2010,198 quoting Jones 1960:40), although state-run asylums did not pick up this form of treatment for a while. Andrew Scull, an American sociologist argued that the mass amount of people detained in asylums was a product of urbanization, industrialisation and professional forces during the first half of the 19th century and that detainment in asylums was a way to control social deviance.(Rogers and Pilgrim 2010,190) The increase in wage labour meant that services were not good enough to deal with this new form of social deviance meaning that the mentally ill could not be looked after by the family or local community, and around this time the stigma of how mental illness was a loss of humanity changed to the loss of self -control among the public. Meanwhile the French sociologist Michel Foucault sees that this new found market economy promotes rationality, surveillance and discipline'(Rogers and Pilgrim 2010,190) But with this change of direction in the treatment of the mentally ill, many institutions began to fill up with patients rapidly overfilling local magistrates estimates, which lead to several extensions to a mental hospital. An example of this is the Conley Hatch mental hospital in London which opened in 1851 and shut down in 1993 and at its peak it held 3,500 patients. Many institutions promoted that they had the cure for mental illness, which led to a great surge in patients. In 1998, Gittens produced research into a mental hospital in Essex and followed the lives of staff and patients in the hospital and found many contradictions about mental hospitals. He found In relation to women patients it is clear for example that the hospital, based as it was on men-only and women-only wards constituted a women-only space and true asylum in a social context in which there was little such space in external community life (Rogers and Pilgrim 2010, 191) He also found that there needs to be a restriction against outside forces such as social, economic and political conditions as they affect peoples abilities to deal with such material. As mentioned, its primary ideals were to treat patients with moral treatment yet this was forgotten about early on in its life, with the exaggerated numbers which local magistrates didnt expect and such serious illnesses, political bodies were urging to keep costs down. Legal acts such as The Mental Treatment Act 1930 which allowed voluntary admissions to mental hospitals, it was also the act that got rid of the term asylum, and many mental hospitals found that it was not necessary to keep voluntary patients institutionalised. This led to a slight decrease in patients but it wasnt until the 1950s that its fall became apparent. Goffman (Rogers and Pilgrim 2010, 192) found that there were four types of institutions because of this: Nursing homes, where the incapable are cared for Sanatoriums for those who have who have an unwanted threat to the community. Prisons, where the welfare of the inmate is not of paramount importance Monasteries and convents for those who volunteer to be away from the world In 1948 the NHS was created, this led to all mental institutions being free for everyone, psychiatrists wanted this to broaden their field of study. The Mental Health Act of 1959 aimed to provide informal treatment for mentally ill patients with the possibility of detaining a patient against his/her will One of the starting points of the crisis was in 1961, Enoch Powell, the minster of Health at the time, believed that mental hospitals were doomed institutions, so in 1961 he drafted The Hospital Plan where he planned to build thousands more hospitals and abolish certain mental institutes. The discharge of patients had become the policy of the demise of the asylum, subsequently the Community care blue book was published which offered an alternative system to the mental hospital; where mentally ill patients would see a specialist for an appointment just like a regular doctor, the patient could then carry on with their lives and live at home. The patient could live a fairly regular life and would stop the segregation from normal society; it would entail the patient receiving treatment in a non-asylum setting such as in a district general hospital psychiatric unit. However it is argued that it is society that made the patient mentally ill in the first place, within the institutions there is a guaranteed market for experts services where specialists could hone their skills, yet the asylum grew out of a need to establish a social order. The asylum had many problems as Goffman points out, he believes in the mortification of self when being admitted to a mental hospital, with self being defined as being constructed by the pattern of social control which exists in an institution.(Rogers and Pilgrim 2010,192) The persons past identity is completely stripped, their movement is restricted, hospital issue clothes are given and any personal belongings are taken away, they are then obliged to disown their former selves through confessions with the staff, there is no such thing as privacy and freedom of choice is extremely limited with all activities on a schedule. Wings (1962) research shows that feelings of withdrawal and apathy in patients was caused by their length of stay in a ward and the lack of a stimulating environment, good medical leadership is not enough to reduce these feelings in patients, as he says it is unlikely that the functions of am energetic reformer can be built in to the social structure of an institution. As John Connolly points out once confined, the very confinement is admitted as the strongest of all proofs that man must be mad. by 1990 the average asylum held 961 compared to in 1930 which held 1221. Once the asylum had reached its peak size, it realised that the patient was losing their individuality through being guided by the institutions rules; this resulted in a problematized re-entry into society. Originally the asylums were urged to be built by humanitarians, today the opposite is true, community care is now seen to be therapeutic and humanitarian, their return to the community legitimised community care as it deflected attention away from the demise of state responsibility for the seriously mentally ill and the current crisis of abandonment. (Bean and Mounser 1993, 8) During the time where many large institutions were on the brink of collapse Martin (1985) conducted research into what they were failing, he found that many of the failures were with the nursing staff whom participated in inhumane, brutal and threatening behaviour and committed mass negligence on their patients. He asked two questions. How do trained carers become to behave contrary to professional standards? And how have hospitals been arranged in such a way that abuse and neglect have not been prevented? To answer he found 6 points: Large institutions were situated outside mass populated areas meaning they were cut off from the community Wards were isolated from each other, and were almost their own little world Un trained and un experienced staff were left to deal will large amounts of unruly patients, The worst wards were the ones rarely visited by a specialist, leaving the junior staff to do the work leading to a lack of leadership There was a lack of staff development through staff training courses etc There was a huge lack of privacy for the patients (Rogers and Pilgrim 2010, 194) These factors led scholars to doubt that the large asylums could be put right and doubted that they could be reformed. They believe that there is a huge corruption of care. Ultimately every single patient will leave a mental institute whether they are ready to return into society or not and the goal is to cease contact with the hospital afterwards, scholars believe that the hospital, now in a community based system, has less of an importance it once had and is only one institution among others. The community based system is where the patient makes their first and last contact with treatment, they will enter the hospital for a short time and continue their treatment in the community as their treatment does not require hospital admission. This process is known as deinstitutionalisation as patients will not be treated by hospital based treatment and instead will be by community based psychiatrists. However this is not new, in the old system the patient may have made his/her first contact with a G.P and then sent to a mental hospital for treatment, although this has not changed there are now community psychiatric teams to send the patient to the hospital an d to treat them inside and outside the hospital, The old system had a sole focus on the hospital, today it no longer directs, controls nor dictates the pace of treatment or care (Rogers and Pilgrim 2010, 196) There is a whole array of reasons discussed as to the demise of mental hospitals, one reason is the pharmalogical revolution which suggests that the advances in medical treatments, such as tranquilizers let patients be discharged in mass numbers, the introduction of chlorpromazine in 1952 made it easier to manage disturbed behaviour, and therefore easier to open wards that had been locked, to engage patients in social activities, and to discharge some of them into the community Rogers and Pilgrim 2010,197 quoting Gelder et al 2001,769) Scull blames economic determinism and decareceation for this massive decline in the use of mental hospitals, he believes that it was state sponsored policy of closing down asylums, with the emergence of the welfare state, segrative control mechanisms became too expensive. Inflation contributed by unpaid patient labour and cost of employees, ex-patients also required care which had considerable costs, community care was the cheaper option. Another reason would be the shift of focus from chronic conditions to acute conditions such as depression and anxiety which has been described as the common cold for mental health specialists, these acute conditions were once treated by mental hospitals but it has shifted to the GP and is easily treated by them meaning that the majority of people with mental heath problems never seek specialist treatment. Additionally, as mentioned before community care played a significant role in the downfall of asylums, many specialists found that a change of sce nery was very beneficial to the patient, even patients with long-term chronic illnesses can return to society and live in community residences with good results making the mental hospital useful for a short period yet quickly and easily disposed of at point of departure; no longer serving any purpose nor use to the ex-patient. However many studies have found that many psychiatric wards are non-therapeutic and that they share the same problems as they did in the Victorian era, mainly because , according to Goffman, they act as a repair garage; a problem is brought in, fixed and then sent out. Only medication is given, total care is not. A study conducted by Braginsky, Braginsky and Ring (1973) found that the minor patients all wanted to go home, while the more serious cases had no interest in leaving and instead maximised their comforts in the hospital as theyd rather stay in the hospital than become a victim of poverty outside . The focus has also shifted to the cause and solution of mental health, epidemiology (the study of patterns of health and illness in public health) and treatment were separated in the era of the mental hospital, today they are much closer, the hospital has disappeared leaving the attention to the inequalities in mental health prevention and positive mental health To conclude, the mental hospital has made leaps and bounds in the field of mental health with its aim to understand mental health scientifically and tried to cure mental illness, even though that was deemed impossible. Its failure was mainly due to costs and the shift of attention to other fields of treatment. Yet two types of institution has been created due to this, community mental health centres and district general hospital units both modern in their treatment. Although there are still many similarities, high risk patients are still held against their will. Overall the care is much more professional, information is available over the internet, telephone or even the television, but more importantly there is a focus on the patients life and freedom, many may argue that the government still no longer offers a complete care system, but its a start.

Efficient Market Theory and Behavioural Finance Essay -- Business, Glo

The behaviour of markets and investors, the decision making in the market place and the dynamics of demand and supply in any given market cannot be determined with a hundred percent accuracy. However master minds in the past have designed various techniques and theories that help investors make a particular buying decision, or to make choices logically. These theories and techniques help today’s investors to peep into the future and make almost immaculate predictions regarding the future behaviour of the market and the ongoing trends. A lay man night view the decision making of an investor as being solely based upon speculation but in reality every move that an investor makes today in the market place is backed up by sound calculation and theories. Two of the most talked about and essential theories or concepts that are related to the market dynamics and that will be discussed at length in this assignment are Efficient Market Theory and Behavioural Finance. Efficient Market Theory suggests that in every financial market the flow of information is very efficient and this is reflected in the price of the share at which it is being traded. As we know that the price of the share floating in a market is not only dependent upon the company name printed and the information about the company in the balance sheet and other financial statements available to the public (Baghestani, H., 2009). In fact government and political stability, inflation, interest rates, treasury bills and several more factors determine the price at which any particular share is sold or bought at. Information about all these factors is always available to every investor in the market, be it the buyer or the seller. Moreover this information is available in an effi... ...ormation regarding the dynamics of the market and if this holds true then a financial market can never collapse. However in real world we face event like that of the 2007 global financial crisis that decelerated the global economic progress a great deal and once prosperous economies like the US ended up finding themselves in a state of panic where the poverty rose above all the previous levels and unemployment hiked to intolerable levels. Furthermore, the interest rates in the United States fell to a dreadful 1% during this crisis leading to falling savings in its economy. Hence we can conclude that Efficient Market Theory presents a weak argument to define market place dynamics. However if a combination of Efficient Market Theory and Behavioural Finance is utilized to predict market place dynamics then this would be defined as an efficient and effective approach.

Ice Hockey Vs. Roller Hockey Essay -- essays research papers

Despite the fact that ice hockey and roller hockey both have the word hockey in common, there are extreme differences between the two sports. There are the obvious differences like one being played on ice and the other on a plastic surface, but many of the differences are only noticed by people that have played both sports. As everyone knows, ice hockey is played on ice, which makes it an extremely high paced game. Unlike ice hockey, Roller hockey is played on a plastic floor that consists of many six-inch by six-inch tiles. The plastic floor makes roller hockey a much slower paced game than ice hockey. The reason that roller hockey is so much slower than ice hockey is because there is more friction. The friction is produced in the bearings of the wheels as well as between the floor and the wheels. Turning, stopping, and making lateral movements are extremely easy to do on ice, but roller hockey is completely different. In roller hockey there is no such thing as making a tight turn or stopping on a dime, because the wheels just slide out from underneath the player. The stopping technique for roller hockey is basically the same as ice hockey, but the player slides a little before coming to a complete halt. If a player happens to fall in ice hockey he or she just slides along the ice and most of the time it doesn't hurt, but in roller hockey if a player falls on the plastic floor, it is going to hurt. When players in roller hockey fall, they do not slide, it is more of a...

External or Internal Disaster in Organization

Different Business is affected by internal and external factors. These aspects have significant influences on the way business organisations are operating. One of these is the so-called disasters in an organization.Disasters may be considered as external if the forces happens from the external environment of the organization, like globalization, global financial crisis, technological changes and others while internet disasters are those that happens inside the organization like failure to provide quality service, inability to market the products and service well, inability to handle risks which affects the overall performance of the organization.Primarily, the goal of this paper is to consider an internal disaster from one of the most controversial organizations in the market, i. . the case of Enron. Internal Disaster Aforementioned, one of the most talked-about issues and disasters in the industry is the auditing as well as accounting failure of Enron. It is considered as the larges t bankruptcy and stock collapse (Fox 2003). Before the company faced this issue, Enron has been considered as a major American energy industry. The events or disasters that resulted to the bankruptcy and collapse started long before anyone had suspected fraud and anomalies at the industry.In this disaster, two names have been noted: Arthur Andersen and Enron. One of the disasters that challenged the company is the inability of the management to anticipate the wrongdoings of Arthur Andersen. The disasters are centered in auditing aspects just before Enron filed bankruptcy. For example in 1996, Andersen’s audit report regarding Waste Management finances were discovered to be irrelevant and materially false that results in inflation of Income of the company by over $1 billion in the middle period of the 1990s.On the other hand, in 1997, it has been found out by the SEC that Sunbean has used accounting tricks to create false profits and sales and Andersen’s role in this di saster is that he signed-off these financial reports event after an industry partner flagged them. Herein, the company faced major disaster of partnering or hiring an auditing and consulting industries which is distrustful and irresponsible. Although the company has not been aware, Enron still has some plans to prevent such issue.However, the initiative of the company when it comes to their financial audit has been very weak that it leads to their major bankruptcy. To be able to solve this kind of disaster, Enron management has provided disaster plans by identifying the root f the issue. After knowing the problem about Arthur Andersen, the management immediately seeks third party assistance to clear the issue by making Andersen pay for the scandals and anomalies he has done.On one hand, another disaster faced by the company is in line with the inefficient and strategic decision making approach and also having ambiguous and vague firm economic and practice aims. Although Enron has so me management plan, the company has not been able to execute this plan well. For instance, The CEO of Enron had various product plans which needed major financial support; the organization during that period was also going through major disasters in their international businesses.In addition, it was not until Enron was financially unstable did the company starts to do something. So as to resolve this kind of disaster, the organization implemented different approaches. However, the strategy of the company only went from one major disaster of loss to the other. Because of the failure of the management of the organization to have strategic decision making, this lead to major disaster of investments and partnerships, the organization’s growth slowed down . As a result more of its inabilities and failures had grown more apparent (Zellner et al. 2001).Bankruptcy and various cases against the company had resulted to their bankruptcy. In addition, various employees of the organizatio n had lost their college funds, life savings, and pensions along with the collapse of the company. Herein, it can be said that the management of Enron must be able to have strategic decision making for the future to continuously sustain the strength of the company. In order to solve this disaster, the organization has been able to initiate a proper and strategic decision-making of the company.Herein, the company’s decision should be made made strategically by identifying first the pros and cons of the decision that they made. The management sees to it that everybody should agree to the decision so that further conflict or risks within the company would not arise. Good decision making can be attributed as one of the vital factors that will help the business to achieve its core mission and objective. This alternative is helpful in a way that it can make the company more competitive and survive in the marketing environment. ConclusionThere are many lessons that can be learned fr om the case of Enron and Arthur Andersen. It can be concluded that, based on the case of Enron, it is important that every individual in the business field should know how to manage or to handle disasters, specifically internal disasters in order for the business to achieve success and to be able to managed it effectively. In our case, it is important that the lessons learned from Enron and Arthur Andersen scandal should serve as enlightenment in making an efficient risk management manual

Skills Management and Conceptual Skills

Introduction Research by Robert L. Katz found that managers need three basic and important skills: technical, human and conceptual. What is more, these three skills are relatively essential to managers who are at different levels that include first-line, middle, top management positions. There will be a discussion about the importance of conceptual skills that are needed by all managers at all levels, especially by top level of managers. The purpose of this essay is to identify and discuss the importance of conceptual skills that top managers are required to demonstrate.The essay will state why conceptual skills are not so important as much as lower managers through some supporting evidences,why conceptual skills become more important in top management positions than in other positions, and how top managers use conceptual skills in reality. At the end of essay, a conclusion the major findings will be provided. 1 Conceptual skills mean the ability to think and to conceptualize about a bstract and complex situations (Katz, R. L, 1974). It is different from technical skills and human skills.Technical skills tend to be more essential for lower-level managers because they should have the job specific knowledge and techniques to manage the work of non-managerial people (Katz, R. L, 1974). For example, accounts payable managers should know accounting rules and standardized forms very well so that they can solve problems which relevant to accounting fields. Whereas, human skills are important for managers at all levels, because every manager should have ability to work well with other people individually and in a group, all of managers deal directly with people.They should build cooperative spirit and motivate other workers. For example, first-line managers of food servicing company should communicate with producers to know how everything is going and where they should improve, so effective talking is very necessary to the whole company for any level of managers (Robbin s, S. P, 2011). Even though conceptual skills are not so important as much as lower managers, it does not mean lower managers do not use conceptual skills. In some situations, some of their works are related to conceptual abilities.It is little for mid-level managers, and it is not very required for first-level managers. While these lower-level managers should also make decisions to solve problems in some complex problems in their managerial fields. Whereas Katz thought that lower-level managers normally spend relative more time dealing with observable objects and processes, but upper-level managers often deal with abstract and complex ideas. So top managers’ responsibility matches conceptual skills, because top managers should make organization-wide decisions and establish the goals and plans that affect the entire organization (Robbins, S.P, 2011). That is why top managers are supposed not to only pay attention to small things, they should be leaders and have conceptual ski lls to lead the whole company to get more profits and access to success. Turn to lower-level managers, first-line managers are the lowest level of management, they coordinate the work of people who are non-managerial employees, such as producers. While middle managers manage the work of first-line managers (Robbins, S. P, 2011).Therefore, first-line managers should have special skills like technical skills, so that they can know how to supervise those producers to produce goods. 2 Conversely, conceptual skills are probably some of the most important management skills, which are very important to top managers especially. Katz proposed that these skills become more essential in top management positions. The reason for this is that top managers often deal with abstract ideas, and they are responsible for making organization-wide decisions and establishing the goals and plans that affect the entire organization.While conceptual skills can be described the ability to conceptualize about abstract time, they must see the organization as a whole and clear about the complicated relationships between various subunits. Then these abilities are essential to effective decision-making. So from the definition of conceptual skills, top managers should have many necessary skills, first is problem solving, they need to combine the whole organization together and use professional skills in practice to find how a party will be and what it will be like.The second key probably is study as a whole, so it is related to conceptualize about things. So they will not treat an organization as a part of the industry, looking the organization as a whole can help managers make decision or do something effectively. Conceptual skills also include creative thinking, which needs managers should have creative ideas, no matter for human management or the whole part management. In another word, conceptual skill is the ability to think in terms of models, frameworks and broad relationship such as lo ng-range plans.While technical skill has different characteristics of job performance, it does not matter at the operating and professional levels, but as employees are supposed to develop leadership responsibilities, their technical skills become proportionately less important, they increasingly depend on technical skills of their subordinates; in many cases they have never practiced some of the technical skills that they supervise. Conceptual skill deals with ideas, whereas human skill concerns people and technical skill involves things.So conceptual skills conclude knowing how to formulate ideas, so managers who have strong conceptual skills are supposed to have cognitive abilities to solve problems creatively and effectively. Therefore they can create new products, then they can examine a complicated issue or formulate a distinct and specific action. So when top managers make wide-decisions, conceptual skills are necessary, it will help them to do managing work easily and effect ively (Glaser, R. , & Resnick, L. B, 1989). 3Mintzberg concluded ten different roles but those roles are highly interrelated. Interpersonal role should be symbolic, which is essential for top managers, because top managers are leaders, their ability is to lead, supervise and motivate workers. So during this time, conceptual skills will be used because of many complex situations with employees and employers. Informational roles need managers to have the ability to receive, collect and disseminate information. Decisional roles are typically important to top managers.In usual time, they should do wide-making decisions, they will face many complex and abstract situations, but as a leader, they should solve these problems using their managerial skills. So they will use conceptual skills to make decisions due to solving all of abstract situations (Robbins, S. P, 2011). Otherwise, strategic planning is necessary for top managers in reality. Planning implementation is especially important, which needs managers to implement strategic planning effectively through formalizing and discipline.Managerial innovation includes total quality management. The generation of innovation results in an outcome – a product, service, technology, or practice that is at least new to an organizational population. Decision skills and strategic planning skills are fundamental factors of conceptual skills. For example, Facebook chief executive Mark Zuckerberg planned to offer a search feature like Google, he combined social and search together, people can do many things at the same place, even finding a good restaurant or learning about a good job.Facing the biggest competitor Google, Mark needs strategic planning skills to make latest strategies to deal with intense competitions this kind of complex situations. Therefore decision skills and strategic planning skills are related to conceptual skills. How do chief executive officers (CEOs) use conceptual skills? They set the tone for th e organization via the vision they express, decisions they make, policies they implement, and what they pay attention to, measure, and reward (Finkelstein, Hambrick, & Cannella, 2009).Those abstract situations they should face are very normal to a company. How will the members perform, how will set a correct direction, or how to coordinate relationships with stakeholders are complex actions they are supposed to do (Boal & Hooijberg, 2001; Hambrick & Mason, 1984; Ireland & Hitt, 1999). CEO Alan Joyce is leading change at Qantas to deal with the challenges in the airline industry’s fast-moving and competitive environment. Why would Qantas be successful? Because there are many effective strategies Qantas has conducted.Firstly, they split the operations into separate business in order to make each of the business units more accountable. They have also been forced to look at how it can reduce its costs. Secondly, under Joyce’s leadership, the company has a significantly low er cost base than its full service parent, customers are very satisfied with discount airline. Thirdly, an area where cost savings have been seen as necessary is in staffing. And the last point is to surge fuel prices. There are many competitors to Qantas, they all take effective actions at any time.So Alan Joyce has had to deal with as he maps a road that will make Qantas to continue to operate as a successful and profitable airline around the world (Robbins, S. P, 2011). Conclusion In summarize, conceptual skills are needed by all managers at all levels, but these skills are more important in top management positions. In current business, top managers should have these skills to make wide decisions and establish the goals to lead companies to be successful. Conceptual skills represent collaborative processes at the organizational and strategic levels.The degree of leader success will depend largely on the leader's ability to maximize the full potential of these collaborative netwo rks. Reference Boal KB. , ; Hooijberg R. (2001). Strategic leadership: Moving on. The Leadership Quarterly, 11, 515–550. Finkelstein S. , Hambrick DC. , Cannella AA. , ; Jr. (2009). Strategic leadership: Theory and research on executives, top management teams, and boards. Oxford, UK: Oxford University Press. Glaser, R. , ; Resnick, L. B. (1989). Cognitive Apprenticeship: Teaching the Crafts of Reading, Writing, and Mathmatics.In Knowing, learning, and instruction: Essays in honor of Robert Glaser. Hillsdale, N. J: L. Erlbaum Associates,453-490. Kanter, R. M. (1984). The Change Masters. London: Unwin Hyman. Katz, R. L. (1974). Skills of an Effective Administrator. An HBR Classic. Harvard business review,  52(5), 90-102. Retrieved from http://hbr. org/1974/09/skills-of-an-effective-administrator/ar/1 Peters, T. J. , ; Waterman, R. H. (1984). In Search of Excellence. New York: Warner Books. Robbins, S. P. , R. Bergman, et al. (2009). Management. Frenchs Forest, N. S. W. , Pear son Education Australia. * *