Effect Of Contrasting Cultures On Amy Tan S The Joy Luck...

The Effect of Contrasting Cultures in Amy Tan?s ?The Joy Luck Club? Culture is best described as a common set of core values, traditions, and rituals that a specific group of people share. With that being said, as more and more cultures begin to blend together and migration becomes a larger part of modern life, new cultures are always forming and being adopted. Even though cultures are always changing, they can still be categorized according to two types of culture. The first type of culture is ?high? culture, which refers to a more aesthetic and advanced culture such as that of the Chinese.[endnoteRef:1] ?High? culture is usually characterized by refined and complex values, whereas the second type of dynamic culture, ?low? culture, is sometimes seen as less refined and aesthetic.[endnoteRef:2] In addition, ?low? culture refers to the general life and traditions in countries such as the United States.[endnoteRef:3] Not only are Chinese and American Culture defined in two distinct way s, but they also have completely different views on family, commitment, competitiveness, and much more. With that being said, Amy Tan?s esteemed novel ?The Joy Luck Club,? not only chronicles the struggles of melding traditional American and Chinese views, it also shows how the cultural differences that result lead to miscommunication and separation between the daughters and their mothers. [1: Joel Dubois, ?The Essential Element of Culture,? Arts and Ideas of Asia: Medieval and Modern, 2009,Show MoreRelatedHuman Oppressiveness in Two Kinds and AP Essay2357 Words   |  10 PagesIt was Emerson who said it best, â€Å"For nonconformity, the world whips you with its displeasure† (Porter 1155). With a detailed look of Amy Tan’s â€Å"Two Kinds† and John Updike’s â€Å"AP,† you will find that this quote is entirely applicable in the context of oppressiveness and in the likeness of â€Å"coming of age.† These two stories document the different p erspectives of two characters’ growing up and how the role of the invisible hand of oppression guides developing adolescents into mature adults; withoutRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesand permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers

Breast Cancer The Cancer Essay - 1722 Words

On Saturday, December 17, 2016, Janee Cornett wrote: To acknowledge the health beings of a women is quite scary knowing that in about 1 in 8 women in the U.S will develop breast cancer. By this year of 2016 going into 2017 there will approximately be 246,660 cases found. The 20th century is described to be the cancer century. One main cancer I wanted to talk about that has my full attention was breast cancer. The important ways of looking at breast cancer as a tremendous problem is because we are losing our women to this disease. Categorizing the main issues to give clarification for those who know of it but know little knowledge or have no knowledge. Based on the information in my research I have supporting details for the definition of breast cancer, the treatments and cures for breast cancer, how things would be different without treatments , the causes and effects, stages, the breast cancer awareness month etc. However, around the world there are a ton of women affected by Breast cancers in the United States without signs and clues they will or have the cancer. Younger women don t think they will eventually get cancer. An interesting fact I have is that women under 40 are prone to be diagnosed with breast cancer. It can happen at any age group. Per statistics about 7% of women under 40 get breast cancer. Getting older in age the risk factors increase. However, breast cancer can occur at whatever age that s why it is important to pay close attention to the RiskShow MoreRelatedBreast Cancer : Cancer And Cancer Essay1433 Words   |  6 PagesBreast cancer is a carcinoma that develops due to malignant cells in the breast tissue. 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Though males are not immune from developing a breast cancer, for the purposes of thisRead MoreBreast Cancer : Cancer And Cancer Essay1711 Words   |  7 Pagesacknowledge the health beings of a women is quite scary knowing that in about 1 in 8 women in the U.S will develop breast cancer. By this year of 2016 going into 2017 there will approximately be 246,660 cases found. The 20th century is described to be the cancer century. One main cancer I wanted to talk about that has my full attention was breast cancer. The important ways of looking at breast cancer as a tremendous problem is because we are losing our women to this disease. Categorizing the main issues toRead MoreBreast Cancer : Cancer And Cancer946 Words   |  4 PagesSkylar Steinman Period 6 Ms. Jobsz 12 February , 2016 Breast Cancer It is commonly known that Breast Cancer is one of the most insidious diseases that mankind has had to deal with. 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Researchers estimate that more than 230,000 new cases of invasive breast cancer will be diagnosed in U.S. women in 2015. Cancers occur when a

H R Information System Assists in Planningâ€Myassignmenthelp.Com

Question: What Information System assists in planning? Answer: Introduction Human Resource Information System assist in planning the HR financial needs effectively. To achieve proper planning in costs and appropriate HR management, HR initiatives are taken into consideration effectively. There is mitigation of risks and the implementation of this software to manage the organizational needs of the HR department being tackled in Deloitte. Tough decisions are required when it comes to making decisions in technological initiatives. The purpose of this business case is to analyze the importance of cost-benefit analysis, Return on Investment and short/long term evaluation of the HRM initiative adopted. HRM Initiative In its planning costs and making proper HRM decisions proposal, Deloitte adopted the development of a Human Resource Information System initiative. HRIS is a software system in HR that involves crisscrossing information technology and human resources. This system makes it possible for all HR activities to take place electronically. It makes the management of employees as well as the data much easier. Human Resource Information System is used in various ways in the business. These ways include: tracking the performance of employees, used in planning salary, monitoring accounts in business, entry of information data and management of data. There are three types of the HR software systems; Human Resource Information System (HRIS) This software is created to meet the management needs of managing people, processes, and strategies in the business. This system has nine key features that define it; they include; training and employee development, recruiting employees, managing workflow procedures, management of overall human resources, employee self-management, administration benefits in enrollment, work reports, management of employee absenteeism and managing compensation approaches (KAVANAGH 2015). Human Resource Management System (HRMS) This system is involved in covering in the HRIS elements as well. However, HRMS includes a large part of the human resources, which is handling a large number of employees as well as managing all the functions needs of human resources. Its key features include; management of the payroll and administration of labor needs and time span in business. In some businesses (OREGON 2009). Human resource management system is used in managing schedules in business though this is not a core characteristics because it does not apply to all businesses. Human Capital Management (HCM) This software includes all other aspects of human resource information system but adds management of talent and general characteristics such as currency and lingual elements. The major components include; budgeting in business, financial analytics, management of salary, management of employees performance and planning on top management change of roles. Adopting the Human Resource Information System initiative for business has various benefits that it brings to the table for the organization. First, it enables employees data to, be entered once and in the case of any updates, only one place needs to change. This is very convenient for business as it enables processes in the business to be done very fast. Secondly, it involves putting all the business materials such as employee safety guidelines and handbooks in a location. This saves on costs for the business and enables proper management as well as an accessible track on this records (FERNANDEZ-SANCHEZ 2011). Lastly, this system enables self-service for both employees and employers. This saves on time as it is convenient for everyone. Few disadvantages, however, characterize this system. One of the disadvantages is the cost element, where the system incurs both acquisition and maintenance expenses in the business. Secondly, there is the security factor, where a lot of monitoring is required for protecting the data stored. This system can be categorized into two: cloud based systems and Software as a Service (SaaS) systems. The cloud based system uses the internet in assessing the data in the systems. This enables the system to be accessed from anywhere as long as there is an internet connection (WANG 2011). However, this system is characterized by high costs due to the use of internet each time. Its beneficial in that there is no need for upgrading and hosting servers. Software as a service involves the licensing of software to a user (DILLON 2014). In return, a third party licensee is in charge of performance, security management of the software in the servers. When using SaaS, the business does not require, installments and maintenance of the system soft wares. Deloitte adopts the SaaS system as it is very cheap to maintain and the company is not responsible for the servers maintenance. Cost- Benefit Analysis This is a technique used in a comparison of the worth and values a venture brings to the business with the cost associated with producing the scheme. Human resource managers use the cost- benefit analysis in the initial stages of a project to determine and recognize the value of a adopting a project. This analysis helps managers to make decisions if they want to go on with the project or not. There are various steps involved in the cost-benefit analysis (Anon., 2013). These processes include: Explore the costs It involves identifying all the costs, including hidden costs and future costs that may arise. This step is crucial in being able to determine all the costs accrued in the present and future. Look into the benefits It involves considering all the benefits and revenue that may come from the initiative or project undertaken. Here there is need to define the Return on Investment (VESTERGAARD, 2010). Whether it is revenue, efficiency, market or any other depending on the nature of the project. Cost savings identification This step involves determining the things that the business should drop if they adopt the initiative. Determining if the cost savings will increase or decrease the benefits of adopting the project at hand. A defined timeline A business needs to create a timeline in which it expects the revenues and costs. Mapping a schedule for costs and revenue is necessary because it helps in planning the impacts that arise from cost and income in the business activities and places a plan in case things change. Secondly, having a defined timeline usually assist in determining the expectations of all members of the organization. the assessment of non-tangible costs and benefits. There is need to evaluate if there are other advantages other than the sensible ones. For example, if the investment contributes to building a positive image of your brand. It is important in considering all the perspectives in costs and benefits to a business to be able to monitor productivity at all levels efficiently. In Deloitte, the Human Resource manager plans to purchase a Human Resource Information System for improved management of human resources and increasing employee satisfaction, and this analysis is used to look into the choices. The company wants to purchase a SaaS HR system, BambooHR in particular, through payments of per- employee, per -month plus a one-time implementation fee and installation fee (refer to Table 1.0). This is where the company pays a monthly fee for every employee whether they use it or not. The training cost of the employees to learn how to use this technology will cost $50 per session for three sessions. There is an estimation of increment of revenue by 50% with the new system in managing data. Employees productivity is also expected to go up by at least 5% per employee with the HRIS technology. Employees satisfaction is also supposed to rise by 10% thus reducing absenteeism. The following are the costs the business is likely to incur (refer to Table 1.0) and the benefits to be realized (refer to Table 2.0). In this case, the ratio of benefits to ratio is higher and worth implementing in the business. Return On Investment. Return on Investment is a profitability ratio too that examines the performance of an organization. ROI is achieved by dividing the net profit of business over the overall assets of the business (AGENCY 2012). In this case, to arrive at the ROI, it will involve calculating costs of human resources before and after the implementation of the Human Resource Information System in the business. The first step is to calculate all expenses incurred in the HRIS software technology implementation. These costs include those of the overall original purchase cost of application of the software as well as the installation of the same, the cost of hiring experts to train employees and the cost incurred during the training sessions. The other step involves tallying the benefits. The Human Resource Information System software ensures that the benefits of employees commence from their first day at work. Unlike human resources, where employees realize their benefits in the start of a new month. Therefore in calculating ROI, there is a division of the total fee of the month of the full figure of days in that month (OSTERMANN 2009). The result is then multiplied by the total figure of days that the employee had not begun working. This result is the business total savings realized by using the software. HRIS software has realized the benefit of reducing turnover in the business. In calculating the turnover savings accrued, analysis of turnover before this software is carried out. The result is then multiplied by the costs used in recruiting other employees. Then a subtraction of the turnover as per now in the business then multiplies by the fee accrued in replacing the workforce. The result is the business savings on recruitment in the organization. The other step is tallying the labor savings in the firm. This involves finding out the time span that employees took to do a task before the installation of the HRIS software. Noting down the time required to complete a task after the software implementation. This is followed by a subtraction of the time required after from the time taken before; the result is the total figures of the time saved. This time is then multiplied by the wages acquired by the employee who performs the duty, hourly (PHILLIPS 2012). The result is the savings on labor. Another step involves computing the absenteeism rate in the business. HRIS Software participates in tracking those employees who are absent in work and defines patterns in the way they report to work (GRIFFIN 2014). For instance, Deloitte examined the cost incurred through absenteeism daily to amount to $300. Tally up by multiplying the money lost in a day to the total figure of those who were absent without leave. Then multiply the same values after the installation of HRIS software technology. To get the savings accrued, the two figures are subtracted. The final step which is getting the Return on Investment figure is achieved through summing up all the savings calculated above then dividing the total by the implementation fee of the Human Resource Information System. The result is ROI in the business. Evaluation The evaluation process in HR business case is crucial. When a company decides to adopt an HR initiative, there must balance considerations in the short term and long term benefits of the initiative to the organization scheme. Human Resource Information Systems are among the most crucial tools in the business. Most companies are considering using the HRIS Software as compared to the standard ways of managing human resources (PARRY, 2010). This software technology has both short term and long term benefit which should be scrutinized before adopting this initiative into the business. HRIS Software has some short term benefits in the firm. These include; Reduction of overall costs In Deloitte, this software system has enabled the reduction in the expenses of managing HR data. HRIS Software has made it possible for recruiting, attendance and time tracking, training, management in performance, payroll and data management to be done under one integrated place enabling the reduction in the costs incurred in manual HRM (Anon., 2009). Increased productivity HRIS software has led to improved productivity in the organization. This is realized after the turnover is reduced since the implementation of the software. A lot of workloads is reduced for the employees, and they get to enjoy their work using the technology. This is because of the increased speed in work delivery in the organization A new integrated service delivery system. This initiative has provided the organization with a new integration of service delivery in managing human resources. These new improvements include self-service for employees, this, in turn, increases employee morale, and availability of payroll electronic devices such that employees do not have to queue in an office to ask for their pay but through this system, things get easier (CATES 2016). Reduced absenteeism HRIS software monitors the employees attendance to work, and the time they report to work. This has seen a significant change in the absenteeism that was before noted. More employees have improved in their attendance to work. This technology has long-term benefits to the organization as well. This benefits include; Acquisition of technology skills to professionals Through the implementation of this software. Professionals in the HR department undergo training to acquire the driving skills of this technology (HOUSE, 2008). This long-term benefit works to change the working skills of all employees in the business. Networking growth Human Resource Information System has enabled the growth of social networking within the organization. Employees can interact with other employees as well as the top management in the organization. This builds a relationship between employers and employees which are likely to improve on a lot of processes in HR department and work performance (MAYFIELD, 2009). Improved leadership management Through this software, there is a complete change in the administration system in the organization. Leaders decision-making strategies are influenced by this technology, and every leader must adhere to this (CALLEJO, 2009). This approach has seen turnover of the top leaders. This is beneficial in that bad leaders may leave the organization. Business case Summary The development of the Human Resource Information System initiative should be adopted by the organization since its benefits outweigh the cost incurred. The HR department in the organization has had the dire need to expand its access to data on employees, business executives, and new applicants to new job openings and regulatory bodies that govern the organization. This is the reason why every organization should adopt SaaS System to have a large integrated system for all its shareholders and expand all the services in HR. This system is ideal due to its cost savings benefits and the fact that it enabled informed decision-making processes in the business. Critical Reflective Analysis In writing a business case, it is hard to calculate the Return on Investment primarily involving the figures. It was a difficult task to come up with the exact numbers to calculate the ROI. I encountered problems in examining the risks involved if the initiative is not adopted, a section I was unable to include in the business case. I solved the difficulties encountered in calculating the ROI by doing extensive research and being able to come up with the best possible guide to arriving the ROI in the business. I learned a lot in the process especially on learning on the benefits of adopting the HRIS software in the organization. The benefits every group accrues when this software is implemented and the costs that are involved in purchasing the software. References AGENCY, ENAIS 2012, Introduction to return on security investment helping CERTs assessing the cost of (lack of) security, s.l.: s.n. ARNOLD, V 2009, Human resource information systems: basics, applications, and future directions.London, Prentice Hall. CALLEJO, M 2009, HRIS as Drivers to Introduce Total Quality in HRM, s.l.: s.n. CATES, S 2016, The Creation of a Professional Payroll Using Software. Administration and Payroll. DILLON, SV 2014, SaaS cloud computing in small and medium enterprises a comparison between Germany and New Zealand, Munster, Westf: Wilhelms-Univ., ERCIS. FERNANDEZ-SANCHEZ, JDJESACA 2011, Exploring the Relation between the Use of HRIS and their implementation in Spanish Firms. s.l.:s.n. GRIFFIN, R 2011, Complete training evaluation: the comprehensive guide to measuring return on investment. 18th ed. s.l.:s.n. HOUSE, D. D. V.-J. P. . D., 2008. Success Factors for the Global Implementation of ERP/HRMS Software. KAVANAGH, MTMJ 2015, Human resource information systems: basics, applications, and future directions.. 18th ed. s.l.:s.n. MAYFIELD, MM 2009, Increasing Tacit Knowledge Sharing with an HRIS, s.l.: s.n. OREGON, 2009, Human Resources Information System business case executive summary .. 18th ed. s.l.:s.n. OSTERMANN, HSS 2009, Benchmarking Human Resource Information Systems. s.l.:s.n. PARRY, E 2010, The Benefits of Using Technology in Human Resource Management. 18th ed. s.l.:s.n. PHILLIPS, J 2012, Return on Investment in Training and Performance Improvement Programs .. 18th ed. Hoboken: Taylor and Francis. VESTERGAARD, NW 2010, Cost-Benefit Analysis of the Greenland offshore shrimp fishery. Working paper, p. 98. Oxford publishers. WANG, L 2011, Cloud computing methodology, systems, and applications., Boca Raton, FL: CRC Press.

The Politics Of Boom Essays - Public Finance, Fiscal Policy

The Politics Of Boom ? The Economist published an article on September 30, 2000 entitled The Politics of Boom. This article brings up several issues that we have discussed in Economics 103 this semester. The article discusses the presidential election and both candidates positions on some of the major issues dealing with the economy. Mainly, the article centers around the federal budget surplus and tax cuts. This years presidential election is being fought against the backdrop of an unprecedented economic boom. One component of this statement is the unemployment rate at about 4%, which is close to historic lows. In class, we learned that the different types of unemployment are frictional (when people quit work to seek more attractive employment), structural (resulting from technology or geography), and cyclical (associated with the downturn and recession phases of the business cycle). Also there are underemployed workers who are working at jobs that do not utilize their productive talents or experience, and discouraged workers who have given up looking for work after facing many rejections. The labor force is used in determining the unemployment rate. Those not included in the labor force are students, retirees, stay at-home parents, people under sixteen years old and people who are institutionalized. To find the unemployment rate you take the number of workers (labor force) and subtract discouraged workers. Then you divide the rest of the unemployed by that number. The natural rate of unemployment (NAIRU- non-accelerating inflation rate of unemployment) is the rate that is consistent with the rate of inflation. Also a part of the quotation in paragraph two, is that inflation is still tame, though it is inching upward. Inflation is defined as an increase in the price level. Problems with inflation are distributional effects, transfer payments, pensions, and debtors vs. creditors. Those who lose form inflation are people living on fixed incomes, landlords, savers, and lenders. Those who gain from inflation are borrowers and the government. The largest problem with inflation is that a recession is the only way to combat it. Derived from inflation and unemployment, are recessionary and inflationary gaps. Allen Greenspan is mentioned as having played an enormous role in the extraordinary expansion that has taken place during the last ten years. He has done this through his stewardship of monetary policy. As chairman of the Federal Reserve or Fed, Allen Greenspan is widely accepted as the most or second-most powerful man in the word. We learned that there are seven members on the Board of Governors and their terms are 14 years long and overlapping. Also they are appointed by the President of the United States. The chair, however, serves terms of four years. The chairs term can be renewed as Allen Greenspans has been and the term ends during the middle of the Presidential term. As the chairman for the Board of Governors, Greenspan is also a member of the Federal Open-Market Committee (FOMC). The article explains that traditionally, a good economy favors political incumbents. Al Gores campaign has focused on continuing the broad thrust of Clontonian economic policy, in particular prudent fiscal policy. Fiscal policy is government spending and taxation policy to achieve macroeconomic goals of full employment without inflation. Fiscal policy is used to close recessionary and inflationary gaps. The Clinton administration practiced fiscal tightening in the 1990s which they argue has made room for lower interest rates. Taxes are sometimes used to battle gaps and achieve full employment without inflation. Currently there is a federal budget surplus. A balanced budget occurs when government spending equals tax revenues. If tax revenues are less than government spending there is a deficit, and if tax revenues are greater than government spending there is a surplus. In 1992, the overall federal budget was in deficit $290 billion which is 4.6% of the Gross Domestic Product (GDP). To battle that Clinton used tax hikes as a part of his fiscal policy. This year, the budget is expected to see a surplus of $221 billion which is 2.3% of GDP. Because of this surplus, both candidates are promising tax cuts. Bush and Gore differ in the types of tax cuts they propose. Also their tax cuts are aimed at different groups of people. Larger surpluses are predicted for the future. The latest forecast for the ten-year budget surplus is $4.19 trillion. Latest administration projections suggest that the on-budget surplus is expected to reach almost $2.2 trillion over the next decade. This would be an increase of 290% compared with

Pavlov vs. Skinner Essays - Behaviorism, Learning, Ethologists

Pavlov vs. Skinner Essays - Behaviorism, Learning, Ethologists 4/17/15 Pavlov vs. Skinner Ivan Pavlov, born September 26, 1849, was a Russian physiologist. Pavlov is primarily known for his works in classical conditioning. Pavlov was actually preparing to become a priest but he left the seminary and studied chemistry and physiology instead. One of Pavlov's interest had to do with the digestive system, more specifically the interaction between salivation and the action of the stomach. He conducted an experiment with dogs where he noticed that the dog would begin to salivate not only when they saw food but also when they heard the assistant entering the room. The dog associate the sound of the assistant entering the room with the presentation of food. The outcome of this experiment was unplanned but earned Pavlov the Nobel Prize for Physiology or Medicine in 1904. B. F. Skinner ( Burrhus Frederic), born March 20, 1904, was an American psychologist and behaviorist. He majored in literature at Hamilton College in New York and wanted to become a writer, but he wasn't very successful. So he went back to school and went to Harvard to study psychology. Skinner developed the idea of operant conditioning which is the rewarding of a partial behavior or a random act that approaches the desired behavior. Operant conditioning can be used to shape behavior. Skinner experimented this with pigeons. He trained or shaped pigeons to turn in a circle to the left by rewarding them for every movement they made towards the left. Skinner became one of the most influential psychologist of the 20th century.

Visa F-3 para estudiantes mexicanos en la frontera

Visa F-3 para estudiantes mexicanos en la frontera Los estudiantes mexicanos y canadienses que viven cerca de la frontera de Estados Unidos pueden estar interesados en estudiar en este paà ­s. Desde el aà ±o 2002 tienen a su disposicià ³n las visas F-3, y M-3, adems de las F-1 y M-1 que aplican a todos los estudiantes internacionales. En este artà ­culo se informa sobre los requisitos de las F-3 y M-3 y sus diferencias con respecto a las visas de estudiantes ms conocidas. Pero antes de empezar, dejar claro que la diferencia entre las categorà ­as F y M es que à ©stas à ºltimas estn limitadas a estudios vocacionales. Requisitos de las visas de estudiante F-3 y M-3 Sà ³lo las pueden solicitar ciudadanos o residentes permanentes legales de Mà ©xico o Canad.Pueden estudiar en escuelas o universidades que està ©n a una distancia mxima de 75 millas a contar desde la frontera.Obligatoriamente tienen que continuar residiendo en Mà ©xico o en Canad. Tienen que desplazarse para realizar sus estudios pero siguen manteniendo de modo activo su residencia fuera de los Estados Unidos.Pueden estudiar a tiempo completo o a tiempo parcial.Adems, aplican los requisitos no contradictorios de las F-1 y M-1, incluido el requisito de SEVIS. Principales diferencias entre las F-3 y las F-1 Uno de las principales diferencias es el cà ³nyuge y los hijos solteros menores de 21 aà ±os de una persona con una visa F-3 no pueden pedir visas derivadas para los Estados Unidos. Sin embargo, esos familiares inmediatos en el caso de una F-1 pueden solicitar una F-2 para acompaà ±ar a su pariente a los Estados Unidos. Otra diferencia importante es que el estudiante con una F-3 no puede buscar empleo en el campus en el que estudie. Sin embargo, una vez que finaliza sus estudios universitarios puede sà ­ que puede disfrutar de un CPT o un OPT. Otra desventaja es que mientras que el estudiante con una F-1 sà ³lo solicita una vez el documento I-20, los estudiantes con la F-3 deben renovarlo cada semestre. 3 mitos sobre los estudiantes extranjeros en USA y las visas Frecuentemente se cree cosas en materia migratoria que no son verdaderas y acaban costando muchos disgustos. Relacionado con los estudiantes hay que destacar tres: Lo primero que hay que dejar muy claro es nunca se puede estudiar en Estados Unidos a tiempo completo cuando se tiene estatus de turista. Esto es una violacià ³n migratoria y, cuando se descubre, est dando lugar a revocaciones de las visas de los estudiantes y, cuando estos son menores, tambià ©n las de sus padres estn siendo canceladas.   En segundo lugar resaltar que no se puede estudiar con una visa F-1 en una escuela de primaria pà ºblica de los Estados Unidos. Por el contrario, sà ­ que se puede estudiar por un solo curso en una escuela pà ºblica de secundaria, lo que se conoce como high school. Pero en estos casos es necesario y obligatorio pagar las correspondientes tasas. Y no hay excepcià ³n. (No confundir con el caso de los estudiantes que estn en los Estados Unidos con una visa J-1 de intercambio). Y por à ºltimo, y en tercer lugar, tener muy claro que estudiar en la universidad en Estados Unidos no da jams derecho por sà ­ mismo a poder quedarse a vivir en el paà ­s o a obtener una tarjeta de residencia, tambià ©n conocida como green card. Es cierto que los que cursan una maestrà ­a o estudios superiores pueden tener ciertas ventajas para obtener una visa de trabajo H-1B, pero siguen necesitando un patrocinador. En este punto es de interà ©s conocer las experiencias de estudiantes que llegaron con una visa F y obtuvieron la residencia, como el caso del espaà ±ol Miguel Pà ©rez. De interà ©s para estudiantes internacionales Las personas con interà ©s en estudiar en Estados Unidos deben informarse sobre becas, incluso en las universidades y colleges de à ©lite, requisitos para aplicar, notas de TOEFL para demostrar conocimientos e inglà ©s y cules son las mejores universidades.   Asimismo, si su inglà ©s no es muy bueno o si los recursos econà ³micos no son muy amplios es recomendable familiarizarse con los Community Colleges. Para estudiar en una institucià ³n en EE.UU. frecuentemente se pide la convalidacià ³n de estudios que debe realizar una organizacià ³n autorizada. En casos ms limitados puede ser necesario obtener la Apostilla de la Haya. Esta à ºltima certificacià ³n ser requerida para homologar los estudios de EE.UU. en el paà ­s de origen. Finalmente, si se est estudiando fuera de los Estados Unidos es de interà ©s conocer programas de intercambio con visa J-1 que permiten realizar prcticas por un tiempo determinado o incluso trabajar durante el verano, como el programa para staff de campamentos o el de trabajo y viaje. Este es un artà ­culo informativo. No es asesorà ­a legal.

MODEL TRENDS IN NURSING Essay Example | Topics and Well Written Essays - 750 words

MODEL TRENDS IN NURSING - Essay Example Accordingly, a larger volume of nurses should be trained and developed to grow their efficiency in sufficing the requirements of the community, and if required, must also be capable of addressing the needs of the acute care hospitals. Correspondingly, a primary objective, when focusing on the restructuring of the US healthcare sector, must be to enhance nursing practices in accordance with the needs of the community. In order to accomplish this aim, training the nurses with the application of Evidence-Based Practice (EBP) can be suggestible. This particular technique has been one of the major reasons for the successful performance of many of the healthcare units in the US. In accordance to this approach, evidence-based care shall further result in improved patient care as well as satisfaction of the nurses in the community level. EBP is also vital for healthcare practitioners and nurses owing to the fact that it acts as the foundation for disease management works (Saver, 2006). Anoth er practice enhancement mechanism that can be applied when aiming at restructuring the nursing trends in the US healthcare sector can be suggested as the Continuum of Care mechanism. It is among the vital aspects in the nursing practices that intend to augment the effectiveness of professionals. It directly focuses on the well being as well as the safety of the patients. The nurses involved in the healthcare sector will thus need to develop continuous care relationship with the patients through providing seamless services and simultaneously, seeking effective coordination and assistance from different departments of the healthcare unit (American Academy of Family Physicians, 2013). Hence, it can be argued that along with identifying the community healthcare needs, nurses should also be competent enough to work in cohesion with other departments of the community care hospitals. Scope for nurses from the restructuring Accountable Care Organizations (ACO) constitute of healthcare servi ce providers comprising doctors, nurses and hospitals who aim at working together to serve the community with efficient services. The roles played by nurses can be observed as quite vital in this group. The organization purposefully strives hard to ensure recognition for the nurses who deliver effective services, so that the nurses are satisfied in their profession and are able to deliver utmost care to the patients. Furthermore, the organization has reflected its endeavor to enhance effectiveness of nurses regarding to be included in this group (American Nurses Association, 2013). Medical homes can also be considered to add vital scopes to the success of nurses. Medical homes generally follow a team based delivery model that provides complete healthcare services to the patients focusing primarily on effective training of the nurses. It has increasingly become a new employment sector for nurses, offering them with complete assistance and benefits when serving the community (Sheridan , 2012). Apart from Accountable Care Organizations and Medical Homes, Nurse-Managed Health Clinics also provide vital opportunities

Article summary Essay Example | Topics and Well Written Essays - 500 words

Article summary - Essay Example This quote directly fits in with the overall theme of how people, for example in China, seek to step aside from having conversations directly when it comes to the discussion of sexual issues in nature. One of the reasons in many ways can be seen as a lack of communication between parents and children on this issue. There is a very strong cultural/society influence on how such issues are looked at and talked about. Towards the middle of the article, Ford mentions the level that China had stepped towards adopting a more Western approach to how they go about doing things. A fear among some parents that if the children were to have knowledge about sexual issues, that would enable them to take part in the issue. Making light of the ratings system that the United States has, Ford addresses the Chinese approach to having one. Yin Hong, a deputy head of Tsinghua University's Journalism School is quoted in the article when he says, "The time is not ripe for China to institute a ratings system," says Yin Hong, a film critic and deputy head of Tsinghua University's Journalism School," (Ford, 2/2/07). Many of the points which Peter Ford mentions in his article are very important to understanding the bigger story.

Individual Behavior (Organizations) Essay Example for Free

Individual Behavior (Organizations) Essay Individual behavior is considered as one of the main determinants of the productivity of a given organization. The said relationship is believed to be very important that an entire academic discipline was created to focus on its study. Organizational behavior is a field of study that concentrates on describing, understanding, predicting and controlling human behavior in an organizational setting. It is divided into four sub-fields – individual behavior, group behavior, organizational structure and organizational processes. These allow organizational behavior to study a wide range of topics, such as personality, job satisfaction, leadership, group dynamics and the impact of stress on work (Answers, 2008). Basic Elements of Individual Behavior in Organizations It is true that human behavior varies from one person to another due to their individual differences. However, organizational behavior scientists argued that individual behavior is made up of the same elements. These elements must be identified in order to establish predictability in the study of human behavior. The consistency of these elements result in the development of reasonably accurate predictions of individual behavior (NEU-CBA, n. d. ). Understanding Individuals in Organization Organizational behavior scientists use the psychological contract in their study in order to understand the members of a particular organization. Psychological contract refers to a members expectations based on his or her contributions and the organizations inducements. Contributions are what the member provides to the organization. Inducements, on the other hand, are what the organization will provide the member in exchange for the latters contributions (Abelson, 2006). Personality and Individual Behavior In sharp contrast to psychological contract, the element of personality and individual behavior assert that individual behavior within an organization is determined by â€Å"the relatively permanent set of psychological and behavioral attributes that distinguish one person from another† (Abelson, 2006). One of the most popular personality frameworks is the â€Å"Big Five† Personality Traits. It is composed of the following: a) Agreeableness – A persons ability to establish good relationships with others b) Conscientiousness – The number of goals of which a person strives hard to achieve c) Negative emotionality – The extent to which an individual can remain poised, calm, resilient and secure d) Extraversion – The level of comfort a person has with interpersonal relationships e) Openness – An individuals flexibility in terms of beliefs and interests (Abelson, 2006) Attitudes and Individual Behavior Attitudes are the beliefs and feelings that people have regarding certain ideas, situations or other people. Cognitive dissonance occurs when an individuals encounters other people who does not share his or her attitudes. The element of attitudes and individual behavior believe that members of an organization behave the way they do because it is their means of dealing with people who possess attitudes that are different from theirs. For an organization to be productive, its member must learn how to respect each others differences and work as a team despite their diversity in beliefs, attitudes and values (Abelson, 2006). Work-related Attitudes It must be noted, however, that individual behavior in an organization can also be influenced by attitudes that were developed in the workplace. Some examples of work-related attitudes are the following: a) Job Satisfaction or Dissatisfaction – An attitude that reflects the amount of pleasure or fulfillment that an individual achieves from his or her work b) Organizational Commitment – An attitude that measures a persons degree of affinity with the organization itself c) Affect and Mood in Organizations i. Positive Affectivity – A tendency to exhibit an overall sense of optimism and well-being; sees things in a positive light ii. Negative affectivity – A tendency to exhibit an overall sense of pessimism and gloom; sees things negatively (Abelson, 2006). Perception and Individual Behavior This element defines a persons behavior as a result of his or her perception, or the set of processes by which he or she becomes aware of his or her environment and starts to interpret information about it. One of the most detrimental forms of perception is selective perception, or the practice of disregarding information that a person feels uncomfortable with or goes against his or her own beliefs. Selective perception may lead to stereotyping or the usage of a single attribute to categorize or label other people. Selective perception may also result in scapegoating or making other people take responsibility for ones own faults and shortcomings (Abelson, 2006). Stress and Individual Behavior Stress is â€Å"an individual’s response to a strong stimulus,† called a stressor (Ableson, 2006). The general cycle of the human body experiencing and recovering from stress is the General Adaptation Syndrome (GAS). Often caused by task, physical, role and interpersonal demands, one of the major effects of stress is burnout, or the feeling of exhaustion produced by undergoing stress for prolonged periods of time (Abelson, 2006). Experts categorized people into two types, depending on how much they can endure stress. â€Å"Type A† people were those who are very competitive, hardworking and are extremely particular when it comes to time. â€Å"Type B† people, on the other hand, were those who were not as hardworking, dilligent and time-conscious. It was said that â€Å"Type A† people were more likely to experience burnout than â€Å"Type B† individuals (Abelson, 2006). Creativity in Organizations This element stresses the importance of an organizations creativity in affecting the behavior of its members. An organization that is always able to come up with new ideas or new perspectives that will improve existing ideas have a greater chance of improving productivity among its members than an organization who strictly adheres to convention and does not welcome innovation. Types of Workplace Behavior The effectiveness of an organization is very much affected by workplace behavior, or the pattern of action exhibited by its members while working. Workplace behavior is categorized into four types: a) Performance Behaviors – The â€Å"total set of work-related behaviors that the organization expects the individual to display† (Abelson, 2006). An organizations performance behaviors is usually indicated in its manual for its members. Performance behaviors are one of the organizations ways of communicating to its members what are its objectives and how will these be attained. b) Withdrawal Behaviors – Characterized by the absence of an organizations members i. Absenteeism – When people develop a habitual pattern of not showing up for work ii. Turnover – When people resign from their jobs c) Organizational Citizenship – When people display behavior that contributes positively and immensely to their organization. d) Dysfunctional Behaviors – Behaviors that are detrimental to organizational performance (e. g. stealing office property, fighting in the office premises, reporting to work in improper attire, etc. ) When a person shows dysfunctional behavior, he or she is sending the message that he or she does not belong to the organization that he or she joined and that he or she has contempt for those who do. In addition, the person who exhibits dysfunctional behavior also has contempt for the organization itself, as well as for its objectives (Abelson, 2006). Conclusion An organization is composed of individual members who have different backgrounds, beliefs, values and principles. Hence, it is very crucial to train them how to work harmoniously with one another despite their differences. By identifying the elements of individual behavior in an organization, employers can establish standards and rules that are firm but at the same time considerate towards the workers needs. Not only will the company prosper; the employees will also become better workers and persons as well. References Abelson, M. (2006). Chapter 15 – Basic Elements of Individual Behavior in Organizations. PDF File. Retrieved June 2, 2008, from http://wehner. tamu. edu/mgmt. www/mgmt. 363/non-business_363/Chapter%2015%20%20-%20Griffin%208th%20Edition. pdf. Answers. com. (2008). Organizational Behavior. Retrieved June 2, 2008, from http://www. answers. com/topic/organizational-behavior? cat=biz-fin Northeastern University – College of Business Administration (NEU-CBA). (n. d. ). Human Behavior in Organizations: An Introduction. Retrieved June 2, 2008, from http://web. cba. neu. edu/~ewertheim/introd/introd. htm

Comparing Woman’s Social Status in Becky and Blood Burning Moon Essay

Jean Toomer was bi-racial, sometimes being perceived as white and sometimes black. His race was a catalyst for his writings. Toomer wrote prose and poetry reflecting his ideas about race and gender, not wanting either to be an issue in the future. His writings depict people of all races facing struggles, some gender struggles and some racial struggles. In â€Å"Becky† and in â€Å"Blood Burning Moon,† Toomer centers around two females. During the time period of his writings and what is still somewhat evident today, gender decides the role a person plays in society. As a female, one was always inferior to the male, no matter what the race. Therefore, these two works show how being a female affects a woman’s treatment in life; she loses some control of her destiny, which is ultimately decided by a male or a group of males. â€Å"Becky† centers on a white female who has two black sons. She is forced to leave the town and live on the outskirts because interracial relationships are not acceptable to the other citizens. As a female, Becky is unable to deny maternity to the two boys, but the man who impregnated her has no ties to the children and could have denied paternity of the two boys. Becky avoids the criticism from the townspeople by living in her house â€Å"ground islandized between the road and the railroad track.† No one ever sees her. She has no contact with the townspeople, but those who care for her well-being bring her food and leave it outside of her house, anonymously. Louisa, in â€Å"Blood Burning Moon,† is a black female who is loved by two men, one white man and one black man. She works for a white family, the youngest son being Bob Stone. He is in love with Louisa because of her beauty and charisma. He believes that be... ...male characters powerless in a society of males. Louisa is forced to live with two males who love her and is unable to choose between either. Becky is obligated to raise two sons with neither support from the community nor help from their father. The two women are treated as simple objects or at least not characterized as real people with feelings and desires in their lives. Gender inequality is a common theme for Toomer. He wishes gender to be unimportant in daily situations; everyone should be treated equally and no one should be forced to live a life separate from others because of his or her gender. Louisa and Becky are both forced to live a life with no opportunity for equality and no chance to for happiness with another person, because they are females. Works Cited Toomer, Jean. â€Å"Bood-Burning Moon.† Cane. New York: Livericht, 2010. 39-49. Print.

Elegy Written in a Country Churchyard by Thomas Gray

Thomas Gray was the author behind Elegy Written in a Country Churchyard, which has proven to be a timeless literary piece. Written and published in the 18th century, the said poem generally contemplates on death and morality. However, it does not speak of merely any kind of death. Elegy Written in a Country Churchyard mourns the loss of the common village folk, and the idea of loss discussed in the poem is that of the dreams and opportunities that have been lost and unfulfilled by the common villager because of death. An elegy is a poem that mourns or grieves the deceased (Napierkowski).From the title itself, it can be derived that the poem is about death. However, Thomas Gray wrote the poem in such a way that the question of morality is focused on a single subject: the common man (Napierkowski). Gray points out that unlike artists, poets, politicians and celebrities, the common man dies without recognition, praise or applause. The author also dwells on the possibility of having a co mmon man— who eventually dies— to actually gain similar recognition given to more famous or richer people, but were never able to do so because of the loss of their life (Napierkowski).The poem begins with the â€Å"parting day,† or the end of the day (Gray; Cummings). The author describes the disappearing landscape, which is that of the country churchyard, at dusk (Jung). Not until the third stanza within the poem is when reference to the dead is mentioned. It also states the underneath the trees are the graves of the â€Å"forefathers† (Gray). In the sixth stanza, Gray wrote, â€Å"Oft did the harvest to their sickle yield,/ Their furrow oft the stubborn glebe has broke. † These two lines introduce the common people in the poem, and these folks are portrayed as workers of the land.Sickle is an instrument used in harvest; it is most distinguished for its blade which is shaped like a crescent (Cummings). Furrow refers to the indentation created by a plow for purposes of planting. The word â€Å"glebe† means â€Å"earth† (Cummings). In the seventh stanza, the speaker starts his defense of common men. Gray wrote, â€Å"Let not Ambition mock their useful toil,/Their homely joys, and destiny obscure. † This means that the hard work, simple desires and unrecognized efforts of common man must not be looked down upon.Gray continued, â€Å"Nor Grandeur hear with a disdainful smile/ The short and simple annals of the poor. † The â€Å"Grandeur† referred to in this line are the wealthy and powerful; the speaker states that these people have no right to be critical of the lives of the poor (Cummings). In the eighth stanza, the speaker simply affirms that regardless of status in life, all people will die (Cummings). Gray therefore concluded that â€Å"The paths of glory lead but to the grave† (Cummings). The idea of loss in the poem is first conveyed in the twelfth stanza. The speaker begins to c ontemplate about the chances lost to common men.Gray writes, â€Å"Perhaps in this neglected spot is laid/Some heart once pregnant with celestial fire. † The speaker considers the possibility that the deceased common people were filled with dreams or goals when they were still alive. The last two lines of the stanza is as follows: â€Å"Hands, that the rod of empire might have sway'd/ Or wak'd to ecstasy the living lyre† (Gray). The phrase â€Å"rod of empire† refers to the possibility of common man to become either an emperor or king; the last line's reference to the lyre implies the chance to be a musician (Cummings).The thirteenth stanza points out two factors that contributed to the unfulfilled dreams of common men: the lack of knowledge and poverty. In the first line, â€Å"But Knowledge to their eyes her ample page,† the speaker notes that the common men were not educated, which hindered their progress in life (Gray). The stanza's third line reads, â€Å"Chill Penury repress'd their noble rage† (Gray). â€Å"Penury† in this line means poverty; their poverty also prevented them from acting on their passions, and eliminating their ambitions in the process (Gray; Cummings).The fourteenth stanza contains the most identified lines in the entire poem (Cummings). It also expresses the intense despair the speaker felt about the lost opportunities for the common man. Full many a gem of purest ray serene The dark unfathom'd caves of ocean bear: Full many a flower is born to blush unseen, And waste its sweetness on the desert air (Gray). The speaker compares common men with ocean gems that have yet to be uncovered (Cummings). The next analogy is regarding flowers whose beauty is dulled by the desert; just like the flowers, the passions and talents of common people were dulled by circumstance.In the fifteenth stanza, the speaker mentions significant figures whose footsteps the common men would have followed if only they were given the chance. Two of which were Hampden and Milton. John Hampden was considered as a hero; as he was brave enough to defy the authority of King Charles I (Cummings). Meanwhile, John Milton is a renowned poet. The speaker believed that the village could have produced similar personalities. The sixteenth to the eighteenth stanza expresses the advantages and disadvantages of the common people's way of life.Gray wrote, â€Å"Their lot forbad: nor circumscrib'd alone/ Their growing virtues, but their crimes confin'd. † On one hand, the lot of common village folk forbade them from getting recognition from their virtues or contributions to society (Cummings). One of their contributions was their efforts to provide food, as they are mostly farmers. This remains unnoticed. On the other hand, their lot also forbade them to commit â€Å"crimes† they would have done if they were rich and powerful. The line â€Å"Forbad to wade through slaughter to a throne† meant that their status in life also forbade them from resorting to violence to become king (Cummings).Their lot also hindered them to â€Å"shut the gates of mercy on mankind,† which meant to show mercy to those who need it (Gray; Cummings). By the nineteenth stanza, the speaker resumes in speaking about the life of the common village folk. According to Gray, â€Å"Their sober wishes never learn'd to stray. † This meant that the common people remained in that kind of simple lifestyle (Cummings). Also, â€Å"They kept the noiseless tenor of their way† (Gray). This meant that they maintained the simplicity of their life (Cummings).At death, the common villager will also have a â€Å"frail memorial† but â€Å"with uncouth rhymes and shapeless sculpture deck'd† (Gray). This means that the stone of the grave would only contain simple words, with no elaborate engravings or design. Despite this, it still â€Å"implores the passing tribute of a sigh† (Gray). However simple a gravestone is, it can still cause passersby to sigh (Cummings). The common village folk, unrecognized and destined to be forgotten can only depend on a friend to be remembered. As Gray wrote, â€Å"On some fond breast the parting soul relies.† However, even at death, the common man seeks to be remembered (Cummings). As in the last lines of the twenty-third stanza: â€Å"E'en from the tomb the voice of Nature cries/ E'en in our ashes live their wonted fires† (Gray). Indeed, the poem Elegy Written in a Country Churchyard by Thomas Gray elevated the status and standing of common village folk. They may not have experienced fame and fortune as others had, but they deserved the same privileges if only they were given the chance. The death of a person is a cause for despair, but there is greater despair in not achieving what could have been done.The loss spoken about in the poem is greater than death itself. Works Cited Cummings, Michael. Elegy Written in a C ountry Church-yard. 2003. 8 May 2008 . Gray, Thomas. Elegy Written in a Country Church-yard. 2007. 8 May 2008 . Jung, Sandro. â€Å"Elegy Written in a Country Church-yard. † The Literary Encyclopedia. 30 October 2002. 8 May 2008 . Napierkowski, Marie Rose, ed. Poetry for Students. Detroit: Gale, 199

Cell Phone Abuse

Cell Phone Abuse At the present day, with the development of IT and information industry, cell phone gradually plays an indispensable role in our daily life. Nonetheless, for the benefit of our concentration, health and social interaction around us, more attention should be paid to negative impact on the overuse of cell phone. According to a study of two hundred students at Sanford University revealed that 34 percent rated themselves as addicted to their phones, while 32 percent worried they someday would be addicted.As a matter of fact, a vast majority of people suffer from the same problems. It is not uncommon that when they get ready for the day, their cell phones go with them everywhere. Despite the convenience and efficiency cell phones bring them, they fail to take into account the fact that too much addition to phones contributes directly to be unable to concentrate well on daily affairs. For instance, on account of depending on constant contact and instant information, when e ven having classes, a great many students cannot help checking the message or email on phones surreptitiously.Furthermore, when working, driving, just hanging out with friends or doing whatever, to be honest, we are bound to be extremely attached to our phones with enjoying the pleasurable feelings from the act of texting or receiving messages. When it comes to my relationship with cell phone, exaggeratingly speaking, it seems that if I am not called, texted, or commented on my blog, my soul will be lost; hence, it prevents me from focusing on doing my assignments or having a sound sleep. Apparently, excessively obsessed with cell phone distract us from noticing what important happen around us and getting things well done.Admit it, no one can deny the basic fact that cell phone not only provides us with a huge amount of information and various of applications, but also enables us to contact our friends and family immediately and conveniently. However, we tend to live under the illus ion that cell phone can get us more associated with the people and the community nearby, without awareness of the hidden fact that it has crept into every aspect of daily life, ironically weakening the basic human communication.For one thing, with the increase of cell phone use, face-to-face conversations in relationships are unwittingly unpopular with most of us; instead, we prefer to convey our affections by text messaging and cell phone conversations. It is showed by a Verizon Wireless survey that for the Augusta area there are close to 50 percent of its customers send and receive more than 100 text messages a week. † Moreover, Rick Pukis, an associate professor of communication at Augusta State University, says that texting may affect the way we interact with each other.Actually, as we all know, sometimes when we send the smile expressions in the messages, it is not exactly what we do on our faces. Worse still, in order to save time or just feel cool, we usually brief the words such as replacing â€Å"are† with â€Å"r†, which may makes us run the risk of losing the ability to communicate completely and intelligently. On the other hand, spending too much time on calling up or texting the friends we already knew decreases the chance of developing friendships with strangers, cutting off new conversations and potential friends in the public.As a consequence, without doubt, cell phone builds a wall between the community and us, exerting a detrimental influence on our social interaction. But at the same time, cell phone benefits us a lot, too. On the one hand, mobiles make it convenient for people to keep in touch with each other at anytime anywhere. With phones in hand, even though being abroad, we still can immediately share our daily life with friends by uploading images on face book. In this way, friends will feel closer to us and be able to express their affections to us as they like.In the abundant sunshine of friends and our family th rough the phones, our life will be more colorful and powerful. Additionally, under the pressure of working or studying, one of the ideal ways to relax and refresh ourselves is to do some recreation. For example, we can release the stress and adjust the mood by playing some funny games and listening to music, which help us have a better state to continue our next tasks. Therefore, to some degree, smart phones increasingly play a significant role in our life.

The Mead Hall Womb Essays - Beowulf, Geats, English-language Films

The Mead Hall Womb Essays - Beowulf, Geats, English-language Films Connor Johnson Mr. Kearney Modern Irish Literature, P. 6 26 January 2016 The Mead Hall Womb The mead-hall was a place of joviality as well as civility. An area of government as well as a room of celebration. It was a place of light, warmth, joy, and happiness. Most importantly however, it was home. Seamus Heaney makes the importance of the masculinity of Heorot very clear in his translation of Beowulf: A New Verse Translation. What isnt mentioned throughout this very masculine text is how femininity is interwoven throughout the words. Femininity is needed to give some form of emotion to this overly masculine poem, especially in the use of the mead hall Heorot. In Beowulf, Heorot is written as a great hall built by the Danish Kind Hrothgar for his thanes and villagers. People would go to drink, be merry, converse, and occasionally work on village matters. Heorot translates almost exactly to Hall of Hart. A hart is a male deer. It is a fitting name for the room where masculine warriors gather, as a stag is a major symbol of masculinity, strength, and pride, all intertwined with gracefulness. The hall itself is representative visually of a hart. During the Grendels attack on Heorot, no Shielding elder would believe There was any power of person upon earth Capable of wrecking their horn-rigged hall (Beowulf 779). The horns of the hart are also symbolic especially in the fight against Grendel. Horns, and antlers on a male deer represent regeneration and new life. During his fight with Grendel, the two, monster and man experience a death and rebirth. With the physical death of Grendel, Beowulf experiences a death and resurrection into the underw orld of is mind and soul according to the cosmogonic cycle. With so many Masculine encounters in the poem, there is little room for feminine characters. Few women have a role in this poem, and of those few, half are unnamed. Of the women that are named, their main jobs are to be good hostesses, and even better peacekeepers. Women like Queen Wealhtheow are successful in their attempts to embrace femininity. She serves through her words of encouragement to her people and handing out of treasure to her heroes. Her happiness was found in the helping of others, and serving the masculine figure. Then the grey-haired treasure-giver was glad; The feast continues until Wealhtheow, Hrothgars Queen, comes in and serves mead to the warriors (Beowulf 607,611). The jobs that the women perform are jobs that require heart, an inherently feminine trait. The heart represents love, caring, and life giving. Women who embrace or contain the heart, are like mother figures. On the other hand, failures at the womanly role such as Queen Modthryth, and Grendels mother are either shunned or take on more masculine roles. Grendels mother in particular, is depict ed as a masculine avenger character for Grendel rather than the visa versa. She is an outcast because of her ancestor Cain who killed his own brother (Beowulf 974-75). She never even starts with the ability to contain a heart, having been born into evil. Because she is not fully masculine and is a mix between both gender roles, she fails in her attempts at revenge. The mead hall itself can also be shown as a mother figure Heorot, while translating to stag, stems the word heart. The heart is the feminine part that bleeds into all the masculinity. Thinking of Heorot as a heart, it is considered the mystic center for all warriors, as well as their home. As a mother figure, Heorot is a figure of security, happiness, and warmth that all warriors want to return to. As the mother to the warriors, Heorot represents the womb of regeneration and new life that all men want to return to. Beowulfs fight with Grendel is all the more symbolic having been fought in Heorot. As a womb symbol, the death of Grendel, as well as Beowulfs mind lead to his rebirth the dark side of his journey. Grendels mothers death also taking place in Heorot leads to another death and rebirth of Beowulf but this time from darkness into light. Just like women arent treated highly in the poem, neither in Heorot as a mother figure. Heorot

Richard Taylor - Civil War - Confederacy - Lieutenant General

Richard Taylor - Civil War - Confederacy - Lieutenant General Richard Taylor - Early Life Career: Born January 27, 1826, Richard Taylor was the sixth and youngest child of President Zachary Taylor and Margaret Taylor. Initially raised on the familys plantation near Louisville, KY, Taylor spent much of his childhood on the frontier as his fathers military career compelled them to move frequently. To ensure that his son received a quality education, the elder Taylor sent him to private schools in Kentucky and Massachusetts. This was soon followed by studies at Harvard and Yale where he was active in Skull and Bones. Graduating from Yale in 1845, Taylor read widely on topics pertaining to military and classical history. Richard Taylor - Mexican-American War: With the rise of tensions with Mexico, Taylor joined his fathers army along the border. Serving as his fathers military secretary, he was present when the Mexican-American War began and US forces triumphed at Palo Alto and Resaca de la Palma. Remaining with the army, Taylor took part in the campaigns that culminated in the capture of Monterrey and victory at Buena Vista. Increasingly plagued by the early symptoms of rheumatoid arthritis, Taylor departed Mexico and took over management of his fathers Cyprus Grove cotton plantation near Natchez, MS. Successful in this endeavor, he convinced his father to purchase the Fashion sugar cane plantation in St. Charles Parish, LA in 1850. Following Zachary Taylors death later that year, Richard inherited both Cyprus Grove and Fashion. On February 10, 1851, he married Louise Marie Myrtle Bringier, the daughter of a wealthy Creole matriarch. Richard Taylor - Antebellum Years: Though not caring for politics, Taylors family prestige and place in Louisiana society saw him elected to the state senate in 1855. The next two years proved difficult for Taylor as consecutive crop failures left him increasingly in debt. Remaining active in politics, he attended the 1860 Democratic National Convention in Charleston, SC. When the party splintered along sectional lines, Taylor attempted, without success, to forge a compromise between the two factions. As the country began to crumble following the election of Abraham Lincoln, he attended the Louisiana secession convention where he voted in favor of leaving the Union. Shortly thereafter, Governor Alexandre Mouton appointed Taylor to lead the Committee on Louisiana Military Naval Affairs. In this role, he advocated raising and arming regiments for the defense of the state as well as building and repairing forts. Richard Taylor - The Civil War Begins: Shortly after the attack on Fort Sumter and the beginning of the Civil War, Taylor traveled to Pensacola, FL to visit his friend Brigadier General Braxton Bragg. While there, Bragg requested that that Taylor aid him in training newly-formed units that were destined for service in Virginia. Agreeing, Taylor commenced work but turned down offers to serve in the Confederate Army. Highly effective in this role, his efforts were recognized by Confederate President Jefferson Davis. In July 1861, Taylor relented and accepted a commission as colonel of the 9th Louisiana Infantry. Taking the regiment north, it arrived in Virginia just after the First Battle of Bull Run. That fall, the Confederate Army reorganized and Taylor received a promotion to brigadier general on October 21. With the promotion came command of a brigade comprised of Louisiana regiments. Richard Taylor - In the Valley: In the spring of 1862, Taylors brigade saw service in the Shenandoah Valley during Major General Thomas Stonewall Jacksons Valley Campaign. Serving in the division of Major General Richard Ewell, Taylors men proved tenacious fighters and were often deployed as shock troops. Through the course of May and June, he saw battle at Front Royal, First Winchester, Cross Keys, and Port Republic. With the successful conclusion of the Valley Campaign, Taylor and his brigade marched south with Jackson to reinforce General Robert E. Lee on the Peninsula. Though with his men during the Seven Days Battles, his rheumatoid arthritis became increasingly severe and he missed engagements such as the Battle of Gaines Mill. Despite his medical issues, Taylor received a promotion to major general on July 28. Richard Taylor - Back to Louisiana: In an effort to facilitate his recovery, Taylor accepted an assignment to raise forces in and command the District of Western Louisiana. Finding the region largely stripped of men and supplies, he commenced work to improve the situation. Eager put pressure on Union forces around New Orleans, Taylors troops frequently skirmished with Major General Benjamin Butlers men. In March 1863, Major General Nathaniel P. Banks advanced from New Orleans with the goal of capturing Port Hudson, LA, one of two remaining Confederate strongholds on the Mississippi. Attempting block the Union advance, Taylor was forced back at the Battles of Fort Bisland and Irish Bend on April 12-14. Badly outnumbered, his command escaped up the Red River as Banks moved forward to lay siege to Port Hudson. With Banks occupied at Port Hudson, Taylor devised a bold plan to recapture Bayou Teche and liberate New Orleans. This movement would require Banks to abandon the siege of Port Hudson or risk losing New Orleans and his supply base. Before Taylor could move forward, his superior, Lieutenant General Edmund Kirby Smith, commander of the Trans-Mississippi Department, directed him to take his small army north to aid in breaking the Siege of Vicksburg. Though lacking faith in Kirby Smiths plan, Taylor obeyed and fought minor engagements at Millikens Bend and Youngs Point in early June. Beaten in both, Taylor returned south to Bayou Teche and re-captured Brashear City late in the month. Though in a position to threaten New Orleans, Taylors requests for additional troops were not answered before the garrisons at Vicksburg and Port Hudson fell in early July. With Union forces freed from siege operations, Taylor withdrew back to Alexandria, LA to avoid being trapped. Richard Taylor - Red River Campaign: In March 1864, Banks pressed up the Red River towards Shreveport supported by Union gunboats under Admiral David D. Porter. Initially withdrawing up the river from Alexandria, Taylor sought advantageous ground for making a stand. On April 8, he attacked Banks at the Battle of Mansfield. Overwhelming Union forces, he compelled them to retreat back to Pleasant Hill. Seeking a decisive victory, Taylor struck this position the next day but could not break through Banks lines. Though checked, the two battles compelled Banks to abandon the campaign begin moving downstream. Eager to crush Banks, Taylor was enraged when Smith stripped three divisions from his command to block a Union incursion from Arkansas. Reaching Alexandria, Porter found that the water levels had dropped and that many of his vessels could not move over the nearby falls. Though Union forces were briefly trapped, Taylor lacked the manpower to attack and Kirby Smith refused to return his men. As a result, Porter had a dam c onstructed to raise the water levels and Union forces escaped downstream. Richard Taylor - Later War: Irate over the prosecution of the campaign, Taylor attempted to resign as he was unwilling to serve with Kirby Smith any further. This request was denied and he instead was promoted to lieutenant general and placed in command of the Department of Alabama, Mississippi, and East Louisiana on July 18. Reaching his new headquarters in Alabama in August, Taylor found the department to possess few troops and resources. Earlier in the month, Mobile had been closed to Confederate traffic in the wake of the Union victory at the Battle of Mobile Bay. While Major General Nathan Bedford Forrests cavalry worked to limit Union incursions into Alabama, Taylor lacked the men to block Union operations around Mobile. In January 1865, following General John Bell Hoods disastrous Franklin-Nashville Campaign, Taylor assumed command of the remnants of the Army of Tennessee. Resuming his normal duties after this force transferred to the Carolinas, he soon found his department overrun by Union troops later that spring. With the collapse of Confederate resistance following the surrender at Appomattox in April, Taylor attempted to hold out. The final Confederate force east of the Mississippi to capitulate, he surrendered his department to Major General Edward Canby at Citronelle, AL, on May 8. Richard Taylor - Later Life Paroled, Taylor returned to New Orleans and attempted to revive his finances. Becoming increasingly involved in Democratic politics, he became a staunch opponent of the Radical Republicans Reconstruction policies. Moving to Winchester, VA in 1875, Taylor continued to advocate for Democratic causes for the remainder of his life. He died on April 18, 1879, while in New York. Taylor had published his memoir entitled Destruction and Reconstruction a week earlier. This work was later credited for its literary style and accuracy. Returned to New Orleans, Taylor was buried at Metairie Cemetery. Selected Sources Civil War Trust: Richard TaylorGeneral Richard Taylor TSHA: Richard Taylor

Decision Making - Ethic Essay Example | Topics and Well Written Essays - 2500 words

Decision Making - Ethic - Essay Example In 6 years, it is pÃŽ ¿ssible tÃŽ ¿ say that these actiÃŽ ¿ns and refÃŽ ¿rms initiate business management ethics which fÃŽ ¿llÃŽ ¿ws strict legal rules values and wÃŽ ¿rk in cÃŽ ¿mpliance with internal and external ethical principles ÃŽ ¿f business. Ethical dilemmas ÃŽ ¿ften invÃŽ ¿lve uncertainty and, when rights and duties are in cÃŽ ¿nflict, it is difficult tÃŽ ¿ find guidance. Ethics is receiving wide-ranging discussiÃŽ ¿n in tÃŽ ¿days pÃŽ ¿pular press as well as in accÃŽ ¿unting literature. Many accÃŽ ¿untants find themselves perplexed by these arguments because they have nÃŽ ¿t been expÃŽ ¿sed tÃŽ ¿ a practical methÃŽ ¿d ÃŽ ¿f dealing with ethical dilemmas. NÃŽ ¿ fÃŽ ¿rmal training and few ÃŽ ¿ppÃŽ ¿rtunities in everyday wÃŽ ¿rking life have been prÃŽ ¿vided fÃŽ ¿r accÃŽ ¿untants ÃŽ ¿n a sustained basis. Greek ecÃŽ ¿nÃŽ ¿mic, philÃŽ ¿sÃŽ ¿phical, religiÃŽ ¿us, legal, business, sÃŽ ¿cial, and ÃŽ ¿ther prÃŽ ¿blem areas and prÃŽ ¿pÃŽ ¿sed sÃŽ ¿lutiÃŽ ¿ns are fÃŽ ¿und in their legal cÃŽ ¿des and in their religiÃŽ ¿us and philÃŽ ¿sÃŽ ¿phic writings (Frederick 62). The SÃŽ ¿cratic philÃŽ ¿sÃŽ ¿phers and military are the chief sÃŽ ¿urces ÃŽ ¿f the ecÃŽ ¿nÃŽ ¿mic, business, and sÃŽ ¿cial thÃŽ ¿ught ÃŽ ¿f that day; their writings are intertwined with philÃŽ ¿sÃŽ ¿phy, ethics, and pÃŽ ¿litics. TÃŽ ¿ ÃŽ ¿btain a better feel fÃŽ ¿r precisely what impact these early writers and thinkers had ÃŽ ¿n present day management and ethical, mÃŽ ¿ral, and sÃŽ ¿cial practices, twÃŽ ¿ ÃŽ ¿f these Greek writers will be examined. First, the writings ÃŽ ¿f PlatÃŽ ¿ (427B.C. - 347B.C.) and then AristÃŽ ¿tle (384B.C. -- 322B.C.) will be examined. The scÃŽ ¿pe ÃŽ ¿f PlatÃŽ ¿s and AristÃŽ ¿tles writings was wide and represented the general thinking and beliefs ÃŽ ¿f the Greek philÃŽ ¿sÃŽ ¿phers ÃŽ ¿f that time; th ey delved intÃŽ ¿ the ecÃŽ ¿nÃŽ ¿mic and sÃŽ ¿cial system in its parts, hÃŽ ¿w it shÃŽ ¿uld wÃŽ ¿rk, and hÃŽ ¿w it shÃŽ ¿uld be used tÃŽ ¿ achieve the desired gÃŽ ¿als and ÃŽ ¿bjectives (BuchhÃŽ ¿lz and RÃŽ ¿senthal 62). Even thÃŽ ¿ugh

Landscape art in Chinese traditional painting Assignment

Landscape art in Chinese traditional painting - Assignment Example The essay "Landscape art in Chinese traditional painting" explores the landscape art of China. The period that was referred to as the Tang Dynasty experienced many landscape paintings. These kinds of paintings were mainly done on mountains. This kind of painting had a style that was called the shuimohua whose main intention was to represent the emotion or the look of the atmosphere that indicated the nature’s â€Å"rhythm†. As time went by towards the end of the Tang dynasty the use of landscape painting slowly started changing and it was now viewed as a way in men would communicate with the world through the paintings. Apart from nature, these paintings also conveyed a number of themes in social, philosophical, or political areas. Thus with the closure of the Tang dynasty period more focus of these paintings and the artists were majorly on the world nature. Poets and painters in the Chinese traditional arts would go into the mountains to find something to represent in their drawings. Another period called the Song Dynasty that happened between 960 and 1267 saw the rise of different expression of landscapes. Long distances would be represented by use of blurred outlines, mountain contours represented as disappearing into the mist, and nature would be treated with certain kind of impression. The concern of the artist was on how to represent the peace in human beings and nature. This is eminent in the Taoist and Buddhist concepts. In the early Song Dynasty the artists would represent.

BUSINESS LAW Speech or Presentation Example | Topics and Well Written Essays - 250 words

BUSINESS LAW - Speech or Presentation Example Unlike members of ordinary partnerships, the LLP itself is responsible for any debts that it runs up, not the individual partners. 3 The Limited Liability Partnership (LLP) is viewed as an alternative corporate business vehicle that provides the benefits of limited liability but allows its members the flexibility of organizing their internal structure as a partnership based on a mutually arrived agreement. The LLP form would enable entrepreneurs, professionals and enterprises providing services of any kind or engaged in scientific and technical disciplines, to form commercially efficient vehicles suited to their requirements. Owing to flexibility in its structure and operation, the LLP would also be a suitable vehicle for small enterprises and for investment by venture capital. 4 Members in case of negligence or fraud are personally liable only if he assumes personal responsibility for the acts done.

Gender Differences Towards Work Life Balance Social Work Essay

Gender Differences Towards Work Life Balance Social Work Essay 4.0 Introduction: The findings and analysis presents all the information that was gathered based on the methodology employed in the earlier chapter. The role of this chapter identifies findings which had revealed and explained employees understanding and perception towards work-life balance incorporated within MEGA through analyzing data. Gender Differences towards work-life balance: Balancing work and non-work commitments requires time management which could be a bit of a challenge. The diagram below illustrates such comparison between both genders. Findings on the average level of employees able to balance work and family life responsibilities on a weekly basis revealed that majority of the respondent indicated that they are seldom able to balance both. The results were given from both genders where the 35 percent of respondent that chose that they seldom are able to balance both were women as opposed to the remainder answered yes they are always able were men. The researcher findings had revealed that apparently women tend to be the ones that basically are seldom capable of achieving work-life balance on a weekly basis. Also the diagram shows that men are better able to have a better work-life balance whether it is often or always as compared to women. Furthermore in addition from the questionnaire another finding was analyzed where it was revealed that from both genders the mean is higher in women who have children compared to men. Figure illustrate that the women within MEGA has the higher number of children as against men who has twice as least. Also analyzing the data in figure () there are three times more women than men working in MEGA. The researcher analysis is drawn upon that the expectancy rate of women is higher to experience conflict trying to balance both work and family responsibilities as opposed to men within this particular organization is because there are more women working in MEGA as against to the number of men employ. Causes of Work-Life Balance Conflict The causes of work-life conflict were analyzed by the researcher to find out the reason behind it. The researcher findings werent a bit surprise by the results from employees. From the figure, the researcher found out that the major causes of conflict between balancing work and personal responsibilities was relating to these four factors within MEGA. The job-relating factor that influences work-life conflict the most was insufficient flexibility in the workplace. Eighty-nine percent (89%) of employees responded that they had difficulties balancing work and personal life responsibilities as a result of not having enough flexibility as compared to sixty-seven (67%) was other contributing factor. Timing of meetings/training was the least whereas working long hours was minimal. Participants were asked to indicate which of the following hinder you in balancing your work commitments in the workplace. Figure ( ) depicts the findings on the relevant categories that hinder employees work achievement. An examination of the chart point out that caring for children at been scored highest where 63 percent of respondent imply that this issue hinders them to achieve work commitments. Followed by a close responds to other and leisure time activities where 23 percent indicated other and 18 percent imply leisure time. The remainder answered further education. The participated managers and supervisors were then asked to describe the importance of work-life balance within the organization. Based on the answers given by managers and supervisors to describe the importance of work life balance, all participants agreed 100 percent that there is positive outcome for having balancing in the organization. They all relate work-life balance as means of assisting employees to reduce stress level which in turn would deliver substantial high productivity, job satisfaction and some level of commitment to the organization. The researcher analysis of the causes of work-life balance conflict is related mainly to insufficient flexibility in the workplace. The result suggests that employees dont have a problem working long hours or overtime. However perhaps if employees are/were given sufficient flexibility to manage both responsibilities tend them would be more likely to minimize work-life conflict. As Robertson (2007) stated in the literature review, organizations that offer flexibility in the workplace give employees the advantage to have good balance between both responsibilities whereas evolving to healthy employees and in return healthy employees are good for business succession. Conversely taking care of children has been pointed out to be the most significant hindrance factor for employees to achieve work commitments in MIC. As Hudson (2005) stated earlier that employees are more likely to be less productive, less committed and highly decisive of leaving the organisation once they are experiencing increased stress due to work/life conflicting issues and are perceived of having no control over balancing work and non-work demands. To be of the same opinion the author analysis is drawn upon where managers and supervisors all understand the importance of incorporating work-life balance in the workplace. All respondents had coincided with Hudson (2005) statement of employees level of positive outcome to organization. Policies On the questionnaire, employees were asked if they currently use any of the work-life policies provided by the organization. The author received 100 percent of all respondent answering that they all use work-life policies that are provided by the organization, however it is a question of how do they utilize such policies. Another question was implied asking if employees were given approval of such work-life policies provided by the organization. Question Yes No Are you given approval of work-life policies 83% 17% Out of one hundred 83 percent stated that they are given approval whereas the remaining 17% had imply that they are not given any approval. Managers and supervisors were asked what is the organization typical way or tools used for assisting or promoting work-life balance. From the interview, the author found that there are work-life policies implemented within MEGA, however there are only a few. Employees are given six (6) days which is applicable as casual leave to assist with personal errands only at managers discretion of granting approval. In addition flexible workings hours are administered where employees can start work from 7:30 a.m. 8:30 a.m. where they are allow  ½ hour and finish work between 3:30 p.m. 4:30 p.m. in the interim employees must work 7 ½ hours per day. However employees are required to work back their hours by the end of the week in the event that they request time-off or does not work the required amount of hours per day. From the questionnaire, employees were further asked to what extend do the work-life policies make a difference with balancing work and personal issues. From the findings, it revealed from the figure ( ) that 22 percent reply stating that it made slight difference whereas 53 percent of respondents indicated that the work-life policies implemented within the organization makes no difference towards their daily responsibilities. An investigation into MEGA employees attendance records was examined from 2009 to 2010 to make a comparison for how many casual leave was taken and to indicate if there was any trend. Figure ( ) illustrate such findings for both years. The standard deviation of days taken by employees was 23.00 in 2009 and 23.87 in 2010. The figure also shows that majority of employees utilized the full amount of casual days which is six (6) for both 2009 and 2010 followed by the utilization of five (5) casual days. With correspondent to casual leave, from the interview managers were asked how the work-life policies and procedures implemented for employees are. Again from the interview the author findings had revealed mixed respondents from both managers and supervisors. Apparently employees are granted casual leave and flexible time based on each department and managers discretion. In addition to the findings during the interview participants were asked if there are any kinds of penalty or negativity towards employees who avail such policies. Again this question was answered in accordance to each department manager. Majority of the managers explain that employees are not hinder from career progression or promotional achievement however employees must work back the time that are required to work, to complete deadlines and shortage of employees. If employees are not subjective to such rules there would be a reduction in their salary. Supervisors viewed the same responds indicating agreement to the managers. However supervisors stated further that employees are kept back from promotional development in MEGA based on their attendance records not by such individual contributions and commitments to performance. Based on the findings relevant to the work-life balance policies incorporated with MEGA, the author analysis is interpreted as there are work-life policies implemented within the organization, however the methods used to assist employees is not substantially sufficient to fulfill with such balance of work and personal life responsibilities. Yes employees are given flexible working time however 1 hour difference is not considered as a lengthy time to promote it as a method for work-life balance. Also the flexible working hours does not make much difference to majority of the employees. Employees who have such powerful policies to assist them with solving work-life conflict are more likely to deal with balancing both issues easier. Galinsky and Stein (1990) found that employees who have the power to solve work problems were likely to suffer lower stress and felt their job caused less interference with their life. Furthermore even though employees are given approval of such work-life policies, the permission of approval of policies are practice differently in each department. In addition to deal with such work-life challenges majority of the employees result to the utilization of all or most of their casual leave. To a further extent, the findings draw that management resent employees of utilizing such policies. As already explained in the literature review utilization of work-life policies can be perceive a factor correlated to less job security and negative career progression (Rodbourne 1996). Managing Balance: Managers and supervisors were asked to describe the importance of work-life balance. The average respondent by managers and supervisors provided relatively the same answer where they understood that work-life balance is a way of being able to balance both the demands for work commitments and personal life responsibilities as a means of everyday position. Do you think if employees have good work-life balance the organization will be more effective and successful? Employees were asked that if employees have good work-life balance if the organization would be more effective and successful. Figure indicate the respondent from employees pertain to the question. Based on the respondent the majority of employees answered yes to that question. In fact findings revealed that 90% of employees strongly believed the organization would be more effective and successful if the employees have good work-life balance. Furthermore based on the question asked, employees were also asked to specify on the same question how the organization would be successful based on their answer whether the answer was yes or no. The majority of the respondent who answered yes had basically the same response. Majority of the respondent answered by implying that if employees have good work life balance employees tend to work more efficiently whereby the level of productivity would definitely increase because employees are less overwhelmed and would be able to concentrate better. The qualitative findings of employees getting good work-life balance in the workplace were questioned. What could the organization do to help employees balance both work and family life commitments? There were mixed views expressed towards organization assistance with work-life balance. Average respondents had expressed that the organization could be more considerate by acknowledging that as employees they experience challenges juggling both commitments by trying to accommodate important family appointments and demands for work deadlines. The stances by employees had pointed out also that the organization should offer more flexibility in terms of achievable flexible working hours. One respondent stated that organizations should be a bit flexible for the competing responsibilities of getting the kids ready for school, travelling to work, long hours of congested traffic, picking up the kids from school and getting home late at evenings Monday to Friday. While other respondent stated that management need to be more lenient towards employees utilizing such work-life policies that are implemented within the organization. Based on the available answers that was collected through the use of this questions employed, it inherently seems that the organization would benefit by become successful and more effectively from employing good work-life balance. Both managers and supervisors already have an understanding of what is work-life and the importance of incorporating. In fact from the literature review Tourn (2007) had imply that the organization can benefit from work-life balance where the returns would be gains of productivity, lower turnover rate and loyalty from employees. Also Thompson et al., (1999), had implied the same concept. If organizations cannot foster good work-life integration then employees experiencing both private and work stress will likely to suffer from low concentration and in the end lower productivity (Thompson et al., 1999). The greatest benefit for a good work-life balance to be effective and successful is in fact suggested that the organization promote such execution. So it is safe to imply that the evidence speaks for itself. Support for Work-Life Balance Further to the findings, during the interview participants were asked to describe the present work environment position with regards to employees contributions, level of productivity and commitments to the organization. Almost five out of six of the managers explained the present work environment as remotely satisfactory because there is teamwork amongst employees for getting the work done and most of the time deadlines are achieved. One manager explicitly describe the work environment as unbalance because frequently employees are reporting sick whereas work responsibilities have to delegated to a department that is seen as shortage of employees. Supervisors also viewed this question differently by implying that there is reasonable dissatisfaction in the workplace because employees are slightly frustrated and tends to completed only what is necessary on a daily basis. Furthermore supervisor described it as unbalance satisfaction because employees are reporting late or sick frequently causing overlapped of their responsibilities to other employees that are present. From the answers given the researcher draws analysis that the work environment as intrinsically unbalance. Employees are told to take on addition work responsibilities added to their regular job requirement because some employees are frequently reporting sick. Furthermore respondents were asked to indicate which of the following in figure ( ) assist them towards balancing work and family commitments. Based from the figure shown below, a frequency percentage of 44.7 percent disclose that the use of work-life leave available within MEGA was the one to help with the balance of both work and family commitments. Also on further assessment 32 percent of the respondents acquire support from family members followed by a close range of 31.2 percent of support from their supervisors. However statistical finding discover that the participated respondents had specified that the least amount of work-life balance support are from managers by a 16.5 percent. Also to add to work-life conflict, from figure ( ) it has been understood that employees employed within MEGA do not obtain full support from theirs managers. As the researcher recall from the literature review, employees who have family-supportive managers and work in organization that offers family-friendly initiatives tends to stay with the organization (Powell 2010). Participated managers and supervisors were asked during an interview done separately, how managers and the organization currently emphasize work-life balance in the workplace. Answers from both managers and supervisors were somewhat a mixed viewed from the interview. The managers explained that employees are given support where employees can approach the managers with stress relating to feeling overworked and personal issues for the managers are humans and have family lives also. However supervisors begged to differ from managers acknowledgment. Supervisors stated that managers are remotely negative towards employees especially when it comes to problems that are not actually work-related. From the findings it seems that managers had implied that they are supportive towards employees when in fact they arent. Employees and supervisors have both agreed that managers are inflexible towards their employees in the workplace. As Herlihy Maiden (2005) suggested that in order for employees to be effective at work, managers themselves need to be able to make unique contributions to the organisation that lies within the contexts of their own personal condition. So it is evident that managers themselves need to have an imbalance in work and personal life issues in order to contribute and be fully support ive of work-life integration. Overall Discussion From the whole findings that were questioned and examined by the author, the results underline some very importance relationship and differences between the work-life policies and implementation with respect to both employees and the organization. Management already have a clear understanding of what is work-life balance is and the high importance of promoting work-life in the workplace. Management somehow believe that the organization have work-life policies incorporated within the workplace that would assist employees but based on the research done about work-life balance, those methods used by MEGA are not sufficient and well foster to assist with balancing work and life issues. MIC entire organization workforce consists of majority of women employ compared to the men and majority of the women has more than 1 child. Friedman Greenhaus (2000) already noted that women make up half the workforce in organization and is increasing in higher levels. Amongst the gender difference most women in MIC are seldom able to balance both their work and family life on a regular basis. However despite the gap in the gender difference, employees generally are dissatisfied with working arrangement of work-life balance carried out in the organization. Almost the whole of management perceived the present work environment as balance where employees level of commitment and productivity are satisfactory, however the supervisors are not 100 percent in agreement with the level of contributions achieved by employees. The findings from the questionnaires answered by employees also incline grounded analysis that MIC present work environment is not as balance as management perception tow ards it, the author is in agreement with the employees and supervisors responds. Results suggest that the two main factors associated to work-life conflicts within MIC are insufficient flexibility and working overtime. In relation to this employees not have a problem with working overtime however flexibility needs adjusting to assist them to achieving balance with work and personal life demand. Thomas and Ganster (1995) found that proper scheduling which gave a group of employees more control over their time had in fact reduce conflict between work-life responsibilities. In addition employees major hinder for achieving work within MIC is taken up by the responsibilities of taking care of children, other personal responsibilities and leisure time. Given the findings of employees utilizing such policies management are negative towards employee for submitting to such action. In this regard, Hein (2005) had explain that employees tend to be hesitant to proceed to use them because of career concerns or the fact that they receive negativity from line managers and tends to discourage them from using it. The importance of supportive work environment mainly from MIC management is what employees are stipulating on. The result found that employees get a lot of support from family members and supervisors however employees are not fully supported by some of management where they receive negative attitude and resentment from management. The organization foster supportive measurement to accommodate employees yet for majority of employees some departmental culture is embodied in the attitudes and behaviours of their immediate line manager. Such support from managers mitigates the negative effects of work-life conflict occurrence. Employees who have family-supportive managers and work in organization that offers family-friendly initiatives tends to stay with the organization (Powell 2010). http://www.bia.ca/articles/AReportontheImportanceofWork-LifeBalance.htm http://www.eurofound.europa.eu/ewco/2009/09/IE0909019I.htm http://www.healthatwork.org.uk/pdf.pl?file=haw/files/Work-lifeBalance.pdf