The Greater Good Essay Example | Topics and Well Written Essays - 750 words

The Greater Good - Essay Example Leaders have the greatest responsibility to ensure that the whole society benefits from their leadership more than they benefit themselves. A good leader is the one who believes that leadership is an individual decision and sacrifice to dedicate their time, as well as their energy to bring benefits not to themselves, but to the needs of other people. The greatest problems in the society have been overcome by leaders who have been able to cause a greater good (Burnes, 2012). In doing this, they have been able to bring the society together to share in a common commitment, that is of good to every one. Leaders can achieve a greater good, by ensuring that they always put the needs of their followers first before their own needs. This means that even sometimes sacrificing their ambitions for the sake of the society. To foster greater good, the leaders in any society have to practice ethical leadership. This is where the leaders are mindful of others rights and dignity. Since leaders have social power at their disposal, they always have to ensure that they use this power to make decisions that are beneficial to their followers (Hauser, 2012). Such leaders usually have high level of integrity. Such leaders are always aware that their decisions have great impact to other people, they always ensure that their decision serve the greater good instead of their individual good. In doing this, the leaders ensure that they influence their followers positively by ensuring that their behaviors, as well as characteristics are an encouragement to their admirers. Their followers copy the good behaviors of their leaders, something which have positive effect on the whole society. Leaders can also foster greater good by ensuring that they are servant leaders. This can be achieved by the leaders ensuring that they listen to the views of those that they lead, as well as being sincerer with them. This makes the people under them to freely share their ideas as

Undesirable Behavior in Children Essay Example | Topics and Well Written Essays - 750 words

Undesirable Behavior in Children - Essay Example Undesirable Behavior in Children Data provide evidence that aggression in preschool children is more common and stable. Friends can create change in aggression more swiftly in comparison to teachers and parents; however, the same cannot be said for all peers in the class. Some mechanisms are more effective than others in furthering a change in aggression state while half of the participants feel that a child can bring changes in another child's dislike. Additionally, researchers also found that chasing or running could play a bigger role in creating conforming behavior. Article: Increasing the Teacher Rate of Behaviour Specific Praise and its Effect on a Child with Aggressive Behaviour Problems Moffat (2011) investigated effectiveness of behavior specific praise (BSP) by teacher to improve the children behavior. Numerous studies suggest that behavior specific praise (BSP) by teacher is helpful in reducing antisocial behavior of the students. Participants were Tich – a kid of age 3 year and 9 month, and a teac her named Mona. Mona involved in this specific experiment possessed more than 20 years of experience as a teacher with students in the early childhood. Data were collected through observation methods. Mona and Tich were observed for 3 weeks to understand how Tich responded to the statements of Mona. Mona would reprimand Tich for any unacceptable behaviors but would never praise Tich for any pro-social behaviors. Mona was given proper lessons of BSP statements and informed when she failed to make BSP statement for Tich. The findings reveal that as the frequency of BSP goes up the rate of reprimands decrease. By week three, there are considerable changes in the teacher-student relationship. The relationship acquires a positive tone. At the end of third week, Mona and Tich both get a better understanding for each other. The researcher concludes that the higher the frequency of BSP statements, the higher the incidents of pro-social behaviors and the lesser the frequency of antisocial be haviors. Article: Media Exposure, Aggression and Prosocial Behavior during Early Childhood Ostrov et al. (2006) investigated the role of media exposure on preschool children. In the two-year longitudinal study, 78 preschool children and head teachers participated. The study also involved parental reports of media exposure in reference to physical aggression for boys and relational aggression for girls. The data from parents were collected through a questionnaire that gave feedback on their children's favorite shows, movies or videos. Data on children behavior in class room were collected through observation facilitated by videotapes. Data reveals that media exposure leads to physical and relational aggression during early childhood. Parental monitoring of media exposure in home leads to future and concurrent effects on children's social behavior with their peers. Exposure to educational media does not necessarily generate positive or pro-social behaviors. Also, too much media exposu re, in general, can create negative consequences for children in their relationship with peers. Researchers also found the relation between educational media exposure (EME) and violent media exposure (VME) regarding aggression and pro-social behavior of the children in their early childhood. Article: The Friendship Features of Preschool Children: Links with Prosocial Behavior and Aggression Sebanc (2003) investigated features of young children's friendship and also if these features had any association with aggressive and

The Kinship Of The Sans Culture Sociology Essay

The Kinship Of The Sans Culture Sociology Essay To start off, the San culture is the kind of people that share food with the other families in their culture, the women, and the men work their butts off going out everyday hunting or even planting and growing crops like: berries, nuts, and fruits the women do most of the work. All the men do is go out and hunt for meat and all that adds up to 20% of the work and the other 80% belongs to the hard work the women put in to taking care of their culture. Another thing that I want to say about the San culture is, the San culture is known as (Bushmen) of the Kalahari Desert, and they Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades have lived in that region for thousands of years. There are a couple of more things I want to talk to you about this San culture is, after they get all of their work done the rest of the time is spent in leisurely pursuits: visiting, playing, sleeping, and just enjoying each others company. Not only do families pool the days production, but the entire camp, residents and visitors alike, shares equally in the total quantity of food available. The evening meal of any one family is made up of portions of food from each of the other families in the band. Foodstuffs are distributed raw or are prepared by the collectors and then distributed. The three examples of how the kinship system of the San culture impacts the way this culture behaves is: Generalized Reciprocity, Negative Reciprocity, Balanced Reciprocity and first the Generalized Reciprocity impacts the way they behave is, a form of exchange in which there is no expectation for the immediate return of an item in exchange for something else; in the long Kinship of the San Tribe Kinship of the San Tribe Kinship of the San Tribe The San tribe of South Africa has an amazing story. Their way of life and the ability to survive in the desert speaks volumes to their kinship system. They are a people that have built their entire life on the ability to survive on what the land provides and the families they create. The following summary of the San will comprise of who the San are and the ties that bind them together. How does an indigenous tribe with limited resources live in the desert? The San, or also known as the Bushmen, are a small yet mobile foraging band that resides in the Kalahari Desert in South Africa (NowakLaird, 2010, p. 3.1). As foragers the San hunt for their food, whether it is berries, nuts, or meat. The women of the San spend their time taking care of their children and searching for food. The men of the San spend their time hunting either individually or in groups. Because the San is a Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades foraging band this means they are required to move from place to place in order to find food when resources become scarce. However, they arent always hunting for food. The San find it very important to take time out of their day to spend visiting with family and friends. Family is very important to the San as will be described later in this summary. In addition to family, water is just as important as family. Because of the desert environment in which they live, it requires them to be aware of their resources and call upon other San tribes if assistance is needed. When resources are scarce, thats where the Sans kinship structure comes in to play. The Sans kinship system is structured is considered bilateral. Nowak and Laird (2010) describe bilateral descent as the kinship connections through both the mother and the father are equally important (p. 3.7). In the United States, a bilateral descent system exists. Individuals are related to both parents equally. Foragers, San Tribe The San Tribe When compared to our society, the San people have similar value systems. The San are the oldest inhabitants of Southern Africa, where they have lived for thousands of years. The term San is commonly used to refer to a diverse group of hunter-gatherers living in Southern Africa who share historical and linguistic connections. Some foragers have lived in their present location for thousands of years, such as the San in southwest Africa (Nowak and Laird, 2010, p. 3.2). The San were also referred to as Bushmen, but this term has since been abandoned as it is considered derogatory. Here are three examples of how the San are like many American societies. Like many American families, the San people have no true leader. Leadership among the San is kept for those who have lived within that group for a long time, who have achieved a respectable age, and Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades good character. In many American families this is also true. The eldest person is treated with the most respect and families often try to discuss their problems together in order to keep peace in the family. The San also believe there is one powerful God. In our circles this belief is also true. They also respect the dead; we pay our respects to the dead as well by the various small things we do. We pull our vehicles over during a funeral procession, we do not walk on anyones grave, we lower flags for dead dignitaries, and we have large lists of things that we consider respect for the dead. Lastly, the San have religious aspirations. We also share this trait. There have a person they hold in high regards as we would a priest of preacher. They call their holy man a Shaman or medicine man. The San are big on having strong family ties and bonds. Lets look at how the family is thought to work or structure itself. Most foraging societies consist of a nuclear family setting. When looking how a The San Tribe The San Tribe One of the best-known hunting and gathering communities in the modern world are the San (Bushmen) of the Kalahari Desert. The San have been living in this region for thousands of years. Their diets are composed primarily of nuts, fruit, melons, and berries gathered by the women. The women are the primary gatherers and are responsible for contributing nearly 80 percent of the San diet. Men, the hunters, provide the remaining 20 percent of the diet in the form of meat. Even though they live in one of the most marginal environments in the world, the San search for food only two or three days a week. Women can collect enough food in one day to feed their families for a full week, while men hunt two or three days a week. The rest of the time is spent in leisurely pursuits: visiting, playing, sleeping, and just enjoying each others company. (Lee, Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades 1979) The San use Generalized Reciprocity, sharing what they have with other people in their band. Each San is not an island unto himself or herself, each is part of a collective. The group pools the resources that are brought into the camp so that everyone receives an equitable share. They do not do this out of nobility of soul or because they are made of better stuff than we are, they do it because it works for them and it enhances their survival. Without this core of sharing, life for the San would be harder and infinitely less pleasant. The San have rights to waterholes, and if others need to use them, they must obtain permission from the group holding the rights. Among the San, the owner of a hunted animal is not the hunter who killed the animal but rather the owner of the arrow or spear. The San migrate based on water availability and their shelters are built quickly, typically in one day, and are made from materials found locally and available to anyone. Amon g the San, the oldest woman in a San Tribe San Tribe San Tribe The San tribe of South Africa has an astonishing story. Their way of life and the aptitude to survive in the desert endowers wonders to their kinship system. They are a people that have built their entire life on the ability to live on what the land provides and the families they design. The following synopsis of the San will include who the San are and the ties that bind them together. How does a native tribe with scarce resources live in the desert? The San, or also known as the Bushmen, are a small yet mobile foraging band that resides in the Kalahari Desert in South Africa (Nowak Laird, 2010, p. 3.1). As foragers the San search for their food, whether it is berries, nuts, or meat. The women of the San devote their time taking care of their children and exploring for food. The men of the San devote their time hunting either individually or in groups. Because the San is a foraging band Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades this means that its necessary for them to move from place to place in order to find food when sources become limited. However, they are not continuously hunting for food. The San find it very significant to take time out of their day to spend visiting with family and friends. Kinfolk are very important to the San as will be described later in this synopsis. In addition to family, water is just as significant as family. Because of the desert environment in which they live, it makes them to be aware of their resources and call upon other San tribes if help is needed. When resources are scarce, thats where the Sans kinship binding comes to the surface. The Sans kinship system is considered bilateral. Nowak and Laird (2010) describe bilateral descent as the kinship connections through both the mother and the father are equally important (p. 3.7). In the United States, a bilateral descent system do exists. Individuals are related to both parents alike. Foragers, like the San, Kinship System of the San People Kinship of the San Bushmen The San or Bushmen people as they are sometimes called are a foraging group. Most foraging societies consist of a nuclear family setting. When looking how a family is laid out you must pay attention to descent. Descent is the passage of kinship though the parent-child links and the joining of the people into groups. There are two patterns for identifying descent: unilateral and bilateral. When looking at unilateral descent the relationships are followed through the mother and the father. The descent within the bilateral relationship is just as important. Most of all the foraging bands have bilateral descent. A San tribe member can find a blood relative in every tribe that he/she visits. This type of kinship is important if the family is low on resources, they can relocate, find family, and survive until they are once again able to thrive on their own. Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades To have a family member in every band that you travel to, a marriage has had to occur. Marriage between the men and women between the bands helps strengthen the social links. Once again these types of family ties are a survival tool for the bands desolate times. When a man is to consider marriage in the San tribe he must first make sure that the woman he is considering to marry does not have the same name as a parent or sibling. Marrying of a second cousin or closer is also prohibited. By doing this the tribe insures that there is no incest helping create future generations of children that can marry without the high chance of incest. With these rules in place it limits the number of women that can be married though out the region. Women would gather, and men hunted using poison arrows and spears in laborious days-long excursions. Children had no duties besides to play, and leisure was very important to the Bushmen. They spent large amounts of time with conversation , joking around, music, and sacred dances. The San Kinship System KINSHIP OF THE SAN PEOPLE 1 KINSHIP OF THE SAN PEOPLE 2 KINSHIP OF THE SAN PEOPLE The San people are indigenous cultures that are referred to as the Bushmen they live and have lived in the deserts of the Kalahari for many thousands of years. The San people are foraging band of families that gather and hunt for their livelihood traditionally women are responsible for eighty percent of the food gathering which consists of nuts, fruits, melons and berries while the men are responsible for twenty percent of the meat Nowak, B. Laird, P (2010). The family structure of the San people is one of kinship in which could include many family member such as uncles, aunts, cousins, brothers, sisters, maternal, paternal grandparent and their parents. It is a band of families that work together as a group Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades to provide food for all family members if another person killed a big animal they will share it with another family who wasnt as fortunate in hunting that day this is their way of life. This kinship reinforces the importance of family and keeps them close thus providing safety and comfort for all involved. The numbers of the San people can include over 30 members in their group or village; families can live in other parts of neighboring camps are usually interconnected by kinship and marriage: a brother and sister can live with spouses in one camp and in troubled times when food and their basic necessities are scare they have the option to move to another camp and live with their in-laws this type of family connections is referred to as a bilateral kinship. In bilateral kinship one cannot marry another family member who consists of second cousins or even people whom share the same name as her or his parents. KINSHIP OF THE SAN PEOPLE 3 The kinship of the family is very important to them the children The Sans Kinship System The Sans 1 The San 2 The San Kinship System The San are foragers who reside in the Kalahari Desert in Africa. The San people have survived and flourished here for thousands of years. In a foraging culture the people live in mobile groups called Bands (Nowak Laird, 2010). Typically, they move every few weeks to location were food and water is thriving. In foraging cultures continuous movement and the sharing of food and water are part of what builds kinship ties. These kinship ties build a greater sense of obligation to each other (Nowak Laird, 2010). I will explore a general reciprocal kinship system between the San people. I will provide three examples of this kinship system to display how it affects the San culture. General Reciprocal Exchange The San people live in a reciprocal economic system. This is defined as a mutual exchange Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades of goods and services which occurs between members of a kinship group (Nowak Laird, 2010). To be more specific the San people live in a generalized reciprocity. A generalized reciprocity is a form of exchange where there are no expectations for an immediate return of an item in exchange for something else (Nowak Laird, 2010). Sharing of Food and Water One example of generalized reciprocal culture lived by the San is their sharing and pooling together of food gathered for the day with all members of the Band. This sharing helps to ensure the survival of the camp. For example, a hunters family will not go hungry if he is unable to make a kill. Another hunter who was successful will provide equal shares of his kill with all members of the camp. This generalized reciprocity is The San 3 based on family and kin relationships (Nowak Laird, 2010). Typically, the neighbor they are sharing with is a parent, parent-in-law, or sibling. When thinking about how the San people The San Kinship System Introduction The San are foragers who reside in the Kalahari Desert in Africa. The San people have survived and flourished here for thousands of years. In a foraging culture the people live in mobile groups called Bands (Nowak Laird, 2010). Typically, they move every few weeks to location were food and water is thriving. In foraging cultures continuous move Sin Kinship System ment and the sharing of food and water are part of what builds kinship ties. These kinship ties build a greater sense of obligation to each other (Nowak Laird, 2010). I will explore a general reciprocal kinship system between the San people. I will provide three examples of this kinship system to display how it affects the San culture. General Reciprocal Exchange The San people live in a reciprocal economic system. This is defined as a mutual ex change of goods and services which occurs between Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades members of a kinship group (Nowak Laird, 2010). To be more specific the San people live in a generalized reciprocity. A generalized reciprocity is a form of exchange where there are no expectations for an immediate return of an item in exchange for something else (Nowak Laird, 2010). Sharing of Food and Water One example of generalized reciprocal culture lived by the San is their sharing and pooling together of food gathered for the day with all members of the Band. This sharing helps to ensure the survival of the camp. For example, a hunters family will not go hungry if he is unable to make a kill. Another hunter who was successful will provide equal shares of his kill with all members of the camp. This generalized reciprocity is based on family and kin relationships (Nowak Laird, 2010). Typically, the neighbor they are sharing with is a parent, parent-in-law, or sibling. Environment When thinking about how the San people The men and the women work together to make their Kinship System Cultural Thinking Paper: Kinship Organization Kinship remains at the core of social relations, but marriage customs and other kin-related rules change to deal with new relationships in terms of property, denser population, and conflict. People are related to each other as sharing a common ancestor or as in-laws. The way people are related, determines how they behave towards each other. In general there are two basic patterns for calculating descents: unilineal and bilateral. San kinship system is based on bilateral descent. In bilateral descents, the kinship connections through both the mother and the father are equally important. Because of this kinship relationship, a San will find a relative in every band he or she visits. If a family is facing shortage where they live, the can go to another bands territory and find kin, a place to stay, and access to water. San society Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades is groups of people whom love each others company. San live in the most marginal environments in the world. Hunters and gathers such as the San, who live in the desert, migrate based on water availability. San have many hours of free time for leisure activities, including socializing with their kin and friends. San is a very generous society; evening meals are shared among all families. Generosity maintains kin and social relationships while providing a safety net. Each San does not have an island unto him or herself, each is part of a collective. Because the San is apart of a band and are very generous you would think they share with no problem, in fact the often gripe about sharing. Without the core of sharing, life for the San would be harder and infinitely less pleasant. The way our cultures kinship system works is based on the way one is raised. One may have been raise to only give to you relatives and friends if the were to receive something back, on the other hand, one may have been raised Kinship System of the San People Kinship of the San Bushmen The San or Bushmen people as they are sometimes called are a foraging group. Most foraging societies consist of a nuclear family setting. When looking how a family is laid out you must pay attention to descent. Descent is the passage of kinship though the parent-child links and the joining of the people into groups. There are two patterns for identifying descent: unilateral and bilateral. When looking at unilateral descent the relationships are followed through the mother and the father. The descent within the bilateral relationship is just as important. Most of all the foraging bands have bilateral descent. A San tribe member can find a blood relative in every tribe that he/she visits. This type of kinship is important if the family is low on resources, they can relocate, find family, and survive until they are once again able to thrive on their own. Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades To have a family member in every band that you travel to, a marriage has had to occur. Marriage between the men and women between the bands helps strengthen the social links. Once again these types of family ties are a survival tool for the bands desolate times. When a man is to consider marriage in the San tribe he must first make sure that the woman he is considering to marry does not have the same name as a parent or sibling. Marrying of a second cousin or closer is also prohibited. By doing this the tribe insures that there is no incest helping create future generations of children that can marry without the high chance of incest. With these rules in place it limits the number of women that can be married though out the region. Women would gather, and men hunted using poison arrows and spears in laborious days-long excursions. Children had no duties besides to play, and leisure was very important to the Bushmen. They spent large amounts of time with conversation , joking around, music, and sacred dances. Impact of the Kinship System on San Culture Impact of the Kinship System on San Culture ANT 101: Introduction to Cultural Anthropology August 21, 2011 Impact of the Kinship System on San Culture In this paper I will describe the kinship system of the San (Bushmen) and how it impacts their lives. First I will give a brief description of their culture. Then I will provide three examples of how the kinship system impacts the way the culture behaves. Following each of these examples I will discuss how this aspect of the kinship system compares with American society and also how it may impact behaviors in my life. Finally I will summarize the papers key points. Let us begin by learning a little about the San. The San live in the Kalahari Desert of South Africa which is one of the most inhospitable regions of the world. They survive on hunting wild game and also gathering roots and tubers. They are considered to be one of the oldest cultures in the world. The culture is expected to be over a Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades hundred thousand years old. Only until the last two thousand years have the San began living in the inhospitable desert. They have gradually been pushed here by modernization and farmers that have taken their old, more fertile lands (Tishkoff, 2009). I will now provide some examples of their kinship system and how it relates to Americans today. Generalized reciprocity plays a huge role in the San Culture. They do a very good job of making sure that everyone in the camp has equal amounts of food. This includes both family and visitors alike. The evening meal of any one family is made up of portions of food from each of the other families in the band. Food can be distributed either raw or will be prepared by whoever has collected the food and then it will be distributed. There is a constant flow of nuts, berries, roots and melons from one family to another. This will continue until everyone has an equal amount of food (Nowak Laird, 2010). This continuous movement of goods between families Kinship of the San Throughout the southern land of Africa live the native Bushmen also known as the San. According to the National Geographic video on The Bushmen, the San are recognized as one of the oldest cultural societies that still remain active. One of the strongest qualities epitomized by the society is their cohesive support system they operate in order to survive on a daily basis. As indicated by our text, the San are a foraging culture, meaning they generate only enough food and resources to consume for a day or two; lessening the amount of surplus and need for storage. The San believe in maintaining strong unions within their nuclear families and often joining with related nuclear families to assemble their bands. These bands look to each other for support within their community while harvesting, gathering, and operating daily duties within the community. Since the San are considered a band society, they are habitually on the move in search of new grounds to cultivate and develop. But regar dless of where Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades they move and who joins them, the San continue to stay linked with family that is near or far. Since the San believe in strong bonds with related kin, the choices made in their communities are decisions made as a group. Their preference for leaders comes from within their kinships. The San delegate a leader from inside their band as their informal headman or woman. San people look to their own people to find that one person who can help lead them in times of decision-making. San kinships look to elderly members to be their leaders. They use their age as a sign of experience and knowledge. There is no formal or political organization of leadership, but instead they choose a member who is well respected, has lots of charisma, and has been experienced through age. Since both genders are equally respected within their culture for their contributions, the headman or woman can be a male or female. This leader is the person they look to when in search of new territory or I Chose the San In this paper I have chosen to write about the San. I will be telling you about many different things that I have read in this the beginning of our studies in anthropology. I will cover kinship as it relates to the San tribe, and how it impacts their lives. I will make a comparison in how current day culture and kinship differs from theirs also how kinship today impacts our daily living. Residing in South West Africa the San are foragers. The San are considered to be one of the best-known hunting and gathering communities in the modern world (Nowak Laird, 2010); they are also known as the San (Bushmen) of the Kalahari Desert (Nowak Laird, 2010). The San are a foraging band of families, they live off of what they can either hunt or gather from their surroundings this is part of the reason that they move every so often as not to put a strain on the environment also to be Is this essay helpful? Upgrade your account to read more and access more than 650,000 just like it! get better grades able to provide for them self. women are responsible for eighty percent of the food gathering which consists of nuts, fruits, melons and berries while the men are responsible for twenty percent of the meat (Nowak Laird, 2010). The type of kinship that the San follow starts as nuclear and can go as far as the extended family. This seems to make the idea of general reciprocal exchange easier to deal with. The San live in an economic system of general reciprocal exchange. In the text generalized reciprocity is defined as a form of exchange where there are no expectations for an immediate return of an item in exchange for something else (Nowak Laird, 2010). The members of the San would hunt and gather food and share the wealth with everyone in the band, making sure that everyone can eat even if they were unable to contribute, Sharing of this kind helps strengthen ties.

Amy Tans The Joy Luck Club Essay -- Essays Papers

Joy Luck Club The Joy Luck Club, by Amy Tan, is a powerful portrayal of four Chinese women and the lives of their children in America. The book discusses the conflicting cultures between the United States and China, and how men treat women throughout their lives. People living in the United States usually take for granted their roles as a male or female. The culture of each country shapes the treatment one receives based on the sex of the individual. There are obvious differences within the different cultures. These differences show themselves in the work force, the distinct tasks performed in the home, and the privileges one receives in society. In the work force, the women of America hold many positions of importance. They are usually treated as equals with men and there are few jobs from which they are excluded. In China, women are expected to stay at home and are not permitted to be in a work force that is held exclusively for men. The women of America receive fair wages and have earned the right to work with men. In China, women are assigned the role of housewives and must stay at home to clean the house and raise the children. Women in America receive educations that will prepare them for the high paying jobs of a professional. The women in China are known for taking orders from their husbands. Another feature that is found to be different in China from America is the different roles women take in the home. The author explains that a Chinese woman is expecte...

The Network Operating System For Habibi’s Restaurant

Log-on securities are delicate in protecting the computer network. As a restaurant that uses computers to enhance faster communication in a more efficient and less time consuming way must be aware of certain software updates to ensure the safety of the computer services. Defined in Wikipedia (2007), the system must be using the software NOS or network operating system hence this controls networking, the messages that comes like traffic and queues when many users are using the network. The software does not only aid in the quick access but it also does some administrative functions and has an especial function when it comes to security. Compared to the available softwares like OS's or Windows XP, NOS run to enhance the optimum network performance and the software is commonly used in local area networks or to a wide area networks but is also applicable to a broader array of networks. NOS are based in the 5 layers of OSI reference model. The restaurant could use the latest available NOS like Novell Netware, Windows NT and 2000, Sun Solaris and IBM OS/2 to achieve the best performance in the administrative level. Many important programs are protected by NOS like it could provide back-up for processors, protocols, automatic hardware detection and support multi-processing, security measures like authentication, authorization, logon restrictions and access control. Other featured programs are the name and directories, back-up and replication services, internetworking or routing and WAN ports. With the use of these remote access systems the administration could log on and log off efficiently. The NOS also aids in auditing, graphic interfaces, clustering, tolerance to fault and high availability system. In using the Windows Server 2003 the Active Directory compatibility could be enhanced. There is also better deployment support when it comes to the transition like for example from Windows NT 4.0 to Windows Server 2003 and Windows XP Professional. The security services are answered by changes in the IIS web server. It is rewritten for the enhancement of security. While the Distributed File System have many functions including the maintenance of multiple hosting of DFS single server , terminal server , active directory , print server , and other programs or services. There are new versions of Windows Server that can be used via the Remote Desktop Protocol for terminal services. This program can have a multiple functions as well as in remote graphical logins for fast performances from the distant server. The IIS as it is used in Windows Server 2003 increases the default security system because of the built in firewall that can break defaults.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In March 2005 new improvements and updates were incorporated to Windows Server 2003 like the Windows XP containing users like Service Pack 2. The following programs are the updates for Windows Server 2003. (1) There are Security Configuration Wizard that can enhance the administrator's research in making changes and security policies. (2) Another program is Hot Patching that allows DLL, the driver and non-kernel patches for a non reboot function. (3) The IIS 6.0 Metabase Auditing is responsible in tracking or editing of metabases. (4) The Windows XP Service Pack 2 could be effectively converted to Windows Server 2003 by using the Windows Firewall system. With package like the Security Configuration Wizard that can be used by the administrators for more manageable incoming open ports and hence it can be detected automatically because the default roles could be selected. (5) For the support of IPv6, Wireless Provisioning Services is used. This also builds new defenses against SYN flood TCP assault. (6) Default modes can be turn on when a Service Pack 1 server is booted after its installation, and is made possible by Post-Setup Security Updates , hence it configures the firewall to barricade all incoming connections, and able in directing the user for updates installation. (7) Buffering could be prevented if (DEP) or Data Execution Prevention has to be used. The No Execute (NX) does not allow overflow especially in cases that there is an attack by Windows Server vectors. The Windows Server 2003 R2 is the newest update with installable features for Windows Server 2003 that includes SP1. The software has many systems of function like (1) Branch Office Server that is very capable in centralization of tools in the administrator like the files and printers, enhancement of Distributed File System (DFS), the WAN data replication responsible for Remote Differential Compression. (2) The Identity and Access Management for Extranet Single Sign-On and identity federation, centralization of administration in extranet application access, automated disabling of extranet access in consideration to the Active Directory account information, the user access logging and cross-platform web Single Sign-On and or password synchronization with the use of Network Information Service (NIS). (3) Storage Management for the File Server Resource Manager that can have a storage utilization reporting function, enhancement of quota management, the file screening limits files types are allowed and the storage Manager for Storage Area Networks (SAN) for the function of storage array configuration. (4) The Server Virtualization serves in the 4 virtual instances. (5) The SDK for UNIX utilities that gives a full Unix development environment examples are Base Utilities, SVR-5 Utilities, Base SDK, GNU SDK, GNU Utilities, Perl 5, Visual Studio Debugger Add-in. The Windows Server 2003 contains Datacenter edition which allows an 8-node clustering that could help lessen fault tolerance. By means of clustering, the fault tolerance of server installations is boosted and is accessible. The clustering also supports the file storage that is connected to Storage Area Network (SAN). This could run in Windows and also to non-Windows Operating systems as it can be connected to other computers. To block data's or redundancy and to achieve fault tolerance, the Windows Storage Server 2003 uses the RAID arrrays for these functions. A Storage Area Network is available in Windows Storage Server 2003 where the data's are transferred then stored in bigger chunks and not by files. Therefore the data's transferred are more granular, because of that there is a higher performance in database and transaction processing, while it permits NAS devices to get connected in SAN. The Windows Storage Server 2003 R2 has a Single Instance Storage (SIS) contained in the file server to optimize high perfromance. The (SIS) can transfer or scan files in volumes moving it to the common SIS store, thereby reducing the storage bulk by 70%. As stated by Couch (2004) installation of data protection systems like the uninterruptible power supplies (UPS), redundant array of independent disks (RAID), and tape backup systems that are provided by Windows Home Server will aid in the maintenance of the network. References Wikipedia, 2007. Windows Server 2003. Retrieved on May 10, 2007. http://en.wikipedia.org/wiki/Windows_Server_2003_R2 Wikipedia, 2007. Network operating system. Retrieved on May 10, 2007. http://en.wikipedia.org/wiki/Network_operating_system  Ã‚   Couch, A. 2004. Network Design System Administration. Retrieved on May 11, 2007.http://www.cs.tufts.edu/comp/150NET/notes/intro.php1

Characterisation in the Castaway Essay

Tagore’s The Castaway basically pivots around Kiran, Sharat’s wife, and Nilkanta, the shipwrecked orphan who formerly was a young actor too. Although Satish, Sharat’s younger brother, entered into the scenario later it was he who brought the twist in the course of the story. Despite the number of main characters in the story being four, they were sharp in contrast. The attitude and demeanour of both Sharat and Satish were quite harsh towards Nilkanta who, on the other hand, was pampered by Kiran. Kiran was the cynosure of all eyes of her family members. She was a jovial, amiable, caring and sensitive lady. The loneliness of the riverside villa at Chandernagore where she had come to recover from an illness was haunting her and she was eagerly looking for some sort of companionship. The solitude of the place was stifling the cheerful, joyous nature of Kiran and this shows a kind of conflict. Fortunately for her this conflict got resolved as Nilkanta, the shipwrecke d came into her life and she not only looked after him with utmost care but also spoiled him with profound affection and sympathy. Besides giving him sufficient food to eat and dress to wear, she also gives him freedom to come to her room. Moreover, she also had a great liking for Nilkanta’s recitation and singing. In addition to that the tragic account of his former days with the theatrical troupe made her even more caring and protective about him. She started enjoying his company. But the arrival of Satish drifted her attention away from Nilkanta and gradually he (Nilkanta) started feeling isolated and ignored and this is what unknowingly hurt him, bruised his tender mind. The biggest inner conflict that Kiran felt was at the juncture of time when she discovered the theft of the ink stand, done by Nilkanta. She was shell shocked. Her affection for Nilkanta was conflicted with the discovery of the act of stealing. The more affection Kiran showered upon Nilkanta the more he began to be disliked by Sharat though he was afraid to say anything to his wife. There is no denying of the fact that Nilkanta went w ayward and became insolent to some extent. He started taking too much of liberty by smoking Sharat’s hookah, by using his silk umbrella and he even went on to bring a mongrel which spoilt Sharat’s spotless bed with its dirty paws. To add to this Nilkanta became the leader of the local truant lads who used to pluck mangoes from the trees of the neighbours even before they were ripe. Sharat often punished him for all his mischief by boxing his ears. He was annoyed at Nilkanta and did not  know how to handle him without causing anger to his wife. Despite his annoyance at Nilkanta, Sharat could not take any stern step against him because his wife shielded and pampered the insolence and disobedience of Nilkanta. Things began to change completely as Satish, the younger brother of Sharat, arrived. Kiran had a friendly relationship with her brother-in-law Satish. She shifted her attention from Nilkanta to Satish and this created a sense of insecurity, unhappiness in the adolescent mind of Nilkanta who, consequently, began to feel jealous of Satish. The indifference of Kiran towards Nilkanta made him feel that the cocoon of the caring family was no more with him. From the very outset Satish was against Nilkanta whom he considered to be an intruder. When Nilkanta broke out in tears listening to the news of their imminent departure from that villa Satish non-chalantly said that much like an opportunist he was weeping to soften the mind of Kiran. Nilkanta before the entry of Satish was a completely different fellow than Nilkanta after his entry. The energetic, agile, spirited self of the boy was replaced by a morose, insecured one who took Satish as his biggest enemy. Not being able to torment Satish directly he let out his anger and hatred surreptitiously by stealing a beautiful ink stand. He did it in a moment of frenzy without realizing the outcome of it. His possessiveness towards Kiran was the reason behind his act of theft. Although Nilkanta was saved by Kiran from the ignominy of being found out as the thief, it was she who eventually discovered the ink stand in his box. The situation became even more poignant as Nilkanta watched her discovering the ink stand in his box. This moment brought the biggest conflict in the mind of Nilkanta. He neither realized that she had actually opened his box to give him the parting gifts nor was ready to accept the stigma of being a thief cast upon him by his own Kiran. Thus being mentally shattered he left Chandernagore forever with heavy heart without giving anyone any clue about hi s sudden and mysterious departure.

The Quest for the Source of the Nile

The Quest for the Source of the Nile In the mid-nineteenth century, European explorers and geographers were obsessed with the question: where does the Nile River begin? Many considered it to be the greatest geographic mystery of their day, and those who sought it became household names. Their actions and the debates that surrounded them intensified public interest in Africa and contributed to the colonization of the continent. The Nile River The Nile River itself is easy to trace. It runs northward from the city of Khartoum in Sudan through Egypt and drains into the Mediterranean. It is created, though, from the confluence of two other rivers, The White Nile and the Blue Nile. By the early nineteenth century, European explorers had shown that the Blue Nile, which supplies much of the water for the Nile, was a shorter river, arising only in neighboring Ethiopia. From then forward, they fixed their attention on the mysterious White Nile, which arose much further south on the Continent. A Nineteenth-Century Obsession By the mid-nineteenth century, Europeans had become obsessed with finding the source of the Nile. In 1857, Richard Burton and John Hannington Speke, who already disliked each other, set out from the east coast to find the much-rumored source of the White Nile. After several months of acrimonious travel, they discovered Lake Tanganyika, though reportedly it was their headman, a former slave known as Sidi Mubarak Bombay, who first spotted the lake (Bombay was essential to the success of the trip in many ways and went on to manage several European expeditions, becoming one of the many career headmen on whom explorers heavily relied.) As Burton was ill, and the two explorers were constantly locking horns, Speke proceeded north on his own, and there found Lake Victoria. Speke returned triumphantly, convinced he had found the source of the Nile, but Burton dismissed his claims, beginning one of the most divisive and public disputes of the age. The public at first strongly favored Speke, and he was sent on a second expedition, with another explorer, James Grant, and nearly 200 African porters, guards, and headmen. They found the White Nile but were unable to follow it up to Khartoum. In fact, it was not until 2004 that a team finally managed to follow the river from Uganda all the way to the Mediterranean. So, once again Speke returned unable to offer conclusive proof. A public debate was arranged between him and Burton, but when he shot and killed himself on the day of the debate, in what many believed was an act of suicide rather than the shooting accident it was officially proclaimed to be, support swung full circle to Burton and his theories.   The quest for conclusive proof continued for the next 13 years. Dr. David Livingstone and Henry Morton Stanley searched Lake Tanganyika together, disproving Burton’s theory, but it was not until the mid-1870s that Stanly finally circumnavigated Lake Victoria and explored the surrounding lakes, confirming Speke’s theory and solving the mystery, for a few generations at least. The Continuing Mystery As Stanley showed, the White Nile flows out of Lake Victoria, but the lake itself has several feeder rivers, and present-day geographers and amateur explorers still debate which of these is the true source of the Nile. In 2013, the question came to the fore again when the popular BBC car show, Top Gear, filmed an episode featuring the three presenters trying to find the source of the Nile while driving inexpensive station wagons, known in Britain as estate cars. Currently, most people agree the source is one of two small rivers, one of which arises in Rwanda, the other in neighboring Burundi, but it is a mystery that continues.

Analysis of Organisational Culture at Google The WritePass Journal

Analysis of Organisational Culture at Google 1.Introduction Analysis of Organisational Culture at Google 1.Introduction2. Organizational Background3. Analysis3.1 Data collection3.2 Theories applied4. ParadigmOrganizational Perception Interpretation4.1 Burrell Morgan’s Sociological Paradigms Sociological Paradigms 4.2 Definition of Organizational Culture with Google culture4.3 Evaluation of Google organizational culture on the Cultural Dimension Theory4.3.1- Power Distance4.3.2 -Individualism4.3.3 -Masculinity 4.3.4 -Uncertainty Avoidance Index4.3.5 -Long term orientation5. Evaluation of Google organizational culture on Edgar Schein’s Three levels of Culture5.1 Artifacts:5.2 Espoused Values:5.3 Basic Assumptions and Values:6. Criticisms 6.1 Cultural dimension theory:6.2 Sociological Paradigm: Conclusion ReferencesRelated 1.Introduction Analyzing an organization is no more than studying first its genesis its mottos and beliefs and the future it holds for the society that it resides in. For most companies, an organization is neither a science nor an art; it’s an oxymoron. It is not a result from systematic, methodical planning but, shaped more by politics than by policies. However, perceiving an organization from a critical point of view would overshadow all the development and technology that many organizations have contributed to our society. In the words of Walt Disney co-founder of the Walt Disney Company states that â€Å"Whatever we accomplish is due to the combined effort. The organization must be with you or you dont get it done In my organization there is respect for every individual, and we all have a keen respect for the public†. The author has chosen to talk about the Google culture from an Interpretivism perspective as she worked as an Ad Words Representative for the organisation. 2. Organizational Background Google Inc an American public corporation earns its proceeds primarily from its advertising which is related to its Internet search, e-mail, online mapping, office productivity, social networking, and video sharing. Google is not a conventional company and with no intention to become one either. Throughout Google’s evolution as a privately held company they have always done it differently, where the emphasis is laid on the creativity and challenge of its people which has resulted in providing unbiased, accurate and free access information for its users. The genesis of this organization begins with its co- founders Larry Page and Sergey Bin alumni of Stanford University where it was incorporated as a privately held organization on September 4, 1998 and then was moved to public ownership on August 19th 2004. The organization is globally spread across starting from the Head office in Mountain View California, with some of its subsidiaries being India, United Kingdom, Germany, Brazil, Czech Republic, Poland, South Africa, etc. With approximately 20,000 employees working for this organization it has been voted by Fortune Magazine as ‘The Best Company’ to work for the second time in February 2008. 3. Analysis 3.1 Data collection The analysis of the organization is done with respect to the Indian subsidiary that is geographically located in the south of India- Hyderabad, Andhra Pradesh.   The author worked as an As Words representative for the organization. The data collection for this analysis is based on a subjective and objective perspective, the subjective data being the author’s observations, perceptions and experiences, and the objective being that which is communicated and believed within the organization over the years. The author relates the analyses to the one year work experience, work relationships, work climate and culture, training and evaluation methods which was gained and undergone at the organization. The author also takes into count the strength of the workforce and the significant department in concern in which the author was a count for and worked for. The strength of the workforce noted to be an exact number of a 1000 employees for the year 2007- 2008 who worked for this subsidi ary handling the Online Sales Operation for Asia Pacific, with Ad Words being the main revenue generating product other than that of Ad Sense. 3.2 Theories applied The analysis of the organization has been done on the transformational factor, Organizational culture, with a correlation to that of the author’s paradigm on Burrell Morgan’s Sociological Paradigms and Organizational Analysis, Heinemann, 1979 . Geert Hofstede’s ‘Cultural dimensions theory’ has been used as the main model of analysis, however, to move beyond the national culture dimension and towards the organizations levels of culture Edgar Schein’s ‘Three levels of culture’ has also been applied. Burrell Morgan’s Sociological Paradigms gives an outlook of the author’s quadrant of perception on the company. Furthermore, the focus of study is from a radical humanistic point of view, the author falls under this paradigm believing that change begins with individual. The below given study also covers the founders view of organizational culture which is supported by the interview with Fortune Magazine. 4. Paradigm Organizational Perception Interpretation 4.1 Burrell Morgan’s Sociological Paradigms Understanding that the paper necessitates a more focused and specific analysis Burrell Morgan’s Sociological Paradigms and Organizational Analysis, Heinemann, 1979 paradigms has been applied as this synchronic model makes sense, which it places to time dimension on the study and understanding of organizations. It can be comprehended that a paradigm is a lens through which we perceive the world, each lens giving their own meaning and assumptions about the nature of the world and the way it is ought to be made sense of.   There are many different lenses, which exist for viewing and understanding the world, and what follows will be a necessary simplification of a complex and constantly shifting set of boundaries that define the current paradigms (Penny cook, A. 2001). Explaining Burrell Morgan’s Theory it is developed by a 22 matrix scheme to help classify and understand existing sociological theories based on four major paradigms. The matrix was structured based on th e four main debates in sociology, which was then further consolidated into two fundamental issues that form the axis of the 22 matrix. Sociological Paradigms Functionalist Paradigm (objective regulation): Individuals in this paradigm rest upon the premise that society has a real concrete existence and a systematic character and is directed toward the production of order and regulation. The social science enterprise is believed to be objective and value-free. This paradigm possess a pragmatic orientation, it is concerned with understanding society in a way that produces useful, usable knowledge. (Craig Paul, 1991) Interpretive Paradigm (subjective regulation): From this perspective, social reality, although possessing order and regulation, never realizes an external concrete form. Instead it is the product of inter-subjective experience. The goal of this paradigm is of developing a purely ‘objective’ social science is a specious one. (Craig Paul, 1991) Radical Humanist Paradigm (subjective radical change). The perception in this paradigm shares its assumptions with that of the interpretive paradigm that everyday reality is socially constructed and maintained. Theorists in this paradigm are mainly concerned with releasing social constraints that limit human potential. They see the current dominant ideologies as separating people from their true selves. (Craig Paul, 1991) Radical Structuralist Paradigm (Objective Radical change): This paradigm believes that social reality is considered to be largely independent of the way it is socially constructed. It has an external existence of its own. The social world is featured by intrinsic tensions and contradictions; these forces serve to bring about radical change in the social system as a whole (Craig Paul, 1991). The paradigms correspond to theories of organizations, that which coexists symbolizing and expressing confirming and contradictory views about what and organization is and what it is ought to be and how could we go about acquiring such knowledge. Figure 1 Sociological Paradigms After having being administered the Sociological Paradigm questionnaire, the author’s paradigm was established as being on the Interpretivist Paradigm of the Quadrant. Although, a radical humanist may share the assumption that everyday reality is socially constructed and maintained with that of the interpretive paradigm, this social construction is tied to’ pathology of consciousness’, a situation in which the author finds herself a prisoner of the social world that she creates (Craig Paul, 1991). However, as well said by David Collins (1996), understanding the person’s paradigm from a questionnaire cannot give the person the right view of which paradigm we fall in as its just simple exercise and the reader understanding and mood at that point of brings a big impact on the way the reader answers the question. Therefore, though this evaluation may give the authors paradigm further scrutiny on various occasions would help confirm the evaluation. 4.2 Definition of Organizational Culture with Google culture Louis, (1980) defines culture as an understanding or meanings shared by a group of people. Similarly Edgar Schein goes a little further and explains organizational culture as â€Å"apattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems† (Schein.   H,1997) Although, the shared cognition or beliefs may seem the simplest understanding of organizational culture, it also interprets a team effort and the significance of sharing the same views and progressing that belief or perception but not regressing. Google also maintains its organizational culture on the simple terms of futuristic and selfless thought which is to be shared and followed, as rightly put across by one of its founders Sergey Brin â€Å"I actually don’t think keeping the culture is a goal. I think improving the culture is†. (Adam. L, 2008) Furthermore, as described by Google’s Chief culture officer Stacy Savides Sullivan â€Å"I would characterize the culture as one that is team-oriented, very collaborative and encouraging people to think non-traditionally, different from where they ever worked beforeworking with integrity and for the good of the company and for the good of the world, which is tied to our overall mission of making information accessible to the world† (Elinor, M. 2007) Following the strategies of the global market Google understands that the organizational culture should be modified with accordance to the national culture making it one among the best in the industry. Which increasing globalization, performance and values of the employees aligned with the company’s strategy and manipulate culture to achieve the organizational objective according to (Ogbonna and Harris, 2002). 4.3 Evaluation of Google organizational culture on the Cultural Dimension Theory Noting that the analysis is done on Google’s Indian subsidiary, there is no appropriate theory than that of the cultural dimension theory, judging that the theory was structured to observe the interactions between the national culture and the organizational culture. Geert Hofstede study demonstrated that there are national and regional cultural groupings that affect the behaviour of societies and organizations, and that are very persistent across time. Applying the skills of an ‘Interpretivist paradigm’ and comprehending and analyzing the organization an evaluation has been done on the five dimensions of the theory. The five dimensions being power distance, Individualism and collectivism, Masculinity and feminity and uncertainty avoidance Hofstede. G, (1997). Figure 2. Cultural Dimensions of India PDI Power distance, IDV Individualism, MAS Masculinity, UAI Uncertainty avoidance index, LTO Long-term orientation. 4.3.1- Power Distance On this dimension there is an insignificant distribution of power distance between the superiors and subordinates of the organization. The distance, which is even brought to notice, can be accounted for because of the employee’s job profiles or experience within the organization and not because of the kind of inequality brought among the employee relationship. Bringing to notice Hofstede’s dimensions for culture in India on the dimension of Power distance India ranks 77 as compared to the world on an average of 56.5 Hofstede.G, (1997), Google India Pvt. ltd seemed distant from this dimensional score. On reflection, the author recollects that even though the work experience in the organization was the first of her professional life, her start at the organization did not give her a distant feeling. The right of expression and freedom of thought and creativity was encouraged in the organization. Employees are supported, in addition to their regular projects, to spend 20% o f their time working in what they think will most benefit the Organization. The organization believes that many of their significant advances have happened in this manner for example, Adsense and Orkut. Additionally, the company falls under the flat organization structure, emphasizing on the importance of nooglers (new employees) taking up team responsibilities and thereby creating a sense of belonging. Furthermore, to remove the distribution of power distance the company believes in transparency of information from the CEO Eric Schmidt sharing information with that of a junior most employee such as that of an Ad Words Representative. Portals are constantly created for employees to voice their opinion and come up with solutions and ideas for existing and futuristic problems. Though, the organization being based nationally in that of India the organizational culture has not been influenced as yet by the national culture. 4.3.2 -Individualism Hofstede.G, (1997) stated that management in an individualist society is management of individuals. Subordinates can usually be moved around individually; if incentives or bonuses are given, these should be linked to an individual’s performance. Understanding that Individualism is appreciated with a stress on collective effort or team work, recruiters are always on the search of such employees who can maintain their individualism as well as perform collectively as a team. The organization encourages and motivates collective and team work, for which the appraisal is given on an Individual performance. Individualism holds that the individual is the primary unit of reality and the ultimate standard of value. This view does not deny that societies exist or that people benefit from living in them, but it sees society as a collection of individuals, not something over and above them. The organization is concerned about its employees well being and gives every opportunity to learn best practices through teams. Team meeting and inter team events are highly supported and are undertaken with a serious candor. In addition it promotes other employee clubs funding Googler network, Google Women Engineers and the Glbt- Gay, Lesbian, bisexual and transgender googler. Google being an American based organization with an Indian investment there is no difference on this dimension. 4.3.3 -Masculinity Defining the value placed on traditionally male or female value systems this dimension evaluates as to whether the organization gives importance to competitiveness, assertiveness, ambition and accumulation of wealth characteristics of the masculine culture or emphasis on relationships, and quality of life which represents that of the feminine culture.   As explained by Hofstede, G. (1997) masculinity and femininity when comparing the culture prevailing in one organization can be analyzed in he view of values in the organization. Morgan (1986:54) talks about modelling the behaviours implied in the values statement ‘The modelling of appropriate behaviour must occur at each level of the organization result in employees being modelled in these same behaviours.’ Looking at the Google culture it can be roughly said that the organization promotes a masculine value system in the organization because of the benefits it provides to its employees. Benefits such as, along with the basic salary a quarterly bonus and a company an annual bonus in the month of December, furthermore, transportation and food requirements which I provided with no charge and in abundance, health facilities as a gym and a spa along with a medical check up and medical coverage of Rs.5, 00,000 Indian currency on the employees and their immediate dependants. Additionally, day care centres for working parents and quarterly outings and entertainment (called movie nights) are held along with a total support to adventure, book and drama clubs, also, employees are given a discount in the most affluent stores and restaurants in the city. However, this may seem as a totally dominating masculine culture the founders of the Organization have not forgotten their corporate social responsibility and also believe in encouraging the feminine culture within the organization. The most significant commandment of the organization ‘Don’t be Evil’ this belief relies on the fact that com pany ought to do good for the world even if it has to forego some short term gains. Moreover, as users believe in their systems it is their duty to provide and unbiased and objective service. In addition to this it promotes the concept of team development and peer feedback to better the level of employee relationship within the organization. From a radical humanist paradigm though this may seem a balanced organizational culture it seems to be a strategy for the company to get hold of the employees from moving to different organization. 4.3.4 -Uncertainty Avoidance Index This dimension reflects the level of anxiety of the organization that is the extent up to which the organization attempts to cope with anxiety by minimizing uncertainty. Cultures that scored high in uncertainty avoidance prefer guidelines and structured circumstances, and the employee’s tenure in the company is longer. As expressed by Hofstede, G. (1997) â€Å"Laws and rules are ways in which a society tries to prevent uncertainties in the behaviour of people.† However, with regards to the organization there is awareness that business environment changes rapidly hence there is no hesitation to take high risk. The organization believes in funding projects that have 10% chance of earning a billion dollars over the long term as in the past pursuit of such projects have resulted in long term success. Although it cannot be quantified the specific level of risk that the organization is willing to undertake, as the ratio of reward to risk increases, the organization is ready t o accept projects further outside the current businesses, if the initial investment is small relative to the level of investment in our current businesses. To evaluate this as a high or low level of uncertainty avoidance is difficult to tell as it seems but natural that most organizations would definitely keep this as an ideal margin. Furthermore, the organization prides itself on doing business with and selling its products on policies and guidelines. With respect to policies and rules outside the business scenario for the employees it can be said that the regulations are minimum that which is in the best interest of the employee example ID badges, and transportation checks for the security of the employees. As clearly seen from the above graph India among all cultural dimension uncertainty avoidance is the lowest where it is always people likes or has a habit of breaking rules with regards to the organization it can be said there are no rules to be broken in the first place. Howev er, if minor offenses are committed employees are aware and are mindful of the fact that time is money and in time serious offenses can cost them their employment. As Brown(1998) states that rules and regulations of an organization bonds to have a good ethics in the work place and not which impose emotional stress on the behaviour of employees in the organization. Nonetheless, the rules and regulations in Google understand the freedom of the employees with knowledge of the importance of the national culture of the location of the organization. 4.3.5 -Long term orientation This dimension describes the time horizon, the long term or short-term vision of the individual. Hofstede.G, (1997) explains this new dimension of long term orientation verses the short term orientation can be analyzed related to the job security and the long term vision of the employee in the organization with respect to growth in an organization. Google determines that employees within the organization are happy with their current job. They have an added advantage of requesting the manager to give a work experience in different projects. Employees are moved to different project where Google aims to use employee rather than firing them, this shows that Google cares about its employees. The organization believes that business decisions will be made with the long-term welfare of the company and with share holders in mind and not based on accounting considerations. Therefore it can be stated that Google has a long-term oriented culture with respect to seeing the future of its employees . 5. Evaluation of Google organizational culture on Edgar Schein’s Three levels of Culture To understand the organization the best way to do it would be understanding the culture. Schein divides organizational culture into three levels: 5.1 Artifacts: This is being the most surface level of the organization example being the dress code in the company. 5.2 Espoused Values: Just below the level of the artifacts this level consists of the conscious strategies, goals and philosophies 5.3 Basic Assumptions and Values: the last lever is the core or essence of culture which is represented by the basic underlying assumptions and values, which are difficult to discern becausethey exist at a largely unconscious level. Figure 3. Schein’s Three levels of Culture Figure 4. Google’s Three levels of Organizational Culture 6. Criticisms Although the above models have been applied to help analyze the organizational culture, like any other theory they have their shortcomings. 6.1 Cultural dimension theory: Schwartz, (1992) argues that Hofstede’s survey based on one organization (IBM) in his view of culture in an organization; one cannot conclude that culture in all organization in that country practice the same. Furthermore, Brown (1998) criticizes Hofstede’s claims that he identified multiple national cultures or differences between such cultures, challenging his research approach. Brown also questions whether national culture dimensions uniform national actions and institutions agree with brown as a challenging environment in the present world organizations are challenging culture of work irrespective of the national culture. Finally, McSweeney, Brendan (January 2002) states Hofstedes work has not just also been criticized because he seems to identify cultures with nations based on the supposition that within each nation there is a uniform national culture. Other types of cultures are acknowledged to exist but allowed little, if any influence. 6.2 Sociological Paradigm: Though the sociological paradigm has been a well-accepted theory in Organizational management its acceptance within the social sciences have done so with little regard to the model’s internal consistency. Pinder and Bourgeoise (1982) state that Burrell and Morgan’s application of ontology has been misplaced. In addition, another fundamental issue is that whether the intra paradigm perspectives adhere to similar images of the subject matter. Hence, like most significant theories every shortcoming gives thought for future theories. Conclusion In conclusion the task has been challenging and educative for the author in comprehending the structure and culture of an organization though in many instances the observations could be in many aspects be influenced as an employee or my inadequacies of being a good observer to have noticed any kind of pro’s within the organization. However, my opinion on Google have changed understanding the difference of culture in an organization challenging the national culture in certain areas and understanding the cultural practice comparing other organization in different parts of the world. The author being in the quadrant of the Interpretivist Paradigm identifies with the organization being a merge of care and value systems. References google.com/ Adam Lashinky(January 29, 2008) ‘Google wins again’. From the link http://money.cnn.com/2008/01/18/news/companies/google.fortune/index.htm. Retrieved on 29th July 2009. Brown, A (1998) Organisational Culture, London, Financial Times. Burrell, G., Morgan, G(1979). Sociological Paradigms and Organizational Analysis:Heinemann, pp. 1-37 Collins, D. (1996) New Paradigms for Change: Theories of Organisation and the Organisation of Theories. Journal of organisational change management, Vol. 9 No. 4 pp9-23 Craig, S., Paul, D. (1991). The Management research handbook. London: Routledge, 318, pp. 24-38.. Elinor Mills (April 17, 2007)’ Meet Googles culture czar’ from the link http://news.cnet.com/Meet-Googles-culture-czar/2008-1023_3-6179897.html Retrieved on 1st August 2009. Hofstede, Geert. (1997) Culture and Organisations: Software of the Mind, Newyork, Mcgraw Hill. Louis, M.R (1997) Organizations as culture. McSweeney, B. (2002). Hofstedes Model Of National Cultural Differences And Their Consequences:A Triumph Of Faith- A Failure Of Analysis. Human Relations , 89-118. Mills, E. (2007, April 27). news.cnet.com. Retrieved 07 21, 2009, from Meet Googles culture czar: http://news.cnet.com/Meet-Googles-culture-czar/2008-1023_3-6179897.html Mintzberg, H(1983). Structure in Fives Designing Effective Organizations:Prentice Hall Inc. Ogbonna, E. Harris, L.C.(2002), Organizational Culture: A ten year, two phase study of change in the UK food retailing sector. Journal of Management studies, 39 (5), Culture pp. 673-706. Penny cook, A. (2001) Critical applied linguistics : a critical introduction. Mahway, NJ: Lawrence Erlbaum., 2001. Schein, E. (1997, October). Organizational Culture Leadership . Retrieved 07 21, 2009, from www.tnellen.com: tnellen.com/ted/tc/schein.html Schein’s model 12manage.com/methods_schein_three_levels_culture.htmlWeber, M (1987). Economy and Society. Berkeley: University of California Press.Yu, E. S. K., Mylopoulos, J(1994). From E-R to â€Å"A-R† Modelling strategic actor relationships for business process reengineering. Manchester; 13-th Int. Conf. on the Entity-relationship Approach.

How Your Body Language Can Get You (Or Lose You) That Job

How Your Body Language Can Get You (Or Lose You) That Job Body language is important- it’s really no exaggeration to say that it can make or break you in the job interview situation. Your nonverbal communication in these situations is almost as important as what you say. Study up and learn these tips for how (and how not)Â  to use your body language to help, rather than hurt you on the job hunt.Body Language Don’tsAvoid Eye ContactKeep consistent, but non-creepy, eye contact with whomever you are speaking with. Avoid the temptation to look over their outfits, or to scan the offices behind them, or the photos on their desk. Focus on the conversation. Save the rest of the sneak peeks for later.SlouchSit up straight in your best power pose to avoid looking as defeated or deflated or exhausted as you feel. If you’re feeling perky and upbeat, you should definitely not need to slouch in the first place! Just be careful what your body is doing.Zone OutEveryone spaces out from time to time. But doing so while someone else is t alking is extremely unprofessional and rude. Your spacing out might even include bodily cues you wouldn’t notice yourself doing- like twiddling your foot or slumping or having your eyes glaze over. Pay active attention and you’ll be fine.Lean AwayThis makes whomever you’re talking to assume you aren’t listening or aren’t really interested.Blink Too Much/Too LittleYou really can’t win with blinking. Try to find a happy and natural medium. Blink not too much, but not never!Cross Your Arms/LegsThis might make you feel more comfortable or at ease, but it can also make you look closed off to whatever the person you are talking to is saying/offering/talking about. Keep your body language open.Body Language DosSit RightDon’t slouch, but be careful also not to stand or sit up too straight, lest you seem rigid. Try to find a natural posture that works for you and doesn’t tip too far into either extreme.Lean InLeaning slightly towards yo ur interviewer can be a way of proving your engagement with the conversation and the ideas being presented. It makes you look eager, so don’t lean in too far or you might come across as desperate.Fold Your HandsNo idea what to do with your hands? Try keeping them folded in your lap, rather than crossing them. This also keeps you from fidgeting. Don’t forget to use them to gesture now and then when you’re speaking though. Not moving your arms at all can make you look robotic and weird.Nod PeriodicallyDon’t just sit and stare without moving when your interviewer is speaking. Try nodding along with what they’re saying- again, not too much, or you’ll look like a bobble head.Make a Strong ExitHow you exit the interview is just as critical as how you showed up. Stand up, gather your things, give a killer handshake, make solid eye contact and explain what a pleasure it was speaking with them and reiterate how keen you are to speak further about the opportunity. Then stride out like you own the place!

Compare and contrast individualism and individuality Essay

Compare and contrast individualism and individuality - Essay Example Here, the aggregate of properties are peculiar to an individual, where the sum of the attributes distinguish an object from others of the same kind (Oxford English Dictionary). Essentially, the root for 'individualism' and 'individuality' is individual, which indicates an entity or idea that is not divisible. Although both terms embrace the idea of inseparability, the intentions for both behaviors are very different. While the doctrine of 'individualism' may be tied to the thought of 'egoism' (Wikipedia) which suggests self-serving tendencies, the principle of 'individuality' does not require the sacrifice of self-interest for any other causes. In summary, it can be argued that 'individualism' is more about an approach to life where individual benefits are paramount and it opposes collectivism where no sacrifice is made. On the other hand, 'individuality' is geared more towards a quality of life which values individual choice and may not entirely be self-serving or self-sacrificing which then creates a certain degree of identity.

Feasibility of Using Linux in both the Server and Workstation Research Paper

Feasibility of Using Linux in both the Server and Workstation Environments - Research Paper Example It is also available in source codes as well as binary forms. However, most of its applications are created by governments and organizations from across the world. Notably, the Linux OS is free to be used by individual as well as industrial users playing an active role in contributing to its overall system development. Linux is also termed as open source software which offers various benefits to individual users as well as organizational users in terms of security, speed and stability (Negus, â€Å"Linux Bible 2010 Edition: Boot Up to Ubuntu, Fedora, KNOPPIX, Debian, openSUSE, and 13 Other Distributions†). In the current day context, its distributors can be observed to have much in similarities, possessing minor differences in their application forms. Contextually, some of the major distributors offering Linux server and workstation facilities currently active can be identified as Red Hat, Debain, SUSE, Ubuntu, Slackware and Mandriva. Irrespective of their high degree of similarities, each distributor has been examined to comprise their unique strengths and weaknesses when compared with other players or their rivals. Thesis Statement The paper intends to compare and contrast Linux workstation and Linux server emphasizing on the operations performed by three different vendors namely Red Hat, SUSE, and Debain. The factors to be considered when evaluating the similarities and differences based on this context can be accounted as the total cost of ownership, training, support, performance, reliability and application availability. Linux Server and Linux Workstation and the Three Vendors A Linux server can be termed as a ‘high-power variant’ of the Linux open source operating system. The Linux server has been designed with a fundamental intention to deal with the needs of modern day business applications which is becoming majorly depended on networking and systems administration, virtual database management and web services. Linux servers are often selected over available other server operating systems due to its benefits in relation to stability, flexibility and security aspects. Similar ly, workstation is commonly regarded as a high performance desktop computer used for various purposes such as for business and trade as well as for personal and educational uses. To be specific, the Linux workstation can be noted as a computer system installed with Linux server and other Linux Operating System (OS) packages (Negus, â€Å"Linux Bible 2010 Edition: Boot Up to Ubuntu, Fedora, KNOPPIX, Debian, openSUSE, and 13 Other Distributions†). Red Hat Red Hat was established in the year 1993 which has headquartered at Raleigh, NC. Currently, Red Hay has more than 60 offices located in different parts of the world. Essentially Red Hat is considered to be the largest publicly traded technology company that is fully committed to open source. Red Hat Enterprise Linux server can be identified as a high scalable system which can effectively manage the underlying systems complexities. One of the competitive features possessed by Red Hat Enterprise Linux server products over its su bstitutes can be identified as its tendency to reduce data bottlenecks. Its mechanism which allows lower power consumption can also be considered as another competitive feature. This particular Linux server system tends to improve application performance and further ensure end to end data integrity. The Red Hat Enterprise Linux server products also provide a complete portfolio of security technologies with solution to various security challenges. Red Hat

Management for Organizations Term Paper Example | Topics and Well Written Essays - 1250 words

Management for Organizations - Term Paper Example No matter which segment of the industry this contact center provided services to, the fundamental principles of management never changed. Effectiveness and efficiency are the two governing principles. While the other five changed from one to other depending upon the nature of client and the objectives it set. For instance, if a government organization like the national sui gas company would like to take services of the contact center, the primary concern would be to take care of the orders and try to convince the customers in whichever way possible. This allowed the call centers agents and operators to get aggressive or sometimes even hang-up on customers that were not really converting into sales. As the government departments don’t really need to sell to be able to generate cash. They have different set of rules. On the other hand, when it’s the private companies, they need to be able to retain their customers and be able to develop a real presence with them, as they need to give them better services than the competition. Here are five elements and their implementation at the ABC Inc; Planning Whenever a task needs to be started, it starts with proper planning. Each goal is derived from a specific service response (Nelson, 2008). Like every other successful company ABC Inc. also undertakes planning very seriously as the whole progress depends upon this blue print (planning). For instance when a new client approaches the company to start providing services the top managers and the client representative sit together to figure out the details. The top managers ask almost every possible detail they can extract from the client so that they put in all factors in the planning process. This would involve the budget they have, their short term and long term goals, their priorities, their desired customer portfolio and their weekly milestones. This list is matched with the company’s current services, and the bargaining is done to make sure that eve ry detail is settled right at this planning phase. When this agreement is made then comes the internal planning of the company. An in house meeting is held where all the people from concerned department are gathered. The top manager gives a presentation about the new client and the respective project. This presentation is customized and is kept brief as the pre planning is done at the agreement time. This phase is scheduled for working forward from the briefings given by the top manager with the approval of the chairman and the president. Then the senior HR manager comes to give his part of the presentation to describe the plan. This part is extremely crucial as each task is broken down and assigned to the relevant person/department. Participants to the meeting are encouraged to ask questions, raise their concerns or even argue if they think there is a better alternative. Leading Leading comes after the panning is done. Without leading there is no following, and eventually there is no productivity. At ABC Inc. leadership is given paramount importance, as there have been many times when a project is very difficult, pays very low or is extremely difficult to run. However, when the effective leader like the VP or the floor manager steps in

Investigative Report Writing. Randy Odleman Murder Investigation Term Paper

Investigative Report Writing. Randy Odleman Murder Investigation - Term Paper Example The victim was laying face down already dead by the time we located the body. However, we did not locate the murder weapon. The deceased had a criminal record from 2 years ago – for the Possession of a Controlled Substance with Intent to Manufacture, Sell, or Deliver – and another charge of Assault on a Female victim one year ago. III. Witness Statements: The only witness we found was one, Bob Smith of Maiden Lane, Raleigh who also tipped us about the commission of the crime. In his recorded statement, he explained that he lived across the street – directly, from the rooming house where the crime had occurred. He further stated that he had been home alone, reading a book when he heard several shots thus notifying the Raleigh Police Department. He stated that the rooming house had many visitors, late in the night, who drive up and enter the premises for a short period of time then leave. Further, he stated that he had called our station in the past be - because he had suspected that someone in the rooming house may have been dealing in drugs. He also stated that he was not aware of any other person, who might have witnessed the crime, but suggested that the inhabitants of the rooming house might have witnessed the same. In addition he stated that he was aware that the deceased had assaulted a certain woman leading to his arrest , prosecution, conviction and sentencing. IV. Suspect Statement: We were able to identify four suspects in relation to this murder case, and here are the Questionnaires as filled by each of them: Murder Investigation Suspect Statement Name: Ronald Wilkens   Ã‚  Position: student at NCSU   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Date: 18th February, 2012 Worksite: N/A   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Murder Date: 17th February, 2012   Ã‚  Time: about 11: 54 PM Thank you for helping us in examining this incident so that we can help prevent anyone from getting murdered in the future. Accuracy is very important in helping us get to the root cause of this murder. The information you give will be used against you in a court of law, should face prosecution. Please describe what you saw and heard in a chronological order. What were you doing just before the incident? I was just out riding to unwind after a long month of sitting for exams. Wha t were you doing when the incident occurred? I had just entered into Maiden Lane, Raleigh when I heard gunshots and a lot of commotion. What did you do after the incident occurred? I panicked and decided to take off, when you bumped into me and started interrogating me. Please answer the following questions: Was it your first time to be in the vicinity of the crime scene? Not really, I once visited a relative who used to reside here, who has, since relocated to Miami. Did you know the deceased? What sort of relationship did you share? I did not know the deceased and thus no relationship existed between us Did you have any personal differences with the deceased? No, I had never – even seen him. When was the last time you saw the deceased? I never did Have you ever been to the deceased’s place of residence? No, never. Did you ever engage in any business ventures with the deceased? No, not at all. I certify that this statement is true and accurate to the best of my recoll ection. RW   Ã‚  Ã‚  Ã‚  18th February, 2012 Signature Date Murder Investigat

Problems Faced by Asian-Americans from 1965-Todate Essay

Problems Faced by Asian-Americans from 1965-Todate - Essay Example Such experiences of immigrants are well described by Ronald Takaki in his book â€Å"A History of Asian Americans: Strangers from the Different Shore.† Ronald Takaki has significantly highlighted the various problems and the difficulties that are faced by many Asian American immigrants in America. In his book, Ronald Takaki has addressed all the problems that are faced by many Asian American immigrants when they come to America in search of better jobs and better life. This book explores their difficulties and struggle in achieving the better opportunities and then finally adjusting themselves in American culture by adopting their ways, culture, norms and value. It is a known fact that Asian ethnic groups are faced with many difficulties and problems in America. Different people from China, Japan, India, Bangladesh, Srilanka, Philippine, Pakistan and Korea fall under Asian ethnic group. Main Problems Faced by Asian Americans: Asian Americans are faced with many problems and di fficulties in America. ... ian groups have been living and settled in America for over 150 years and it is obvious to see that they have adopted the American culture but still today they are considered as minority groups in the country. Americans consider them â€Å"Foreign† and they are given little or no respect at all. White people consider them no less than aliens who have invaded their land because of their non-European features and lifestyle. Ronald Takaki has also highlighted the ignorance of American Historians in recognizing the contributions of these Asians in the western society, particularly in America. According to Ronald Takaki, Asians were deprived of their basic rights in the country. They were forced to do jobs on lowest-labor costs which closed the doors of getting better jobs in order to acquire better lifestyle. Chinese were the first ones to enter in America; followed by Japanese and other Asian groups. However, Chinese were forced into lowest-paying jobs; they were insulted and bea ten by the local people and were deprived of basic rights. Here we cannot ignore the contributions made by Chinese in the construction of railroad in mainland and at Hawaii sugar plantations. Americans considered Chinese and Japanese as Foreigners. Chinese, Japanese and Korean women were barred to enter in the country which was an attempt to prevent the formation of their families and to limit their population in the country. Americans or the Whites had adopted the hostile attitude towards them, they were ill-treated by them and they were prevented to own any land or property in America. They were not allowed to cast their vote due to racial discrimination and hostile attitude of Americans towards Asians. Racial discrimination, lowest-paying jobs and prejudice are the three major problems that

Examine how effectively one local authority empowers young people by Essay

Examine how effectively one local authority empowers young people by facilitating the election of a young mayor - Essay Example Apart from this, the other policies being undertaken by the government include the establishment of the ‘Youth Innovations Zones’. In fact, in recent scenario, the UK government is undertaking prudent strategies in order to accelerate the youth participation. The youth participation is increasing in the areas such as building futures, developing engagement and augmenting participation in learning as well as work among others (Department for Education, 2011). The UK government’s effort in providing the young generation with the power to generate opportunities for themselves can be well identified by ‘Young Mayor’s Project’. London Borough of Lewisham is known for its history that reflects about the encouragement and the involvement of young people’s participation pertaining to the local democracy. This particular project is determined as a strategy to encourage citizenship along with the participation of Lewisham’s young people. This study intends to discuss the effectiveness of the local authority in empowering the young people by facilitating the election of a young mayor in the London Borough of Lewisham. Furthermore, the concerned study will provide a reflection on the young people policies and practices. It will further evaluate the notion of youth participation and citizenship for the work with young people. ‘Young Mayor’ is regarded as a young person, who is usually elected by a group of young people to represent themselves. ‘Young Mayor Scheme’ is looked upon as the election process. In accordance with the ‘Youth Mayor Scheme’, it can be determined that this particular scheme executes considering the cabinet based system. One of the key constituents of Lewisham‘s Young Mayor Scheme is that it involves 25 young advisers for the purpose of decision making. In this regard, it can be well ascertained that their prior responsibilities include conveying the information and the concerns of the young

Problems Faced by Asian-Americans from 1965-Todate Essay

Problems Faced by Asian-Americans from 1965-Todate - Essay Example Such experiences of immigrants are well described by Ronald Takaki in his book â€Å"A History of Asian Americans: Strangers from the Different Shore.† Ronald Takaki has significantly highlighted the various problems and the difficulties that are faced by many Asian American immigrants in America. In his book, Ronald Takaki has addressed all the problems that are faced by many Asian American immigrants when they come to America in search of better jobs and better life. This book explores their difficulties and struggle in achieving the better opportunities and then finally adjusting themselves in American culture by adopting their ways, culture, norms and value. It is a known fact that Asian ethnic groups are faced with many difficulties and problems in America. Different people from China, Japan, India, Bangladesh, Srilanka, Philippine, Pakistan and Korea fall under Asian ethnic group. Main Problems Faced by Asian Americans: Asian Americans are faced with many problems and di fficulties in America. ... ian groups have been living and settled in America for over 150 years and it is obvious to see that they have adopted the American culture but still today they are considered as minority groups in the country. Americans consider them â€Å"Foreign† and they are given little or no respect at all. White people consider them no less than aliens who have invaded their land because of their non-European features and lifestyle. Ronald Takaki has also highlighted the ignorance of American Historians in recognizing the contributions of these Asians in the western society, particularly in America. According to Ronald Takaki, Asians were deprived of their basic rights in the country. They were forced to do jobs on lowest-labor costs which closed the doors of getting better jobs in order to acquire better lifestyle. Chinese were the first ones to enter in America; followed by Japanese and other Asian groups. However, Chinese were forced into lowest-paying jobs; they were insulted and bea ten by the local people and were deprived of basic rights. Here we cannot ignore the contributions made by Chinese in the construction of railroad in mainland and at Hawaii sugar plantations. Americans considered Chinese and Japanese as Foreigners. Chinese, Japanese and Korean women were barred to enter in the country which was an attempt to prevent the formation of their families and to limit their population in the country. Americans or the Whites had adopted the hostile attitude towards them, they were ill-treated by them and they were prevented to own any land or property in America. They were not allowed to cast their vote due to racial discrimination and hostile attitude of Americans towards Asians. Racial discrimination, lowest-paying jobs and prejudice are the three major problems that