Wednesday, March 18, 2020

The Hot Zone by Richard Preston.

The Hot Zone by Richard Preston. The first chapter, titled "Something in the Forest", begins by introducing Charles Monet, a Frenchman with an innate likeness for animals and birds, but very little concern for that of humanity in general. A person of few companions, of which consisted mostly of the female gender and his pet crow, Monet spent most of his time alone in his small home, and as a result, very little was known about his history or reason for choosing to reside in Kenya. As the Christmas break approached, Monet made the decision to spend his vacation on Mount Elgon and asked a fellow lady friend to accompany him. While on the mountain, they ventured through Kitum Cave and admired the crystal-encrusted walls, mummified elephant corpses and the pillars covered in bat guano. Once their trip to Mount Elgon came to an end, the two friends went their separate ways and back into their normal routines of life.Claude Monet, photo by Nadar, 1899. Franà §ais : Cl...However, something prevented Monet from living as h e once did. At first it was a severe headache, but as time passed, his personality changed drastically and his face became an expressionless mask. His few friends noticed the change and urged him to go to a hospital to cure him of his illness. After the first hospital he went to could find nothing wrong with him, he was sent to the best private hospital in East Africa, the Nairobi Hospital. The chapter ends with Monet waiting patiently for medical attention in the waiting room of the hospital. Feeling weak and dizzy as a result of the presence of his unwanted "visitor" taking control of his body, Monet falls to the floor while excreting large amounts of blood, as well as the lining to his intestines."Jumper", the second chapter of Part One, begins with medical assistants rushing...

Monday, March 2, 2020

The First 30 Days of the George W. Bush Presidency

The First 30 Days of the George W. Bush Presidency Setting priorities for his first term in 1933 was easy for President Franklin D. Roosevelt. He had to save America from economic ruin. He had to at least begin to pull us out of our Great Depression. He did it, and he did it during what has now become known as his First Hundred Days† in office. On his first day in office, March 4, 1933, FDR called Congress into a special session. He then proceeded to drive a series of bills through the legislative process that reformed the U.S. banking industry, saved American agriculture and allowed for industrial recovery. At the same time, FDR wielded the executive order in creating the Civilian Conservation Corps, the Public Works Administration, and the Tennessee Valley Authority. These projects put tens of thousands of Americans back to work building dams, bridges, highways and much needed public utility systems. By the time Congress adjourned the special session on June 16, 1933, Roosevelts agenda, the New Deal, was in place. America, though still staggering, was off the mat and back in the fight. Indeed, the successes of Roosevelt’s First 100 Days gave credence to the so-called â€Å"stewardship theory† of the presidency, which contends that the President of the United States has the right, if not the duty, to do whatever best addresses the needs of the American people, within the limits of the Constitution and the law. Not all of the New Deal worked and it took World War II to finally solidify the nations economy. Yet, to this day, Americans still grade the initial performance of all new presidents against Franklin D. Roosevelts First Hundred Days. During their first hundred days, all new Presidents of the United States try to harness the carryover energy of a successful campaign by at least starting to implement the main programs and promises coming from the primaries and debates. The So-Called Honeymoon Period During some part of their first hundred days, Congress,  the press, and some of the American people generally allow new presidents a honeymoon period, during which public criticism is held to a minimum. It is during this totally unofficial and typically fleeting grace period that new presidents often try to get bills through Congress that might face more opposition later in the term. The First Thirty-or-so of the First Hundred Days of George W. Bush Following his inauguration on January 20, 2001, President George W. Bush spent the first one-third of his First 100 Days by: Getting himself and his successors  a raise in presidential salary to $400,000 a year as approved by Congress in the closing days of its last session;Reinstating  the Mexico City policy denying US aid to countries that advocate abortion as a method of family planning;Introducing  a $1.6 trillion tax cutting program to Congress;Launching  a Faith-Based Initiative to help local charitable groups;Launching  a New Freedom Initiative to help disabled Americans;Filling out  his Cabinet including the controversial appointment of John Ashcroft as Attorney General;Welcoming a pistol firing visitor to the White House;Launching renewed air strikes against expanding Iraqi air defense systems.Taking  on big labor unions in government contracting; andFinding  out that an FBI agent may have spent years spying for Russia. So, while there were no depression-busting New Deals or industry-saving reforms, the first 30 days of the presidency of George W. Bush was far from uneventful. Of course, history will show that most of the rest of his 8 years in office would be dominated by dealing with the aftermath of the September 11, 2001 terror attack a mere 9 month after his inauguration.

Saturday, February 15, 2020

Executive Leadership Dissertation Example | Topics and Well Written Essays - 4000 words

Executive Leadership - Dissertation Example The researcher is effective at team leadership and his team is performing based on Tuckman’s model. His conflict resolution style is collaborative and his spiritual leadership follows Fry’s causal model characterized as high in calling and membership, and correspondingly high in commitment and productivity. The researcher exhibited transactional leadership. The main goal of this researcher is to rev-up his skills and experiences towards transformational leadership, to facilitate his ultimate target of being a transformational coach. The leadership development plan was formulated in the light of the goals and desired outcomes set by this researcher. Table of Contents 1.0. Executive Summary 1 Table of Contents 2 2.0. Introduction 3 3.0. Reflective Self Assessment 4 3.1. Qualities of Leadership 4 3.2. Leadership Skills 5 3.3. Leadership Traits 11 3.4. Leadership Styles 12 3.5. Leader-led Relations 14 3.6. Organizational Politics and Power 14 3.7. Developing Leadership in O thers 15 3.8. Emotional Intelligence 15 3.9. Team Leadership 16 3.10. Conflict Resolution 18 3.11. Charismatic or Transformational Leadership 19 3.12. Spiritual Leadership 20 4.0. Leadership Development Plan 21 5.0. Bibliography 27 Leadership Style and Qualities Questionnaire (2011), viewed 14 April, 2011, http://www.teamtechnology.co.uk/mmdi/questionnaire/ 28 Mental Muscle Diagram Indicator [MMDI] (2011), Free online report: Christy Lewis, viewed 14 April, 2011, http://www.teamtechnology.co.uk/report/online/ 28 6.0. Appendices 29 6.1. Leadership Style and Qualities Questionnaire and Results 29 6.2. 360-Degree Feedback Comparative Results for 2008 to 2011 30 6.3. Interpretation table for the strength of relationship coefficients 32 6.4. Emotional Intelligence Quotient (EIQ): Snapshot Report Screenshot 33 6.5. Output of Statistical Tests 34 6.6. Leadership Style Questionnaire (Essex, 2011) 40 6.7. Leadership Traits Questionnaire 42 6.8. Team Leadership Questionnaire 43 6.9. Conflict Resolution Questionnaire 47 6.10. Transformational Leadership Questionnaire 50 6.11. Spiritual Leadership Questionnaire 52 6.12. Methodology 54 2.0. Introduction â€Å"Leadership is the art of mobilizing others to want to struggle for shared aspirations† (Kouzes & Posner, as cited in Thomas, 2006 p.158). The aforementioned definition of leadership demonstrates this researcher’s simple and all-encompassing vision as a business leader: â€Å"working with people towards our common targets which define our uncommon zeal to innovate and excel†. Hence, this researcher’s personal mission is to â€Å"hone my skills and expertise in order to mature from being a transformational leader to a transformational coach†. This paper is a self-reflection of how this mission can be animated to sustain the aforestated vision. Accordingly, the succeeding paragraphs shall acquaint the reader on the person behind the vision. This researcher is a strategic leader with ove r 15 years of meaningful experience at the management level. The

Sunday, February 2, 2020

The overriding objectives of a business listed on the London Stock Essay

The overriding objectives of a business listed on the London Stock Exchange - Essay Example One can see the cross check column "Today's Arrangements." In previous the British company's management would propose a dividend about 2 weeks before the AGM and the resultant dividend would publish in the Times. Management that "proposed" the dividend usually approved with the help of vote at the AGM. It is matter to decide that which market is better for trade especially the impact of other market is depend on London Stock Exchange. In market means the instrument. So we can have to know for every up and down in shares or one may has know about the rates of oil markets. For these sense the markets have too much personalities. If one decide to start business of share which has volatile personality, so 500 can be turn into profit or loss very quickly. Another importance part of London Stock Exchange is its strategy. Strategy means that one have to know the tricks to enter and exit from the London Stock Exchange. But there is not any strategy that is a winning strategy. Some people are in that position that they are constant for the "Holy Grail". Most of them hope that this will make them the millions. Most of the highly successful traders who make consistent profits in the markets and all traders in London Stock Exchange have different strategies. So everyone is not successful in t his race of making milliner. There is also possibility of losing all hard earned money of ones life time. If we critically aIf we critically analyze on the London Stock Exchange and its data used init. There is a report published that revealed that the average ratio between highest paid director salary and bonus and average employee pa in the same company grew by 4 per cent between 1994-5 and 1995-6. This takes no account of share option or L-tips which can inflate remuneration considerably. It is the considerable thing for stakeholder model of corporate governance, the comment that the way to build a long term success is depend on investing in long-term relationships with stakeholders based on mutual respect and trust. It is duties of directors that have responsibility to shareholders. It is also the duties of directors' to reflect their obligations to other stakeholder group, including employees, suppliers, customers and shareholders. Director is responsible for taking decision for considering the stakeholder interests. The committees related to London Stock Exchange like Cadbury and the Greenbury put considerable emphasis on the role of non-executive directors (NEDs) in bringing independent judgment to bear the board of company. The NDEs are themselves drawn from very narrow pool many of the chief executives with similar backgrounds and interests. They decided that the nominations should be sought from stakeholder representatives; it can be including trade unions, national federation small business and environmental organizations. In London Stock Exchange listing Rule on confidentiality obligations on mergers. This takeover should be exchange so that it does not conflict with the legal obligation of companies to consult with employee representatives over proposed redundancies. Modern corporate finance has focused on tax, regulation, asymmetric information, and behavioral explanations to illustrate why and how dividend payments affect a firm's value. Whereas theory has produced clear channels by which dividend policy

Friday, January 24, 2020

Character evolution through three scaffold scenes Essay -- essays rese

Nathaniel Hawthorne was born in Salem, Massachusetts in 1804 (net). He attended Bowdoin College with famous writers such as Horatio Bridge and Henry Wadsworth Longfellow (net). In 1850, Hawthorne published The Scarlet Letter (1222). It is considered by many that The Scarlet Letter, â€Å"represents the height of Hawthorne’s literary genius. At this time, Boston was the center of a very Puritan society. Throughout the novel Hawthorne uses many symbols. For example, one prominent symbol is the scaffold. During this period in time, the scaffold was used for public humiliation. Those who had committed either a crime or a sin were forced to stand upon it in front of everybody in the town, as a form of confession or public recognition of one’s sin. In The Scarlet Letter, the scaffold not only represents the act of confessing but it also can be seen as a symbol of the stern, inflexible doctrine of the Puritan faith. The Scarlet Letter is centered on the three scaffold scenes , which unite the work, beginning, middle, and end. Hawthorne uses these scenes to aid in his development of the main characters, Hester Pryne, the Reverend Mr. Dimmsdale, and to a lesser degree, Roger Chillingsworth.   Ã‚  Ã‚  Ã‚  Ã‚  In The Scarlet Letter, Reverend Dimmsdale commits the sin of adultery with Hester Pryne. As a result of this sinful act she bares a child which she names Pearl, the living evidence of their sin. The first scene takes place while Pearl is still an infant. Hester is made to ...

Thursday, January 16, 2020

Situation Evaluation

Maria also states that n her department, she stand alone as the only individual of Latin descent as well as the only individual of color and the only female. And also adds that her mediocre job assessments were culturally bias because her immediate supervisor is a White male just as Alex. Maria also offers that her immediate boss told her that her accent is a cause for concern as it pertains to any potential client of the company. She explained that he was fearful that the clients would not understand her because of her accent.Maria was furious so she lodged an additional complaint against the company for displaying discriminatory practices. Maria's upper management reports that she possesses a fair quality of work, however she frequently exhibits a brash and hostile attitude when dealing with her co-workers and supervisors. She has been reprimanded on a few occasions by her immediate boss for lateness and absences. She astutely combated each reprimand with an excuse of family issues . Maria would always defend that when or if her family is in trouble, she would have to attend to their needs.When the topic of her accent was brought up, it was explained that the accent was a significant factory in obtaining the particular position therefore, no discriminatory raciest were conducted by the organization. Maria habitually spoke very fast, and when she spoke in such a manner, comprehending what she was saying due to her accent was almost impossible. The company declared that the ability to communicate clearly was an essential aspect of the job in question. The purpose of the paper is to discover if there are indications of organizational or personal discrimination or prejudicial attitudes involved in Maria's complaint.Also, if there is any suggestion that Maria was unjustly or unlawfully treated. And if the company has a legal basis to expect Its employees who converse specifically with customers to speak accent free English. This paper also will offer some approache s to take which can proven any such events from transpiring in the future. Prejudice and Discrimination As Maria is the only female of Latin decent in her department, the existence of prejudice and discrimination due to race and gender could be an issue. To substantiate any such claim, prejudice and discrimination has to be defined.Prejudice is an unjustified or incorrect attitude towards an individual based merely on the individual's race, gender, or creed (McLeod, 2008). It may be directed toward a group or an individual of that group. Discrimination is an unfavorable action, behavior, outcome, or treatment directed against and individual or group (McLeod, 2008). The difference between the two is that prejudice is a belief or mindset and discrimination is the manifestation of tall belief or mindset. Prejudice in the case would be very difficult to prove unless a discriminatory act has been committed.Hypothetically speaking, if Maria was called employee X and Alex employee Y and ea ch of their performances and evaluations were examined, employee Y would be considered for the promotion over employee X hands down. Therefore, an investigation would most likely determine that there is no conclusive evidence that shows organizational or personal prejudice or discrimination towards Maria. Moreover, a statement from a possibly disgruntled employee would not be enough to prove unjust or unlawful treatment toward the employee.Unaccented English To totally satisfy Maria's complaint, the question, â€Å"Is the company violating any lawful regulations because it expect its employees who converse specifically with customers to speak accent free English† must be answered. According to Title VII of the Act of 1964, a company can put an individual's accent under scrutiny when the individual's accent directly hinders the individual from performing a specific job (EEOC, 2014). This consideration is contingent upon the explicit responsibilities for the duty to be performe d and the magnitude of the individual's accent influencing the capacity to conduct business.Although Maria has been with the company for 10 years and her accent was not a hindrance to her current position, her accent could cause confusion for the clients if she is in the position in question. Since the company acknowledged that a requirement for the position was to speak fluent English, and according to the National Origin & Employment Policies/ Practices under Title VII of the Civil Rights Act of 1964, the company is within legal rights. The company is under no legal law to promote Maria into the position in question.The company can however promote her into a position with the same prestige as the other and this position will not require her to interact directly with the clients. This will create a win-win situation for everybody. Consequences of Prejudice and Discrimination Although no wrong doing by the company was proven, the mere mention Of discriminatory practices could cause a company to falter. The productivity of the employee in question as well as other employees have the possibility to diminish.This reaction alone may trigger a downward spiral for revenue, which could chase away potential investors who may have been interested in the business. Not to mention, the U. S. Equal Employment Opportunity Commission (EEOC), U. S. Department of Labor, Office of Federal Contract Compliance Programs (OFFICE) and Wage and Hour Division (WAD) will have a scrutinizing eye on every business practice the company may implement (Mayhem, 2014). No organization want to go through anything like this.That is why it is imperative for every member within a company to be well abreast that diversity is very prevalent in almost every organization in today society. Furthermore, under Title VII of the Civil Rights Act of 1964, people who are discriminated against can initiate court proceedings towards a company. And if substantiated, the complainant can recoup money for any dam ages rendered by the company as it relates to discriminatory practices (Scott, 014). This can open the door for others who may have felt discriminated against to file complaints, which could lead to a very messy situation for a thriving organization.Solutions to Prevent Discrimination in the Workplace Education: everyone must be aware of cultural diversity in the workplace, which simply means understanding that people are different and should be treated as such. There is a well-known saying, â€Å"team work makes the dream work,† which means to work well with a person, one must know and trust a person. If equal and fair treatment is not practiced, discrimination will not be reverted it will be just getting started.Confrontation: anyone witnessing any signs of discrimination should openly acknowledge it and â€Å"nip it in the bud,† in essence, stopping it before it gets started. Research has shown that making people aware of a discrepancy between their discriminatory b ehavior and their egalitarian self-concept can lead to self-dissatisfaction and subsequent reductions in discriminatory responding (Divine, Mennonite, Suzerain, and Elliot (as cited in Good, Raisin, and Sanchez, 2012)). Music: as music can sooth the savage beast, it can also sooth the souls of people who possess rejoice and discriminatory attitudes.In fact, Mark Cliches, a psychotherapist in New York City and the author of Healing from Family Rifts offers, â€Å"music can be a salvation and antidote to most psychological challenges: that's why people sing in the shower and while driving the car, or simply listen to music that's inspiring and distracting from emotional upset† (Cliches, 2008). No matter if discrimination or any unfair treatment was found to substantiate Maria's claim, the company in question can and will prosper through the implementations of the aforementioned solution to prevent discrimination in the workplace.Top managers within an organization must play an active role in interacting with the employees as it relate to cultural differences. This will promote cultural harmony and bring an understanding to all that everybody has to Stay mindful Of the other guy. Conclusion In the cultural diverse environment, someone will feel discriminated against for one reason or another. Fifth truth is told, it may be next to impossible to please everybody all the time. This could lead to alienation, frustration, separation, and termination. Unfortunately, prejudice and discriminatory thoughts as well as actions of such do exist in the workplace.Organizations can and will go tumbling down which could cause a lot of innocent people some unnecessary hardship. It could be a horrible feeling to think a person cannot advance because someone may not like them just because they are different. Nothing good can come from a company that overlooks prejudice and discriminatory behavior exhibited by the members within that company. Let us stamp out this ugly form a degradation before it ever gets started. It is going to take education, confrontation, and annihilation through music to rid or prevent this unspeakable form of injustice which is known as workplace coordination.

Wednesday, January 8, 2020

Comparison Of Jacques Cartier Vs. Samuel De Champlain

Jacques Cartier VS Samuel De Champlain Jacques Cartier was a determined,intelligent, and patient explorer of France who was born on December 1, 1491. Cartier was best known for being the first European to describe and map the Gulf of Saint Lawrence and the shores of the Saint Lawrence River. He proudly named his rightful discoveries, â€Å"The country of Canadas.† Samuel De Champlain was a whole hearted, strong, intelligent, patriotic french navigator. Born August 13, 1574. Champlain founded New France and Quebec City on July 3, 1608, many referred to Champlain as, â€Å"The father of New France.† The pondering question that must be answered is; who is the better explorer, and more importantly who was the better leader? Leadership: To lead the way†¦show more content†¦On the contrary, Cartier was determined and believe in himself that he could make it through this journey without dieing and hoping to find a new path too gold and spices. Although in the end Cartier did not find a new path too gold an d spices, he sailed many new parts of north america like Gaspà ¨ in which he met an Iroquois chief and made many valuable trades with this chief. Cartier also raised a 9 foot cross in the honor of his king while he was in Gaspà ¨. These two pieces of evidence prove that Cartier was a determined explorer. In the end of his magnificent years of sailing Cartier was a very determined explorer who knew he could get anything done. Cartier was a intelligent leader which led him too successful journeys and explorations, he had to make many tough decisions like how many people should be on his crew, but lucky he was an intelligent person a made these decisions correctly. Cartier showed intelligence because on each voyage he went on he increasingly brought more crewmen. This proves that Cartier was intelligent, because by Cartier’s third voyage he managed to get a crew of 5 ships which was a total of approximately 120-130 men. Gathering this many crewmen who were pretty much risking their lives to be on this voyage, was a very hard task. When Cartier was gathering his crew, he was intelligent in trying to recruit people that he new would come on his voyage.