Thomas Coram in the Enlightenment period Essay Example | Topics and Well Written Essays - 1500 words

Thomas Coram in the Enlightenment period - Essay Example Key to the drivers of enlightenment were the ability to use and celebrate the ability to reason, and the power by which human beings could understand the universe and improve the conditions under which they lived. They worked towards the achievement of rational humanity goals which they considered to freedom, knowledge, and freedom. To achieve this, different people played different roles the best way they knew how. Philosophers were at their best speaking out their philosophical ideas, artists trying their best to pass different messages through their works of art, and other great thinkers as well. One Thomas Coram was a philanthropic captain, and he played a big role in shaping the young children who were suffering from abject poverty and their parents could not maintain them. He started a charitable foundation whose storyline is inspirational as to how big his heart was, and a how big a dream he had.During the eighteenth century, London was full of dualism. It comprised of a hedon istic and gullible crowd that always collided with men who were keen on doing good and constructive work. At that time, one of the greatest social problems ailing was the mind-boggling number of children that had been abandoned by their parents for good, and those who had been left at the mercies of the parish.It had always happened that illegitimate children would be taken to the parish to take care of them. These included children whose parents were too poor to support them or others who had become negligent enough not to care for them.

Social Norm Breaking Essay Essay Example for Free

Social Norm Breaking Essay Essay In every aspects of society, there are social norms. If there are no norms, we would be living in a world full of chaos because norms define which behaviors are normal and which behaviors are not normal. These social norms are important to know so people do not act in a particular way that would cause Deviance, behavior that violates norms. On February 13th, 2015, I was in my sociology class to obtain some new information and increase my knowledge. It was a regular chilly winter morning and my sociology teacher told the class to break a norm in our society as a research experiment. This to me felt like a Cultural Shock, personal uneasiness one feels when entering a new culture, because as a Korean, being respectful and following the rules are a huge part in the Korean culture. I definitely did not expect a teacher, who should be telling us to not break rules and behave in a respectful manner, to tell us to break the rules and possible be rude by breaking social norms. Although I was shocked, I was very excited to go out there and break some norms. I began this experiment on February 19th, 2015 in Palisades Park, New Jersey. Now what is interesting about Palisades Park is that it is a Korean town. There were a lot of Korean cafes and bakeries all around the area. And just like me, they all had Cultural Particularities, traits that are particular to a culture. I was very interested in recording the reactions of the people in this town while I would be breaking the norm. I first entered a bakery called Shilla. There were quiet a few people at the place. I observed and it seemed as though most of them were Korean elders socializing and minding their own business. I walked up to the cash register feeling a little bit nervous. The cashier looked very friendly and had a pleasant smile on her face. As soon as I approached her, I asked her, â€Å"Can I get a Big Mac, please.† She replied, â€Å"Excuse me?† And I told her the same thing. She had a very puzzled look on her face and that pleasant smile was no longer there. I observed and in my head I went, oh shoot. What is she going  to say? Is she going to kick me out of the store? She politely responded, â€Å"Im sorry, but I think you came to the wrong store. We dont have Big Mac here. Please go elsewhere.† Unable to contain myself, I burst out into laughter. I looked around and the Korean elders were all looking at me funny. I was definitely able to tell that they were all judging me of how rude I was being and how much of a nuisance I was creating. Feeling embarrassed, I ran out of the store quickly. Although I felt like I failed on my first try, I did succeed on examining the reactions of the cashier and the other customers in the store as well. I moved on to the next store for a second try. This time I was going to not mess up and keep asking for a Big Mac to further see more reactions. The store that I entered was a bakery/cafe called Paris Baguette. I again looked around and observed the area. The social setting was the same as when I was in Shilla except this time the cashier up at the cash register did not look too friendly. I felt like the cashiers Social Interaction, the ways people respond to one another, was not going to be too polite if I asked for a Big Mac. But I did not let that stop me from experimenting. So I confidently walked up to the register and loudly spoke and asked the cashier, â€Å"Can I get a Big Mac, please?† The cashier had a face of a pissed off bulldog and she rudely responded, â€Å"Do we look like McDonald to you?† I was a bit intimidated but I did not let that stop me and I continued, â€Å"Well I dont care. Im asking for a Big Mac. Can you please give me a Big Mac? French Frie s too while youre at it.† She rudely responded again, â€Å"Look! Im sorry, but we dont have Big Mac. This is a Korean cafe/bakery, not freaking McDonald!† In response, I told her to go buy me a Big Mac and sell it to me. At this point, she was not going to take anymore of my nonsense and cursed me off and asked me to leave the store before she calls the cop to make me leave. It was time to break the act because if I continued on, I would have gotten into trouble. I quickly explained to her it was a sociology experiment and told her to relax. She did not looked too pleased. As I began to walk out of the store, I observed the Social Structure, the way society is organized into predictable relationships. I apologized to the Korean elders around me who gave me a disgusted look. They told me I was incredibly rude and told me to not live my life like that, which sounds like a bit of a harsh thing to  say to a person, but I expected this kind of a response from the elders because of their Cultural Particularities and their Social Structure on respect and orders. They completely ignored the fact that the cashier was also incredibly rude to me with a horrible customer service. But ultimately, I was the villain of the scene because I was the one breaking social norm. In conclusion, my experiment turned out to be pretty successful. I was able to observe and obtain data on how people in the bakeries and cafes react to unusual behavior that is not in their social norm. I was able to see and understand many different sociological concepts through my experiment and what can be the cause and the effect of breaking social norm. In todays world, this concept of social norm will continue on in our society as long as we live in a orderly world of civilians that socialize and live with proper manner.

Culture of Hyatt Hotel Corporation

Culture of Hyatt Hotel Corporation The scope for the examination of behavior in organizations is very wide. There is a multiplicity of interrelated factors which influence the behavior and performance of people as members of a work organization. It is important to recognize the role of management as an integrating activity and as the cornerstone of organizational effectiveness. People and organizations need each other. The manager needs to understand the main influences on behavior in work organizations and the nature of the people organization relationship. (Laurie J Mullins, 2007). In this assignment I aim to analyse the working of Hyatt Hotel Corporation with reference to their cultural characteristics and how the company portrays itself. I also will analyse their emphasis on coaching their employees and the importance and effectiveness of the same. I will also discuss the tools Hyatt uses to motivate their employees and how it affects performance as well as the attrition rate of the company. Introduction to the company Hyatt Hotels and Resorts Hyatt was founded by Jay Pritzker in 1957 when he purchased the Hyatt House motel adjacent to the Los Angeles International Airport. Over the following decade, Jay Pritzker and his brother Donald Pritzker, working together with other Pritzker family business interests, grew the company into a North American management and hotel ownership company, which became a public company in 1962. In 1968, Hyatt International was formed and subsequently became a separate public company. Hyatt Corporation and Hyatt International Corporation were taken private by the Pritzker family business interests in 1979 and 1982, respectively. On December 31, 2004, substantially all of the hospitality assets owned by Pritzker family business interests, including Hyatt Corporation and Hyatt International Corporation, were consolidated under a single entity, now named Hyatt Hotels Corporation. Hyatt manages, owns, franchises and develops 434 properties around the world as of March 31, 2010. The Companys business is conducted by its employees and officers, under the direction of the President and Chief Executive Officer and the oversight of the Board of Directors to enhance the long-term value of the Company for its stockholders. The Board of Directors is elected by the stockholders to oversee management and to assure that the long-term interests of the stockholders are being served. The Board recognizes that the long-term interests of stockholders are advanced by taking into consideration, as appropriate, the concerns of other stakeholders, including associates, guests, property owners, suppliers, the public and members of the communities in which Hyatt Hotels Corporation operates. Hyatt Hotels Mission, Goals, Values Mission We provide authentic hospitality. We make a difference in the lives of those we touch everyday that is our definition of hospitality.   We do this in an environment that respects all people and all ideas.   We do it in an efficient way that leads to superior results.    Goals We aspire to be the preferred brand in each of the segments we servemost preferred among our:    Employees Guests Owners (both third party property owners as well as stockholders) Values Mutual Respect Listen well Verify Acknowledge Intellectual Honesty and Integrity Tell and accept the truth Honor your commitments Humility Let actions speak for themselves Recognize the contributions of others Fun Dont take yourself too seriously Creativity and Innovation Challenge conventional wisdom Take action/risks Evaluate METHOD As a corporate development trainee at the organization, I was involved in Human resources and Training departments of the hotel which gave me access to the policy manuals, Hyatt employee intranet and other resources. This has helped me gather the information mentioned below. Also, due to constant interaction with other employees of the organization from each department, I am able to analyze the mentioned data and discuss in detail, how the organization is faring and whether the strategy they have applied is beneficial to the performance of the company. Culture Hyatt, being a large organization maintains a basic culture although due to the size of the company and the number of employees globally, each division and hotel has developed a sub culture which defines the particular place. Hyatt believes that these sub cultures should be encouraged as long as they do not conflict with the companys basic culture. In an organization with the diversity and global presence as Hyatt, one can see both, a strong overall culture as well as the growth of powerful sub-cultures that reflect the large culture but are also different in important ways. (Schein, 2003) The word culture in Hyatt International Operations is used to refer to the personality of the organization and is formed by the combination of the following elements: Shared values (What we think is important) Beliefs (How we think things should be done) Norms (The way we do things around here) Role Models (The people who personify our corporate values) Systems (Our written and unwritten ground rules) The company has strong cultural characteristics and values that it abides by. These characteristics are based on the global presence of the company. They have six main cultural characteristics which are elaborated below. These elements determine the ways in which the organization and its people behave and solve business problems. The six key characteristics that describe the Hyatt culture are highlighted as follows: We are  innovative. Hyatt was the first hotel chain to start the atrium lobby concept in the world. They have always found alternate and smarter solutions to issues in the hospitality industry. They pride in the concept of being innovators of new trends in the industry. We work through  teams. Hyatt encourages an environment in which employees are made to work in teams to enhance performance. This also helps in increased motivation and employee satisfaction due to constant feedback from the team. We  care  for each other. Hyatt ensures that the employees are empathetic towards each others needs. They portray a picture of a family when speaking with their employees to nurture a caring attitude. We encourage  personal growth. Hyatt has numerous programs and training modules that allow fast track growth of employees. They have recognition programs for their employees and they ensure that the performance of each employee is tracked and monitored to keep employees motivated We are  multicultural. Hyatt has a presence across the globe which makes it important for the company to adapt and change according to different cultures. They ensure that there is no discrimination in terms of colour, ethnicity, religion or race. We are  customer focused. Hyatt ensures that they are focused towards the satisfaction of their external as well as internal customers. The policies of the organization keep the employees, guests as well as owners benefits in mind. These six characteristics are encouraged and rewarded throughout all aspects of Hyatts operations. They are introduced to new employees through an updated History of Hyatt presentation during the hotels Orientation Program. These cultural characteristics are communicated to all the employees of the organization so that they can reward behaviors which demonstrate them; and, hire people who will thrive in them. Preserving and communicating their culture in International Operations is critical to their continued growth and success. They can enhance the culture by rewarding the behaviors that support it, by recruiting new employees who can easily assimilate into their culture, and by demonstrating the characteristics in the day-to-day operations. From a more tactical perspective -, Hyatt makes it a point to reward behaviors that exemplify their culture such as teamwork, caring, and innovation.  This can be done through recognition programs such as HYachiever Awards, HYstar Awards, and others. They also incorporate it into their hiring processes to ensure that they are hiring people who will fit into the culture and who already share many of these characteristics. In their culture of inclusion, employees feel accepted for the individuals they are, regardless of their background, style, ideas, or beliefs. Hyatt continues to receive recognition as one of Americas best companies for our diverse population. An illustration of this culture is given below: For one week, every year, Hyatt comes together globally to Celebrate Our People by recognizing and acknowledging the most important asset to the company, their associates. This is also the perfect time to understand the differences of associates and understand the vast cultures represented in the company by pairing and celebrating with a sister hotel in another country. The culture of the organization if put in a model would be best described by Role Culture mentioned by Charles Handy in his book Understanding organizations. Role culture is successful in this organization as it is a very large company with many subsidiaries and units. All the hotels in the company are to be managed and operated according to one particular culture which makes it easy to have a flat, predictable system such as the Role culture. The hotel industry is based on predictions and planning which makes it a sensible decision to adapt to the role culture. Even though as mentioned by Mr. Handy, role cultures are slow when it comes to change, Hyatt manages change quite well as the communication, training and development is very efficiently handled. Role cultures offer security and predictability to the individual. They offer a predictable rate of climb up the pillar. They offer the chance to acquire specialist expertise without risk. They tend to reward the satisfier, the person concerned with doing his job up to the standard. The role culture is frustrating for an individual who is power oriented, or wants control over his or her work; who is eagerly ambitious or more interested in results than method. (Charles Handy, 1993) To overcome the predictability and non innovation that role culture brings about in the organization, Hyatt has a number of fast track development programs for employees that enable them to identify potential leaders and enroll them in these programs. The productivity of each employee is monitored carefully and regularly through performance development programs run by the individual department monitored by Human resources. The most important conclusion is that culture is a multifaceted, multidimensional phenomenon which is not easily reduced to a few major dimensions. Culture reflects the effort put in by the group to cope and learn, and is the residue of this learning process. Culture provides meaning, predictability and stability in the present and is also the result of effective decisions from the groups past. (Schein, 2003) MOTIVATION The hotel industry is a significant part of the tourism industry worldwide and its employees play a key role in delivering the service product to its customers. Excellent service provided by employees can create lasting positive experiences for customers. The individual motivational constructs of the hospitality employee play an important and perceivably a significant role in achieving high satisfaction among hotel customers. The motivation of employees, whether professional, skilled or unskilled, is a major issue in all service organizations. For the hotel industry, employee motivation is a major issue. It is a challenge for the management of the hotel industry to motivate employees to work with energy and efficiency due to odd hours and high stress situations One of the companys responsibilities is related to ensuring employees workplace motivation. Human resource managements function is to assist the company in keeping the employees satisfied with their jobs. If employees are not satisfied, they will not perform to expected norms. Workplace dissatisfaction and poor performance usually lead to high employee turnover in the hospitality industry, particularly in developed countries. According to a Hotel and Catering Training Company in the United Kingdom, turnover is the United Kingdom was estimated to have cost the hotel and catering industry 430 million pounds a year, and turnover was higher among men than women (Lucas, 1995). It was also reported that in order to reduce labor turnover and retain productive employees, management has to improve working conditions and keep the employees properly motivated. Human resource managers need to understand the motivational processes and human needs in different cultures. To understand employees needs, managers should understand key theories that help them learn the basic needs of people. Maslows theory is one of many theories that pointed out the basic sorts of needs. They are Physiological needs, Security needs, Belongingness needs, Esteem needs, and Self-actualization needs. The lower level needs must be satisfied before the next higher level. Another theory, Hertzbergs is based on two distinct sets of factors: hygiene factors such as pay, organizations, policies, working environment and motivating factors such as recognition, promotion, achievement and the intrinsic nature of the work. Hyatt has a number of various ways to keep their employees motivated. They follow the Herzbergs motivational theory with an adaptation of Maslows hierarchy of needs. Hyatt fulfills the Hygiene factors mentioned in the Hertzberg theory by providing the basic needs of efficient supervisory hierarchy, good working conditions, a transparent system of communication and interpersonal relations, a competitive salary along with benefits such a health insurance, provident fund and pension schemes. The companys Human Resource policies and administrative policies are also in place to ensure satisfied employees. Hyatts motivational factors in terms of the theory are also fulfilling. Their recognition programs are mentioned below in detail. In terms of the work itself, it is a challenging industry which involves a high amount of dedication and self motivation. The timings and high stress situations during peak seasons require on the spot decision making skills while being calm and composed for the client. The attrition rate in the industry is high due to these challenging factors. Hyatt tries to ensure that all their employees are motivated at all times although a weaker personality may not be able to handle the pressure which creates a situation where they do not last increasing the attrition rate of the industry itself. Recognition Programs the HYachievers, HYinnovators and HYstar Programs as well as the Service Awards are the minimum requirements that are implemented in every hotel. The Director of Human Resources is responsible for coordinating these programs and plays a pro-active role in supporting and developing new programs as appropriate for the hotel. All employee recognition programs are budgeted annually during the Business Plan process. HYstar Award: People making a difference The HYstar program has been developed to recognize the employees who continuously demonstrate Hyatt International Operations  Cultural  characteristics. The objectives of the HYstar recognition program are to reinforce the companys vision, mission and culture mentioned above. HYstar points are awarded individually to employees by various sources such as guest compliments, managers log, employee suggestions and exceptional performances. As an employee earns points in the program, they are able to utilize their points to redeem gifts at any point in time. Some examples of the types of gifts a hotel may offer are: Vouchers (i.e. food vouchers from a local grocery stores) Phone cards T-Shirts Bags Small gifts (Hyatt Logo gifts) Additional laundry entitlement Restaurant vouchers Hotel merchandise At the end of the calendar year, one  HYstar of the Year  will be awarded to the employee with the highest number of points over a one-year period. The following are examples of awards that could be presented to  HYstar of the Year: Airline ticket to a vacation destination Stay with full board at another Hyatt property Extra paid vacation to enjoy the above Some extra cash to enjoy shopping and vacation Hyatt also incorporates Maslows Hierarchy of needs to keep their employees motivated. They ensure that the Physiological and Safety needs are taken care of by providing a competitive salary including a meal a day and House rent Allowances, they have strict policies to ensure job safety in terms of termination policies and work environment as per local rules and regulations for health and safety. In order to fulfill the social, esteem and self actualization needs of their employees, they conduct an annual survey which has been formulated by an organization known as Gallup. This survey asks twelve simple questions and can review the satisfaction levels of the employees and departments of the hotels. This allows the company to know the challenges they are facing in terms of employee satisfaction and build strategies to overcome them. This survey is also used as a tool to evaluate individual hotels, and their departments in terms of levels of satisfaction which in turn affects the efficiency of the employees eventually affecting the performance of the company. The summarized results of the last two years are mentioned below as an overview of the performance of the company. In 2010, participation was strong and the 86% of Hyatt employees around the world filled the survey. The aim of conducting the survey is for the company to understand how to provide the best workplace in the hospitality industry. 1) Hyatt increased the population of employees who feel engaged by 11% in comparison to 2008/2009. 2) Over 16,000 action plans were prepared and executed in 2009. The results show that those who worked together to develop a plan and then saw it through to meaningful change were rewarded with the significant improvement in their teams engagement. Those who did not complete plans, or have meaningful discussions, saw their engagement levels remain flat or decline. 3) RECOGNITION and PROGRESS in the first half of 2010 showed the most overall improvement from 2008-2009. These were also the two items that most work groups selected in the action planning process. In 2010, Hyatt found that engaged employees are 11 times more likely to know what Hyatt stands for and what makes it different from competitors. Engaged employees are also 12 times more likely to be proud of Hyatts products and services, and 10 times more likely to recommend Hyatt to friends and family. Importance of the survey to Hyatt There is a clear and strong relationship between positive business outcomes and a workforce that identifies with organizational goals and demonstrates a strong, emotional commitment. Building and sustaining a positive experience at work for employees is important. This kind of accomplishment does not happen overnight and, once achieved, can vanish quickly if the support of engagement is not made a part of everyday lives. The feedback in 2010 will make it possible for Hyatt to focus on two or three areas in each department that will improve the work experience for the team members. Managers will be accountable for establishing meaningful action plans with the team to drive change. Information sessions are being scheduled to support action planning in individual departments and hotels with the goal of improving the employee experience at Hyatt. In addition, regular messages are posted on the employee portal that provides information on best practices that relate to creating preference in the workplace. Coaching The Hyatt Leadership Network (HLN) is an employee portal containing standardized training modules that have been developed for the employees. Each employee is enrolled in these modules according to their job description. The format of HLN is intended to provide resources that are easily accessible for learners and to support individual and business development needs.  Ãƒâ€šÃ‚   Hyatt Leadership Network learning content is organized within four schools.   The School of General Studies  provides the fundamentals of learning for all employees.   The resources available support Hyatts mission, goals, and values by providing resources that build on Hyatts culture.  Ãƒâ€šÃ‚   The School of Hospitality  provides the operational standards of performance and includes the technical skills, service expectations, and systems knowledge required in daily hotel operations.   The School of Management  provides resources supporting management skills development for Hyatt employees that lead to superior results.   The Leadership Institute  provides formal and informal development opportunities designed for future leaders at Hyatt.     Ãƒâ€šÃ‚  Hyatt believes that personal growth is an important aspect of an employees Hyatt experience; the Hyatt Leadership Network is important for the company by helping the employees meet their individual development goals.   Apart from the above, each hotel has an individual training department that imparts regular training and development modules which are beneficial to the employees. The training managers are responsible for doing a training need analysis for the employees and enroll them in various programs for their development and growth. Training is used to improve knowledge and skills, and to change attitudes, it acts like an important potential motivator. There are many benefits of training to the employee as well as the organization: Employee confidence, motivation and commitment increases It provides recognition, enhances responsibility which may lead to increased pay and promotion It provides the employee with a sense of personal satisfaction and achievement which broadens opportunities for career progression Helps to improve the quality and availability of the employees. (Mullins, 2007) Below, is a table provided by Mullins in his book defining Training, and summarizing the training in an organization. This chart fits in with an organization like Hyatt due to its large size, skill requirements and situation handling needs in its employees. There is also a strong mentoring system in place. Each new employee is mentored by an experienced employee. This helps the new employees learn and understand the processes as well as provides them with a confidante who helps them fit in to the organization and imbibe the culture. Coaching is the process of helping employees improve performance and develop their capacity to perform well in the future. It is about changing behavior to make things better. Because the process of change is difficult and can provoke anxiety, people often resist it. The forces of inertia are strong, but effective coaching can surmount them. (Friedman, 2010) Hyatt Hotels encourage coaching with the help of the mentoring system, and a concept known as Hyatt on skill training. This training module is undergone by supervisors and above. Graduating this module enables employees to conduct training sessions for tasks. Training may be conducted within the department / team. A trainer is entitled to train three other employees at a time. This enables personalized coaching for employees which makes it easier for them to understand and work on day to day tasks thus increasing the productivity. Monitoring of employees performance is also easier and more effective making them more confident in their jobs. Summary and Conclusion After the above report on Hyatt Hotels Corporation, one can derive many conclusions about the company. Hyatt is a very large organization with a presence around the world and has been awarded many times for being a great company to work for. Some of their most recent awards are mentioned below: The Culture of Hyatt Taking into consideration, Mr. Charles Handys models of culture, Hyatt follows the Role culture model. This model is getting increasingly popular with large organizations as it works by logic and rationality. The internal business processes are controlled by A process and procedure for roles fixed job descriptions, definition of authority A process and procedure for communication fixed channels and tools of communication Rules for dispute settlements a process of appeal and thorough investigation. Hyatt portrays a strong corporate culture. Corporate culture may be defined as the sum total of the customs, traditions, values and meanings that make the company unique. Since the corporate culture is formulated by the senior management and founders of the organization, it is often termed as the character of the organization. (Montana P, 2008)   

2001 USA Patriot Act is Unconstitutional and Ineffective Essays

I. Introduction   Ã‚  Ã‚  Ã‚  Ã‚  In the aftermath of the September 11, 2001 terrorist attacks US Congress passed legislation known as the Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism Act of 2001 commonly known as the USA Patriot Act. This paper will attempt to prove that not only is the USA Patriot Act unconstitutional but many of its provisions do nothing at all to protect Americans from the dangers of terrorism. While this act made legislative changes that increased surveillance and the investigative powers of law enforcement agencies to protect America from further terrorist acts, the passing of the USA Patriot Act has reduced the privacy rights of Americans and also does not provide for a system of checks and balances that safeguard civil liberties. Terrorism is a serious matter that should not be handled lightly, but the act has gone over the top in trying to stop terrorism. The USA Patriot Act, enacted for protecting America from further attacks, not only does little if anything to protect Americans, but rather undermines their civil rights. The Patriot Act targets not only terrorists, but also the American people which it intended to protect. This paper will primarily speak of the violations of the First and Fourth Amendments and the lack of checks and balances in relation to the USA Patriot Act. II. Background   Ã‚  Ã‚  Ã‚  Ã‚  After the September 11th terrorist attacks, America was understandably frightened that this could happen again. Less than a week after the attacks the Bush administration introduced legislation that included items which had previously been voted down, sometimes repeatedly, by Congress. (Surveillance Under the USA Patriot Act) The Senate version of the Patriot Act, which closely resembled the legislation requested by Attorney General John Ashcroft, was sent straight to the floor with no discussion, debate, or hearings. Many Senators complained that they had little chance to read it much less analyze it before having to vote. In the House, hearings were held, and a carefully constructed compromise bill emerged from the Judiciary Committee. But then, with no debate or consultation with rank-and-file members, the House leadership threw out the compromise bill and replaced it with legislation that mirrored the Senate version. Neither discussion nor amendments were permitted, and once... ... feel rushed as they did with the signing of this Act. Congress should review some of the terminology in the Act such as the definition of ‘Domestic terrorism’ to ensure we are not inadvertently including innocent individuals under the name of national security.   Ã‚  Ã‚  Ã‚  Ã‚  There should be a system of checks and balances where congress must review the methods the FBI, CIA and other law enforcement agencies are using in relation to wire taps, search warrants etc. Congress must ensure that the intelligence gathered is used in connection with terrorists and not just criminals in general.   Ã‚  Ã‚  Ã‚  Ã‚  States and the private sector should get more involved in security at the airports, banking procedures and surveillance so that the federal government does not have complete control and overstep their boundaries.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, the idea behind the 2001 USA Patriot Act was a solid one made in a time of extreme duress and fearfulness. Now that we have had time to readjust and really look at the consequences of this act, it is time to reevaluate and pass into law a modified version to keep in line with what our forefathers believed for our country.   Ã‚  Ã‚  Ã‚  Ã‚  

Indian Horse Essay

Jerome?s, and finally ends when he is an adult unraveling the layers Of his Firstly, Sail's journey for the truth begins in his early childhood. Past. During this time, Saul faces many demons he does not know how to deal with, so he chooses to run away from them. By doing this, Saul is haunted by these demons for the rest of his journey. At a young age, he witnesses the impact residential school has on his mother: â€Å"It was as if she was under the influence of a potent medicine no shaman had the power to break† (Wages 9). As he sees his parents reject their reality, he also rejects his win reality.This hinders Sail's journey, as reality must be taken for what it is, not hidden away. His parents also drink as a way to escape: † â€Å"80th my parents had taken to the Sunshades drink, and we left the bush in pursuit of it† (Wages 12). This further distances them from Saul, to the point where they are not there to raise him. This is why Saul embarks on his journey alone, as he believes that there is no one else able to help him. Finally, the only beacon of light in Sail's childhood, his grandmother, dies in his arms: â€Å"Instead, she was gone. Frozen to death saving me, and was cast adrift on a strange new rive' (Wages 24).Sail's grandmother is very important to him, so upon her death, Saul loses hope that his reality can be handled. From this, Saul tries to escape reality rather than face it, but the consequence is that he is unable to progress from this time period. He chooses to bottle up all these traumatizing events within himself, but this sets off his tumble into darkness. Due to his troubled upbringing, Saul does not accept his life as an Indian, nor the person that he used to be. Thus, the central theme is introduced, that people's past must be confronted, not avoided, so that they can move on, and accept their former selves.Secondly, after Saul enrolls at SST. Groomer's, he suffers deep mental and physical abuse, which hinders hi s journey for the truth. His time at SST. Jerome is the most traumatizing period of his life, as Saul clearly states â€Å"SST. Groomer's took all the light from my world† (Wages 35). The harsh environment Of the school scars Saul emotionally: I saw kids die of tuberculosis, influenza, pneumonia and broken hearts at SST. Groomer's. Saw young boys and girls die standing on their own two feet. I saw runaways carried back, frozen solid as boards. I saw bodies hung from rafters on thin ropes.So I retreated. T hats how I survived. Alone. When the tears threatened to erupt from me at night I vowed they would never hear me cry. I ached in solitude. What I let them see was a quiet, withdrawn boy, void of feeling. (Wages 44) Saul pushes away this reality by this by cutting himself off from the rest of the world and forgetting his true self. By doing this, he is able to survive, but he is arced to deal with the truth much later in his life. This would push back Sail's journey, as it co ntributes to the demons that he faces and carries with him.Ignoring reality just makes it even more difficult to deal with it afterwards. However, Saul is also special, as he is gifted with the vision that allows him to excel at hockey. Thus, he uses the sport as a distraction: ‘When I hit the ice I left all of that behind me. Stepped onto the ice and Saul Indian Horse, the abandoned Ojibwa kid, clutched in the frozen arms of his dead grandmother, ceased to exist† (Wages 66). Hockey is Sail's shield, and it is the way that he escapes from reality, but it does not help him confront his past. Instead Saul runs away from his past.No matter what people do, their past will always catch up with them. Finally, Saul reveals that Father Liberties raped him: â€Å"He was my captor, the warder of my innocence. † (Wages 162). The reader does not know this until much later, and this is reflective of Saul. Since he chooses to oppress those memories so that he forgets, he also a llows Father Liberties to continue to rape him. Those who ail to understand the past are bound to repeat it. As Saul is not able to fully comprehend the reality of his time at SST. Groomer's, he chooses to bury it deeply within himself.However, by doing this, Saul suffers great consequences, and he is unable to progress in his journey searching for the truth. This develops the central theme that the past must be confronted, not escaped, to be able to move along with life. Finally, much later in his life, Sail's journey comes to an end, and he is able to accept himself. Initially, when he loses his protection that was hockey, Saul is forced to slowly and eloquently face his past: M/hen the racism of the crowds and players made me change, became enraged because they were taking away the only protection had.When that happened, I knew that the game could not offer me protection any longer. The truth of the abuse and the rape of my innocence were closer to the surface. † (Wages 160 ) Yet, this is not the end of his journey, as he is not ready to face his past. As Saul prolongs his journey, he also continues to suffer. He dodges the past by pursuing a nomadic life before taking to alcohol: â€Å"In alcohol I found an antidote to exile . Covered that being someone you are not is often easier than living with the person you are. I became drunk with that. Addicted.My new escape sustained me for awhile† (Wages 144). By doing this, he faces even more demons, forcing him to dig even deeper to find the truth. Finally, Saul come to the realization that he must visit SST. Groomer's, now closed, and God's Lake, the place of his upbringing: â€Å"I'd never walked the shore of the lake completely. But did so that day, and every step closer to our old family campsite transported me further back. The angst in my belly disappeared. My thoughts cleared. I walked in a peace could not recall having experienced before† (Wages 163).Saul must come to terms with himsel f, so that he is able get rid of all the demons that he carries. By doing this, he is able let go of the past, and progress into a new phase of his life, one in which he is not constantly trying to escape. This leap is very difficult for Saul, but by doing this, he was able to find the truth he was searching for, thus completing his journey. His journey, albeit long and difficult, is ultimately successful, as by miming to terms with his past, Saul is relieved of all the pain he has been holding onto, and is able to accept himself.This also finishes the development of the theme that the past must be confronted to be able to move along. It does not manner the journey that people take to come to terms with the past, but it is only necessary that in the end, they are able to accept the past for what it is. In conclusion, Sail's life can be seen as a journey. From his days as a young Indian to his early adulthood, Saul choose to oppress any collections of the harsh reality of his childho od, instead choosing to distract himself with hockey, work, and alcohol.

Role and Responsibilities of a Teacher in Montessori Essay Example

Role and Responsibilities of a Teacher in Montessori Essay Example Role and Responsibilities of a Teacher in Montessori Essay Role and Responsibilities of a Teacher in Montessori Essay The Montessori teacher plays an important role in the Montessori environment. The teacher needs to acquire a deeper sense of the dignity of the child as a human being, a new appreciation of the significance of his spontaneous activities, a wider and thorough understanding of his needs. The most essential part of the teacher is that the teacher should go through spiritual preparation. The moral preparation is necessary before one is fit to be entrusted with the care of the children in a principle hitherto chiefly confined to members of religious orders. According to Montessori such preparation should be first step in the training of every teacher whatever nationality or creed. She must purify her heart and render it burning with charity towards the child. She must learn to appreciate and should gather all those tiny and delicate manifestation of the opening life in the Childs soul. The teacher must be initiated, he must begin by studying his own defects, his own evil tendencies rather than by being excessively pre occupied with a â€Å"child’s tendencies, â€Å"with the manner of â€Å"correcting a Childs mistakes,† or even with the effects of original sin. â€Å"First remove the beam from your own eye and then you will see clearly how to remove the speck from the eye of the child†. The secret of childhood. pg. no. 149. The first step an intending Montessori teacher must take is to prepare herself. She must always keep her imagination alive and when she begins her work she must have a kind of faith and she mus t free herself from all preconceived ideas concerning the levels at which the children may be. (Meaning they are more or less deviated) must not worry her. The teacher, when she begins work in our schools, must have a kind faith that the child will reveal himself through work, she must free herself from all preconceived ideas concerning the levels at which the children may be. † The Absorbent Mind pg. 276. In The Absorbent Mind (pp. 277-81), Maria Montessori offered some general principles of behavior for teachers in the Montessori classroom. * The teacher becomes the keeper and custodian of the environment. She attends to this instead of being distracted by the childrens restlessness. . . All the apparatus is to be kept meticulously in order, beautiful and shining, in perfect condition. . . . This means that the teacher also must be attractive pleasing in appearance tidy and clean, calm and dignified. . . . The teacher’s appearance is the first step to gaining the Childs confidence because the child of this age idealizes his mother. The teachers first duty is therefore to watch over the environment, and this takes preceden ce over all the rest. Its influence is indirect, but unless it is well done there will be no effective and permanent results of any kind, physical, intellectual or spiritual. * The teacher must . . . entice the children. . . . The teacher, in this first period, before concentration has shown itself, must be like the flame, which heartens all by its warmth, enlivens and invites. There is no need to fear that she will interrupt some important psychic process, since these have not yet begun. Before concentration occurs, the Montessori teacher may do more or less what she thinks well; she can interfere with the childrens activities as she deems necessary. . . She can tell stories, have some games and singing, use nursery rhymes and poetry. The teacher who has a gift for charming the children can have them do various exercises, which, even if they have no great value educationally, are useful in calming them. Everyone knows that a lively teacher attracts more than a dull one, and we can all be lively if we try. . . . If at this stage there is some child who persistently annoys the others, the most practical thing to do is interrupt him . . . to break the flow of disturbing activity. The interruption may take the form of any kind of exclamation, or in showing a special and affectionate interest in the troublesome child. * Finally the time comes in which the children begin to take an interest in something: usually, in the exercises of Practical Life, for experience shows that it is useless and harmful to give the children Sensorial and Cultural apparatus before they are ready to benefit from it. Before introducing this kind of material, one must wait until the children have acquired the power to concentrate on something, and usually . . this occurs with the exercises of Practical Life. When the child begins to show interest in one of these, the teacher must not interrupt, because this interest corresponds with natural laws and opens up a whole cycle of new activities. . . . The teacher, now, must be most careful. Not to interfere means not to interfere in any way. This is the moment at which the teacher most often goes wrong. The child, who up to that moment has been very difficult, finally concentrates on a piece of work. . . Praise, help, or even a look, may be enough to interrupt him, or destroy the activity. It seems a strange thing to say, but this can happen even if the child merely becomes aware of being watched. . . . The great principle that brings success to the teacher is this: as soon as concentration has begun, act as if the child does not exist. . . . The duty of the teacher is only to present new things when she knows that a child has exhausted all the possibilities of those he was using before. An important task of the teacher is careful observation. The teacher should guide each child, introducing materials, and assisting where needed and she should make sure that all the material necessary for children at a particular stage of development is available for them to use. This helps the teacher prepare the environment with the child’s interest in mind. The teacher is constantly alert to the direction in which the child is going, and actively works to help the child achieve their goals. The Montessori teacher facilitates the classroom activities, carefully planning the environment, and helping progress from one activity to the next. The teacher must be aware of the need for day-to- day preparation of the environment. They should make sure the room is clean and fresh, and it is adequately heated in winter, and cool and airy in summer and there should be various pictures displayed on the walls, flowers are changed daily or not and the calendar is changed regularly. Montessori professionals are trained to deal with each child individually. This is often called following the child. A Montessori teacher often stands back while the child is working, allowing them to gain satisfaction in their own discoveries. Montessori tools promote motor skills as well as development of the mind. This idea allows students to think critically about the solution, rather than just sit back the formula or method that his or her teacher dictated. The Montessori teacher embodies these ideas and creates in the child the feeling of confidence and accomplishment. Montessori teachers are not the center of attention in the classroom. Their role centers on the preparation and organization of learning materials to meet the needs and interests of the Montessori children. The focus is on children learning, not on teachers teaching. Dr. Montessori believed that the teacher should focus on the child as a person rather than on the daily lesson plans. Although the Montessori teacher plans daily lessons for each child, she must be alert to changes in the child’s interest, progress, mood, and behavior. Montessori teachers are scientific observers of children. They avoid using rewards and punishments for good or poor work. Montessori teachers never criticize or interfere in a child’s work. It is only in a trusting atmosphere that a child’s personality has room to grow. Children must have the freedom to choose their own activities and learn to behave without restriction. Dr. Montessori thought this was real work and that the child would reveal his/her true nature once he/she found work that commanded his/her full attention. Anne Burke Neubert, in A Way of Learning (1973), listed the following elements in the special role of the Montessori teacher: * Montessori teachers are the dynamic link between children and the Prepared Environment. * They systematically observe their students and interpret their needs. They are constantly experimenting, modifying the environment to meet their perceptions of each childs needs and interests, and objectively noting the result. * They prepare an environment meant to facilitate children’s independence and ability to freely select work that they find appealing, selecting activities that will appeal to their interests and keeping the environment in perfect condition, adding to it and removing materials as needed . * They carefully evaluate the effectiveness of their work and the design of the environment every day. They observe and evaluate each child’s individual progress. * They respect and protect their students independence. They must know when to step in and set limits or lend a helping hand, and when it is in a childs best interests for them to step back and not interfere. * They are supportive, offering warmth, security, stability, and non-judgmental acceptance to each child. * They facilitate communication among the children and help the children to learn how to communicate their thoughts to adults. They interpret the childrens progress and their work in the classroom to parents, the school staff, and the community. * They present clear, interesting and relevant lessons to the children. They attempt to engage the child’s interest and focus on the lessons and activities in the environment. * They model desirable behavior for the children, following the ground-rules of t he class, exhibiting a sense of calm, consistency, grace and courtesy, and demonstrating respect for every child. * They are peace educators, consistently working to teach courteous behaviors and conflict. They are diagnosticians who can interpret patterns of growth, development, and behavior in order to better understand the children and make necessary referrals and suggestions to parents. The role of a Montessori teacher is that of an observer whose ultimate goal is to intervene less and less as the child develops. The teacher creates an atmosphere of calm, order and joy in the classroom and is there to help and encourage the children in all their efforts, allowing them to develop self-confidence and inner discipline. With the younger students at each level, the teacher is more active, demonstrating the use of materials and presenting activities based on an assessment of the childs requirements. Knowing how to observe constructively and when, and how much, to intervene, is one of the most important talents the Montessori teacher acquires during a rigorous course of training at AMI training centers throughout the world. The role of a Montessori Directress is the vital link between that of the child and the environment. Under her guidance a child will develop both as a person and intellectually to reach their full potential and become the man of the future. â€Å"She is the main connecting link between the material that is the objects and the child†. Maria Montessori It is the Directress’ role is to prepare a beautiful and enticing environment which will welcome the child in and provide a safe, calm and peaceful atmosphere in which they can learn. She must carefully arrange the room with child size furnishings and must ensure that all the educational materials are on display for a child to see in an orderly fashion. The apparatus should be stimulating, purposeful and invoke * Montessori philosophy purports that children learn best when they choose their own activities, within a richly educative environment. The duties of a Montessori teacher are to observe and assess children’s individual abilities and interests in order to provide an environment that stimulates and challenges them to learn. A Montessori teacher gives children opportunities to make their own discoveries, instead of telling them how to do something or giving them answers to problems. He or she also encourages children to feel at ease when they make a mistake, and to see mistakes as opportunities for further learning. * The duties of a Montessori teacher are to encourage a child’s enthusiasm for learning and natural work ethic. The Montessori approach gives children time to develop their concentration because a Montessori teacher remains sensitive to the focus of a child’s attention. If a child is engrossed in an activity, a Montessori teacher will not disturb that concentration unnecessarily. The Montessori approach of mixed age groups enables younger children to learn from older children, and older children to learn by teaching the younger ones. It also enables each child to progress at his or her own pace. * The duties of a Montessori teacher are to prepare a calm, organized and stimulating learning environment for children, allowing them to move freely within appropriate guidelines and to work as part of a social group. A teacher using the Montessori Method demonstrates the use of learning resources and materials to the children. The function of these materials is to help children develop essential cognitive skills. Teachers using the Montessori Method place children aged between 2 months and 3 years in a nurturing, homey environment that will help them develop cognitive, language, social and physical skills. The Montessori Method places older children in classroom settings of mixed age groups: 3 to 6 years, 6 to 9 years and 9 to 12 years. 1. The Montessori teacher is the dynamic link between the child and the Prepared Environment. 2. She is a systematic observer of the child and an interpreter of his needs. 3. She is an experimenter, tailoring the environment to meet his perceptions of the childs needs and interests, and objectively noting the results. 4. The Montessori teacher is a programmer, preparing the environment and keeping in perfect condition, adding to it and removing materials as needed. 5. She is an evaluator, judging the effectiveness of her own work and the environment every day. She must also evaluate the progress of each child. 6. She respects and protects the child. She must know when to step in and set limits or lend a helping hand, and when it is in the childs best interests to step back and not interfere. 7. The Montessori teacher is a supporter, offering warmth, security, stability, and non-judgemental acceptance to each child. 8. She is a facilitator of communication among the children and of the childs effort to communicate with her. She must also interpret the childs progress and her work to parents, the school staff, and the community. 9. She is a demonstrator, presenting clear, interesting and relevant lessons to the child. Her role is to seduce the child into spontaneous fascination with the materials through her demonstrations. 10. The Montessori teacher is a consistent good example of desirable behaviour for the children, following the ground-rules of the class herself, and exhibiting a sense of calm, consistency, grace and courtesy, and demonstrating respect for every child. 11. She is a peacemaker, consistently working to teach courteous behaviours and conflict resolution. 12. The Montessori teacher is a diagnostician, able to interpret the patterns of diversity, and non-judgemental acceptance to each child.

Anne Boleyn Essays

Anne Boleyn Essays Anne Boleyn Paper Anne Boleyn Paper Although Anne Boleyn was queen of England for only three years, she played a major role throughout the Renaissance.Mother to Elizabeth I, she has been well-known for her political influence in England. Annes date of birth varies widely.Some articles claim she was born in 1502 or 1503, while others believe she was born as late as 1512-which would make her a little older than eleven when the King of Englandfirst beheld her and fell in love with Anne.At any rate, Anne was born into the Boleyn family most probably at Blickling Hall in Norfolk.Her father, Sir Thomas Boleyn-husband to the Duke of Norfolks daughter, Elizabeth Howard-was fairly well-off in their time.All three of their children-Mary, Anne, and George-were given a wonderful education.Anne, especially, was very bright, even as a little girl she was able to learn extremely quick.Although not much is known about Annes childhood, it is said she was born with a sixth finger and a huge mole on the side of h er neck-two signs of witchcraft, and many people throughout her time believed her to worship the devil. She isfirst publicly mentioned as an attendant lady accompanying Mary Tudor, the Kings sister, when she set off to France in 1514 to marry Louis XII.Many documents believe for a few years Anne stayed with Queen Claude, wife of Francis I.Queen Claude was a very pious woman, as most people were in that time, and it was thought of as a great honor to stay with her.However, as a daughter of a mere knight, Annes status was low in a place where rank was of paramount importance.(Noah Loft)Again, there is not much that anyone knows about Annes stay with the Queen, except that a boy, not older than twenty perhaps, fell in love with Anne; and Anne in turn, fell in love with him.He was Lord Harry Alergnon Percy, heir to the Earl of Northumberland.He was rich and his inheritance would be great.But there w Related Papers Queen Elizabeth 1 Anne Frank Rise of the Church of England Example research essay topic: Anne Hutchinson 584 words The Influenced and Influential King Henry Viii Henry The 8th Anne Frank Example research essay topic: Anne Frank 458 words Mary Queen of Scots Biography Analysis of Anne Bradstreet’s Poems Mary Queen of Scots Anne Frank Elizabeth Movie Review How to cite this page Choose cite format: Anne Boleyn. (2018, May 16). Retrieved from https://paperap.com/paper-on-anne-boleyn/'>APA "Anne Boleyn." PaperAp.com, 16 May 2018, https://paperap.com/paper-on-anne-boleyn/'>MLA PaperAp.com. (2018). Anne Boleyn. [Online]. Available at: https://paperap.com/paper-on-anne-boleyn/[Accessed: 19 Sep. 2019]'>Harvard "Anne Boleyn." PaperAp.com, May 16, 2018. Accessed September 19, 2019. https://paperap.com/paper-on-anne-boleyn/'>Chicago "Anne Boleyn." PaperAp.com, 16 May 2018, https://paperap.com/paper-on-anne-boleyn/'>ASA "Anne Boleyn," PaperAp.com, 16-May-2018. [Online]. Available: https://paperap.com/paper-on-anne-boleyn/. [Accessed: 19-Sep-2019]'>IEEE PaperAp.com. (2018). Anne Boleyn. [Online]. Available at: https://paperap.com/paper-on-anne-boleyn/[Accessed: 19-Sep-2019]'>AMA Anne Boleyn. (2018, May 16). Retrieved from https://paperap.com/paper-on-anne-boleyn/ Copy to clipboard A+ Pages:3 Words:682 This is just a sample.To get a unique paper Hire Writer Want to get a price estimate for your Essay? Deadline Paper type Essay (Any Type) Admission Essay Annotated Bibliography Argumentative Essay Article Review Book/Movie Review Business Plan Case Study Coursework Creative Writing Critical Thinking Presentation or Speech Research Paper Research Proposal Term Paper Thesis Other Article (Any Type) Content (Any Type) Q&A Capstone Project Dissertation Lab Report Scholarship Essay Math Problem Statistic Project Research Summary Assignment Dissertation chapter Speech Dissertation chapter: Abstract Dissertation chapter: Introduction Dissertation chapter: Hypothesis Dissertation chapter: Literature Review Dissertation chapter: Methodology Dissertation chapter: Analysis/Results Dissertation chapter: Discussion Dissertation chapter: Conclusion Dissertation Proposal Thesis Statement Thesis Proposal Application Essay Pages 550 words(double spaced) 126 writers online Check Price A limited time offer! Get custom paper sample written according to your requirements urgent 3h delivery guaranteed Order now Anne Boleyn Paper Discuss the ways conventional or unconventional in which the poets mistress is represented by any TWO poets of the period. Refer to at least three poems, commenting closely on at least two. This essay proposes to explore, compare and discuss the different ways in which poets have portrayed their mistresses in the Elizabethan sonnets. I will be particularly focussing on sonnets 18 and 130 by William Shakespeare and Whoso List to Hunt and They Flee from Me by Thomas Wyatt. These poems show very different ways of portraying the mistresss of two prominent Elizabethan poets, one displaying a conventional portrayal the other three not. Sonnet 18 by William Shakespeare; Shall I Compare Thee to a Summers Day is a beautiful and conventional Petrarchian sonnet with the explanation of the summer, then line 9 beginning with saying how the mistress is lovelier. He compares the beauty of his mistress the beauty of a day in summer; line 2 says Thou art more lovely and more temperate saying that she is more beautiful than summer and more pleasant. He spends the next 7 lines explaining that summer does not last forever, And summers lease hath all to short a date line 4. Shakespeare says the sun becomes too hot using a metaphor for the sun as heavens eye Sometimes too hot the eye of heaven shines, then he also says that often it is not bright enough using personification, talking of the suns complexion as a face; and often his gold complexion dimmed. He then goes back to talking about his mistress, but thy eternal summer shall not fade, he is saying that she is his summer and she will always be that way, her summer-like beauty will never diminish as the sun and season will. He is using his poetry to make her beauty timeless, even death cannot take her beauty when it is recorded in his work; Nor death brag thou wandrest in his shade, when in eternal lines to Time thou growst. Immortalising her in his sonnet as an artist would in a portrait. Sonnet 130 also by William Shakespeare; My mistress Eyes are nothing like the sun is also a pertrachian sonnet with the turn on line 9, but instead of playing up the beauty of his mistress to more than it is, he tells it like it is but still expresses his love for her. The word My used in line 1 and 12, the poet is personalising this poem, it is his mistress, no one has commissioned this sonnet, and it is his own. Shakespeare contrasts his mistress eyes to the sun rather than similarising them, this shows knowledge of the customary comparisons of Sidney in his sonnets. In the third line Shakespeare again shows knowledge of other poets as coral is another comparison used for lips that Shakespeare chooses not to use; Coral is far more red than he lips red. He then goes on to say that her breasts are dun and her hair is black, these were not aspects of conventional beauty in the Elizabethan times also the comparison of hair to wires has possibly been used before Shakespeare implies Whereas (poet mistresses) hairs are normally compared with (gold) wires, mine possesses black ones. (Katherine Duncan-Jones, 1997). He then goes on to mention in lines 7 and 8 that there is perfume that smells better than her breath; And in some perfumes is there more delight than in the breath that form my mistress reeks. On the whole Shakespeare is not very complimentary towards his mistress, up until the characteristic Petrarchian turn in line 9, where Shakespeare first mentions his love for his mistress. Although music is more beautiful he loves to listen to her speaking. He does not liken to her to a goddess, I grant I never saw a goddess go, he admits that she is mortal and earthly My mistress when she walks treads on the ground. Shakespeare end s with saying that he believes that his love for his mistress is as strong as any of those poets who falsely compare the beauty of there lovers.

Mytholgy in the Lion King essays

Mytholgy in the Lion King essays But Simba, you are the rightful ruler of Pride Rock! yells Nala, Simbas long lost friend. Well maybe I dont want to be king! Simba says. After watching the movie, The Lion King, I realized that mythology was definitely a part of the movie. It relates a lot in many different ways. As I watched it, I took out the key elements of mythology in the movie. Im here to argue the point and tell you the reasons that The Lion King is a mythological story. First of all, one key element in the movie that I found was ruling a certain kingdom of town. In The Lion King, King Mufasa is the ruler of Pride Rock, which is the land where the light touches. Although all the animals follow his command, it doesnt mean he has a dictatorship over Pride Rock. King Mufasa consults the animals to find out what is the best result. On the other hand, In the book, The Odyssey, Odysseus is the ruler of his city, which is the island of Ithaca. When you think of a hero, what do you see? Do you see a tough, brave man doing anything to please you? If you were dying, do you think this hero would save you? When I think of hero in the movie, Simba right away comes to my mind. He took many risks a hero would do. For example, one risk Simba took was coming back home to Pride Rock. He never ever wanted to face the past again yet he conquered his fear and went back to defeat Scar and win his kingdom again. When I think of hero in mythology, the name Hercules comes to my mind. He was a true hero, always helping people and trying his best. A hero doesnt necessarily have to always save people. They just have to always be trying their best and defeating what they truly think should be. Ever hated getting tricked by someone? Did it bother you? In The Lion King, Simba was tricked by a lot of animals. First of all, Simba was tricked by his Uncle Scar. Scar is definitely a trickster in many different ways. ...

Restructure of the Global Economy after the Financial Crises Essay

Restructure of the Global Economy after the Financial Crises - Essay Example Kenneth Lay and his team of corrupt executives stole millions of dollars in performance bonuses. He cooked up the books, created fake shell corporations, and misguided the Securities and Exchange Commission (SEC) and the general public about the actual state of affairs at Enron. I would ask Kenneth Lay about the start of the pattern of corruption at Enron. Did he ever think that the corruption at his company would get so much out of control? Does he feel any remorse for destroying the value of Enron from $90 a stock to less $1? The stockholders of Enron lost over $11 billion due to the irresponsible actions of Kenneth Lay and his crew of bandits (Suddath). The second person I started to talk to at the party was Bernard Madoff. Once upon a time Bernard Madoff was in charge of what seemed to be one of the most successful investment funds in the industry. In reality Bernard Madoff was not investing any of the money he was receiving from investors. Bernard Madoff was running a $50 billio n ponzi scheme. The revelation is considered one of the biggest financial scandals in the history of Wall Street. Upon meeting Mr. Madoff I would ask him about his illicit operations. What was different about your ponzi scheme? How were you able to hide the truth from investors from so long? If you had to do it again would you make the same decisions? Bernard Madoff wasted his financial intellect robbing people of their hard earn money. The next two persons I got a chance to talk to during the party were Milton Friedman and Adam Smith. Both these gentlemen have no association to the disgraceful scandals Kenneth Lay and Bernard Madoff were involved with. Milton Friedman has worked throughout his lifetime as an economist, professor, and author of many books. In 1976 Milton Friedman won the Nobel Prize for economics. In 1962 he wrote the book Capitalism and Freedom. Adam Smith throughout his lifetime was a philosopher and economist. He introduced the topic of self-interest into the bus iness world. â€Å"Today Smith’s reputation rests on his explanation of how rational self-interest in a free-market economy leads to economic well being† (Econlib). I would sit in a round table with both Milton and Adam to discuss the financial crisis of 2008 and ideas on how to improve the global economy today. During the financial crisis of 2008 the global economy hit rock bottom as the world entered into a recession that devastated the standard of living of billions of humans across the world. The banking industry was one of the parties responsible for the crisis due to the fact that they were making housing loans to people that did not qualify. The housing market fell and many Americans were faced with negative equity on their homes. Bankruptcies skyrocketed during the financial crisis of 2008. I would ask both Adam Smith and Milton Friedman if they thought the crisis could have been prevented. I would take advantage of this opportunity to speak with these two reno unced economists to discuss ideas about how to improve the global economy. An idea that I have that is aligned with the self-interest perspective of Adam Smith is imposing a global tax. The global tax would equal 2% of the gross domestic product (GDP) of each nation. The organization responsible for charging the tax would be the United Nations. The money gathered from this tax would be used to provide economic assistance to the

You Career, Your future Essay Example | Topics and Well Written Essays - 250 words

You Career, Your future - Essay Example As an example, when prompted to write an essay for a college class I need to think critically about how to write the essay, what to say, and how to say it. Even though this isn’t as high pressure as the situations I will be under as a practicing nurse, writing good essays for college classes teaches me skills for when I do need to make decisions to save lives. Even more important is me being able to communicate my ideas to other people. It is important for me to learn to write well so that I can do lab reports. Sometimes I find it difficult to understand things what need to be done to make my writing perfect but I always remember the rules I was taught in this course. One that sticks with me the most is: â€Å"Nothing waters down writing faster than poor proofreading!† Without proofreading, my papers turn into something my reader can’t understand. That can be dangerous in the nursing profession, and can threaten both my college and professional

Human Trafficking Assignment Example | Topics and Well Written Essays - 1500 words

Human Trafficking - Assignment Example Under the federal rule, coerced work is a harsh outline of trafficking people. Most victims of human trafficking are taken for labor purposes. For example, some could be recruited to run errands in construction sites. Others, especially children could be taken for home servitude, sexual use or labor. Human trafficking for sexual purpose is common and most children, close to 70% are trafficked for sexual exploitation (Gozdziak & Bump, 2008, 6). The stern types of trafficking individuals are distinct. One, sex trafficking: in this case a profitable sex act is induced by power, coercion and fraud in which the individual is pressurized to perform such act. The other form human trafficking is through the recruitment, transportation, provision, or getting the person for work via the use of fraud or pressure with the aim of subjecting him to involuntary servitude. In addition, a person is also subjected to peonage or slavery (Armaline et al. 2013). However, human trafficking can also happen in work circumstances such as home servitude, immigrant farming and labor in a person-like plant. Whether an action falls in the description of trafficking is based on the kind of labor for the victim and the use of force and coercion to get or retain the work. The exception is that the human trafficking covers the utilization of small children for profitable sexual actions even when there is no fraud or force (Armaline et al. 2013). Human trafficking also involves individuals who are detained against their will to pay off arrears. A victim’s original accord to tour or do the work does not permit the boss later limit the individual’s liberty. In addition, the agreement should not also let the employer restrict the worker’s liberty by use of threats or force to get refunds. In the United States, the full measurements of the challenge of human trafficking are hard to gauge. However, it is clear that human trafficking is a key basis

Week 5 posts 8000 Essay Example | Topics and Well Written Essays - 250 words

Week 5 posts 8000 - Essay Example Nursing is a very comprehensive field and considering they are paramedics, your master’s knowledge surpasses their levels of certification. On your second issue, you have elaborated on the high cost of nursing programs. You have compared several programs with those of similar if not lesser quality and the duration and cost that you might find unnecessary. My recommendation would be, keep your confidence on attainment of higher standards as it increases on your information on nursing. Thanks for your informative post on this week’s discussion topic. I agree that ethics assist in knowing what is wrong and what is right. In healthcare, since you are dealing with patients and their well-being integrity is an essential matter. According to Hamric, Spross, and Hanson, (2009) a nurse should learn to keep secrets, suffer and struggle. This is all to the goodwill of the patient. You have also added that ethical conflicts in the healthcare sector can arise from professional interactions, research, gender, pain, or even life issues. This is evident as the nurse’s advance in their careers. A solution to this problem you have added would be a nurse attaining a DNP. This equips them with skills to handle medical dilemma. However, you have said that they are also in a dilemma with pain management and end life crisis. You have given an example of a dialysis patient with a stroke and how the hospital went about it. The inclusion of the various professionals to explain to the family on steps to take, elaborate on ethics in the hospital. Also in the diabetic patient, it is well

Tort Reform in the United States Research Paper Example | Topics and Well Written Essays - 750 words

Tort Reform in the United States - Research Paper Example Generally, the purpose of the tort system is to provide compensation for those individuals who have been harmed (Champan, 2010). The harm, in this case, ought to be a proven one so that full compensation can be made available. This paper, therefore, seeks to provide information on the tort system in the United States of America and how it works. The paper will provide information on how this system is used in the U.S when and how they are performed and how it affects the individuals in general. There are various issues which are identified as those that makeup debates on the tort reform. These aspects include: Economic effects Fairness in treatment Restrictions on damages that are noneconomic Reduction in the decree of limits of action Punitive injuries and awards Awards for suffering Class action proceedings in the United States Claimed inadequacy of the authorized system. In the United States of America, tort reform activists argue that many lawsuits are frivolous. These advocates claim that the tort reforms of the present time are too expensive. Advocates, in this case, tend to prove that they are not comfortable with tort cases as far as the cases are concerned. This is major because they tend to suffer more than those who are involved in the cases. These advocates claim that they are the ones who face adverse effects for fighting the wrong in the society. To them, they feel that it is not fair because when fighting for the right, they end up facing exactly the opposite. Tort law generally defines what makes up an authorized injury and establishes the charge. It is simply an answer from the civil court to criminal law. This reform, therefore, is the political expression for the divisive matter of reducing tort proceedings, rewards, damages, and reimbursement. The aspect that majorly contributes to this reform being controversial is that its promoters aim at placing limits on the quantity  monetary damages that may be awarded in medical malpractice or indi vidual injury lawsuits (Bornstein, 2007). This makes it controversial because advocates are meant to be of help to those who are affected but at some point, they are found to be having limits. In this case, it is quite clear that not every individual will have their advocates fight for them. There are cases where advocates choose not to get involved because of the rules and regulations that have been set. At this point, the advocates are trying to avoid instances where they get to suffer more (Lunney & Oliphant). They tend to have limits to make sure that the tort cases they deal with do not adversely affect them instead. Most of the advocates support tort alteration, particularly in the personal injury lawsuits. This is because of the undulate effects legal fees and extreme damages have on industries and taxpayers by extension. Tort reform's advocates say these undulate effects result in prices that are higher for both services and products. At this point, they are complaining as w ell because they feel that these reforms do not do them good. They feel that at some point it becomes hard for them. They feel that they are not able to deal effectively with the effects that come along with these reforms. Areas of the authorized procedure which are embattled by tort reformists include contingency fees, venue shopping, and class action court cases.

Industrial Services of America Inc Essay Example | Topics and Well Written Essays - 1000 words

Industrial Services of America Inc - Essay Example It is evident that a number of factors including promotion, job security, approval from peers and management, and appraisals, motivate employees in an organizational scenario. Internal factors, such as ethics, values, and morals of the organization affect the motivation and work output of the employees. A successful organization ensues that its employees are well motivated because they are the organization itself. An organization should study and structure its throughput variables in a manner that will enhance employee motivation. The knowledge of throughput variable interaction is essential for successful employee motivation and performance enhancement (Burke, 2010). This paper will examine the throughput variables of Industrial Services of America Inc. and how their interaction influences employee motivation and performance. Industrial Services of America is a company that is in the recycling business majoring in metal recycling. This business is quite competitive in the United Sta tes, and this exposes ISA to potential business risks and stiff competition from some of the established recycling companies. This problem is compounded by the fact that the economy is unfavorable for the market; therefore, the company’s returns are adversely affected. ISA management has resorted to employee motivation using throughput variable interaction to influence employee motivation and enhance performance. This increases the work output of employees thus increasing the returns of the company. Throughput Variables used by ISA Mission and Strategy The mission and strategy of ISA emphasizes on consistent and clarity in communication that are essential for the company’s success. The senior management believes in forming a mission and vision statement that is celebrated by both the public and the employees. To ensure that employees celebrate the strategy and the mission of the organization, the teams that create it must consider the opinions of the employees in the p rocess. Studies have shown that those organizations that have involved teams at all levels in mission and strategic planning increase an employee’s motivation to the success of the organization. Through wide consultations and public debate, the employees’ individual needs and divergent views are listened to without reprimand. This process motivates employees because it makes them valued and thus dissipating any hidden rebellion or resistance to management (Sharma, 2006). Individual needs and values As aforementioned, an individual’s need for satisfaction influences their motivation. ISA is like a society with employees with a diverse background. This translates to different needs and values among the company’s employees, which makes it vital for the organization to enhance its ability to meet the different needs of the employees. ISA identifies the values and needs of its employees through integrating them in the process of major decision-making. The comp any has a culture in which the management mingles freely with the junior employees besides the use of effective feedback mechanisms that are employed. The feedback mechanisms used by the company are essential for job enhancement decisions taken by the management. Job enhancement and enrichment boost employee motivation. This is because the meeting of the employees’

Week 5 posts 8000 Essay Example | Topics and Well Written Essays - 250 words

Week 5 posts 8000 - Essay Example Nursing is a very comprehensive field and considering they are paramedics, your master’s knowledge surpasses their levels of certification. On your second issue, you have elaborated on the high cost of nursing programs. You have compared several programs with those of similar if not lesser quality and the duration and cost that you might find unnecessary. My recommendation would be, keep your confidence on attainment of higher standards as it increases on your information on nursing. Thanks for your informative post on this week’s discussion topic. I agree that ethics assist in knowing what is wrong and what is right. In healthcare, since you are dealing with patients and their well-being integrity is an essential matter. According to Hamric, Spross, and Hanson, (2009) a nurse should learn to keep secrets, suffer and struggle. This is all to the goodwill of the patient. You have also added that ethical conflicts in the healthcare sector can arise from professional interactions, research, gender, pain, or even life issues. This is evident as the nurse’s advance in their careers. A solution to this problem you have added would be a nurse attaining a DNP. This equips them with skills to handle medical dilemma. However, you have said that they are also in a dilemma with pain management and end life crisis. You have given an example of a dialysis patient with a stroke and how the hospital went about it. The inclusion of the various professionals to explain to the family on steps to take, elaborate on ethics in the hospital. Also in the diabetic patient, it is well

Industrial Services of America Inc Essay Example | Topics and Well Written Essays - 1000 words

Industrial Services of America Inc - Essay Example It is evident that a number of factors including promotion, job security, approval from peers and management, and appraisals, motivate employees in an organizational scenario. Internal factors, such as ethics, values, and morals of the organization affect the motivation and work output of the employees. A successful organization ensues that its employees are well motivated because they are the organization itself. An organization should study and structure its throughput variables in a manner that will enhance employee motivation. The knowledge of throughput variable interaction is essential for successful employee motivation and performance enhancement (Burke, 2010). This paper will examine the throughput variables of Industrial Services of America Inc. and how their interaction influences employee motivation and performance. Industrial Services of America is a company that is in the recycling business majoring in metal recycling. This business is quite competitive in the United Sta tes, and this exposes ISA to potential business risks and stiff competition from some of the established recycling companies. This problem is compounded by the fact that the economy is unfavorable for the market; therefore, the company’s returns are adversely affected. ISA management has resorted to employee motivation using throughput variable interaction to influence employee motivation and enhance performance. This increases the work output of employees thus increasing the returns of the company. Throughput Variables used by ISA Mission and Strategy The mission and strategy of ISA emphasizes on consistent and clarity in communication that are essential for the company’s success. The senior management believes in forming a mission and vision statement that is celebrated by both the public and the employees. To ensure that employees celebrate the strategy and the mission of the organization, the teams that create it must consider the opinions of the employees in the p rocess. Studies have shown that those organizations that have involved teams at all levels in mission and strategic planning increase an employee’s motivation to the success of the organization. Through wide consultations and public debate, the employees’ individual needs and divergent views are listened to without reprimand. This process motivates employees because it makes them valued and thus dissipating any hidden rebellion or resistance to management (Sharma, 2006). Individual needs and values As aforementioned, an individual’s need for satisfaction influences their motivation. ISA is like a society with employees with a diverse background. This translates to different needs and values among the company’s employees, which makes it vital for the organization to enhance its ability to meet the different needs of the employees. ISA identifies the values and needs of its employees through integrating them in the process of major decision-making. The comp any has a culture in which the management mingles freely with the junior employees besides the use of effective feedback mechanisms that are employed. The feedback mechanisms used by the company are essential for job enhancement decisions taken by the management. Job enhancement and enrichment boost employee motivation. This is because the meeting of the employees’

Why Labor Unions Were Successful Essay Example for Free

Why Labor Unions Were Successful Essay The years following the Civil War era was considered a gilded era due to the rapid economic and population growth in the United States. In this â€Å"gilded† time new inventions were being created, and factories were being revolutionized and more and more jobs were being created. With rapid population growth comes rapid growth of problems. Jobs were being created as fast as people were willing to fill them. Businesses everywhere were booming. But after a while, workers grew tired of the strict and demanding work conditions. Factory workers in this time were working in extremely poor conditions and had no power. Workers were often abused by the factory owners and their wages were cut very low. The mass immigration also did not favor the laborers as it made them so east to replace. In order to fight back, laborers would join labor unions in order to protest all these horrible conditions. Primarily, one of the important factors of the American opinion upon labor unions was the press. One of which was the New York Times (Doc. B). Often times the press was bribed by large companies in order to have favor them, hence giving labor unions a bad name. This article is about the BO railroad strike. They said it was a hopeless cause and the strikers do not even know what they wanted. (Doc. C) is another great example how the reputation of labor unions weren’t great. In the picture that Thomas Nass illustrates he is showing the laborer has killed the goose that lays the golden egg. One of these golden eggs is in his pocket and another egg is in the basket of the woman and child in the background of the illustration. This illustration is suggesting that labor unions do not know what they are doing and will regret it in the long run. Also, Nass is suggesting that the labor unions have a communist influence and that behind the labor unions is in fact communism.

What Are The Challenges And Drivers Of Internationalization Management Essay

What Are The Challenges And Drivers Of Internationalization Management Essay In the modern world economy, business transactions can be conducted within the same city, the same country, or even between two countries. The term of internationalization has been adopted by many researchers, for instance Bell (1995): A firms engagement in a specific foreign market develops according to an establishment chain, i.e. at the start no export activities are performed in the market, then export takes place via independent representatives, later through a sales subsidiary, and, eventually manufacturing may follow. Internationalization has become a significant research topic for business academics in the past forty years. A substantial amount of research has focused on multinational enterprises (Dunning, 1973; Markusen, 1995; Kogut and Zander, 2003), with a growing interest in the internationalization of small and medium sized enterprises (SMEs) (Oviatt and McDougall, 1994). Meanwhile small- and medium-sized companies (SMEs) have been believed to be significant in supporting economics improvement within a country (Mazzarol, Volery, Doss, and Thein, 1999). For example, in the Netherlands, SMEs account 98.8% of all private-sector companies, contribute 31.6% to Gross Domestic Product (GDP), and employ 55% of the total workforce (EIM Business Policy Research, 1999). Furthermore, obtaining sales outside their own domestic market is a goal of many small and medium-sized enterprises (SMEs) and their governments (Economic Development Board, 1993). This thesis will be concentrated on the process of internationalization of SMEs, and especially the barriers of internationalization and motivations for export activities. In fact, SMEs are able to develop abroad since nowadays countries all around the world have become almost indistinguishable in terms of cultures and institutional settings (Johanson and Vahlne, 2003). 1.2 Problem statement According to problem indication, this there for leads to the following problem statement; What are the barriers and motivations of internationalization with regard to small and medium sized enterprises? 1.3 Research Questions The following questions will be posed in order to draw conclusions with respect to the problem statement: What are the characteristics of small and medium enterprises? How do the enterprises internationalize? What are the challenges and drivers of internationalization? 1.4 Research Method and Data Collection 1.4.1 Research Method This thesis will use a literature study as the method of research. To be able to answer the research questions, the research method that shall be used is the literature study. To develop a theoretical framework, exploratory studies are used in this research. It is the most ideal type of research for obtaining a clear understanding of the phenomena of interest (Sekarana, 2003). 1.4.2 Data Colletion Most of the resources used are secondary data which is data that have already been gathered by other researchers in the past (Sekarana, 2010). So far the author has found several journals and articles discussing internationalization of small and medium enterprises as the main source of this thesis. Firstly, literature based on drivers and motivations of internationalization of small and medium enterprises were sought using several search engines such as Google Scholar, and also database such as JSTOR. The following keywords were used: Internationalization, SMEs, Drivers and Motivations. These keywords were used separately and in combinations with each other. Secondly, more literature, articles and statistical data were found from the internet. Google is used as the search engine. Finally, to determine the quality of the literature, it is important to look at the number of citations from other high quality journal included in this literature. Another way to determine if literature is trustworthy is by looking at the references. 1.5 Structure of the Thesis In the remaining chapters the structure will be as follows: Chapter 2 shall review and analyze some of the definitions of small and medium enterprises and their characteristics, referring research question Q1. Chapter 3 will examine the theories and the process of internationalization. In chapter 4, I will investigate the opportunities and barriers to internationalization. In the final chapter, conclusions will be drawn and the problem statement will be answered. 2. SMALL AND MEDIUM ENTERPRISES 2.1. Definition of SMEs There is no single, uniformly acceptable definition of a small firm (Storey, 1994). However, some definitions are very depending on criteria such as number of employees and turn over. In 1971 Bolton Report (Dawes Haydock in Frank, 1999) attempted to overcome the problem of small firm definition by formulating what it called an economic definition and a statistical definition. Under the economic definition, a firm is regarded as small if it satisfied the following three criteria: they had a relatively small share of their market place; they were managed by owners or part owners in a personalized way, and not through the medium of a formalized management structure; they were independent, in the sense of not forming part of a large enterprise. The Committee also formulated a statistical definition which was designed to address three main issues. The first was to quantify the size for the small-firm sector and its contribution to economic aggregates such as gross domestic product (GDP), employment, exports and innovation. The second purpose was to compare the extent to which the small enterprise sectors economic contribution has changed over time. Thirdly, applying the statistical definition, this allows a comparison to be made among the contributions of small firms in one country with that of other nations. Furthermore, there is a lack of consensus on how to define SME (Gibb, 1993; Curran and Blackburn, 2001) as each country defines SME differently. For example, in the US and Canada, SMEs are generally defined as firms with fewer than 500 employees. In Japan, different headcount ceilings are used for manufacturing (up to 300 employees), wholesale (up to 150) and retail (up to 50). In this thesis we use the classification given by the Commission of the European Communities (2003/361/EC 2003). According to the European Union (2003), an SME is an enterprise with fewer than 250 employees and a turnover no more than 50 million Euros or a balance sheet total of no more than 43 million Euros. Small enterprises employ less than 50 and micro enterprises less than 10 employees. 2.2. Characteristics of SMEs SMEs are always one of the remarkable subjects for the researchers. It may be distinguished from larger firms by a number of key characteristics. Researchers have drawn some characteristic for the SMEs. Characteristics often discussed as typical of SMEs are as followed: Limited resources (Welsh and White, 1981). A small and medium enterprise generally has limited resources, which means they did not have money to purchase the required machinery and to hire many workers. This is extremely true for new starts-up due to an absence or lack of track record on the firm to entice potential investors and bankers. Hence, it is highly dependent on the capability of the owner to generate resources. Informal management style (Kotey, 1999 and Slade, 2005). For small and medium enterprises, the management is usually informal. The owner has to do almost everything and employees are normally expected to be able to duty as generalists as there is no clear division of tasks. Flexibility (Aragon-Sanchez and Sanchez-Marin, 2005). The enterprise has more flexibility to adapt to changes in the environment due to its size and informal structure. It is also vulnerable to grow in the enterprise environment. For example, any changes in government policy or technology might have a strong influence on the firms since instant changes require additional resources or capital. This might become a constraint to the firms to compete and sustain  itself in the market. Dependence on individual decision makers (Feltham and Barnett, 2005). The firms are managed and operated by the owner. The entrepreneurs of the business lead the company and play a role as both employee and employer. The growth of the firms is determined by the owner. Decision making is commonly done by the owner. 3. INTERNATIONALIZATION Different approaches and perspectives have been contributed to the literature firms internationalization (Morgan and Katsikeas, 1997), and these issues have been researched over three decades (Etermad, 2004). For instance, a gradual perspective of SME internationalization is explained in the Uppsala Model, and the Finnish-POM Models (Johanson and Wiedersheim-Paul, 1975; Johanson and Vahlne, 1977). The other perspective is that SME internationalization is explained by an economic view (Dunning, 1977), and another view is described by a network approach (Kenny and Fahy, 2004; Majkgard and Sharma, 1998; Welch and Welch, 1998). The last view is described as the International New Venture perspective (Oviatt and McDougall, 1994; Zahra, Ireland, and Hitt, 2000). All these models are briefly discussed below. Of the gradual approaches, the Uppsala Model initiated by Johanson and Wiedersheim-Paul (1975) and further developed by Johanson and Vahlne (1990 and 1977) is widely used to describe pattern of small firms internationalization (Andersson, 2004). In Uppsala Model, they make the distinction between state and change aspect of internationalization variables. They argue that the present state of the firm is the important factor in explaining future changes and subsequent stages. The state aspects are represented by the firms market commitment to the foreign market and the market knowledge about foreign market and operations. The change aspect is seen as commitment decision and the performance of current business activities. The concept of market commitment is assumed to be composed of two factors: Firstly, the amount of resources committed, for example, the size of investment in the market (marketing, personnel, organization etc.); Secondly, the degree of commitment, for instance, the difficulty of finding an alternative use for the resources and transforming them to practice. Market knowledge is seen as information about markets and operations which is somehow stored reasonable retrieval in the minds of individuals inside the firm, in computer memories or in written reports. International activities require both general knowledge about market operations and market specific knowledge. Current business activities are the prime source of experimental knowledge for the firm. It could be argued that experience could be gained alternatively through the hiring of the personnel with experience or through advice from persons with experience. Commitment decisions depend very much on experience since they are a response to perceived uncertainty and opportunities on the market. Decisions to commit further resources to specific foreign operations will more often be taken if experimental knowledge increases. This implies that additional market commitment as a rule will be made in small incremental steps because its takes time to gain experimental knowledge about foreign markets. The Uppsala model concentrates on the gradual acquisition, integration and use of knowledge about foreign market. According to this model, lack of knowledge is an important obstacle in the development of international operations and such knowledge can be acquired mainly through operations abroad. The gradual acquisition of knowledge increase foreign commitments. The second gradual model distinguishes three dimensions of internationalization (Luostarinen, 1979). First is Product (P), which describes what in terms of the firms goods, services, know-how and systems. Second is the Operation mode (O) which relates to how firms operate such as through agents, subsidiaries, licensing and management contracts. Third is Market (M), which describes where in relation to the selection of markets and takes into account political, cultural and physical differences. The organizational capacity dimension was a later addition to describe organizational structure, resources, finance and personnel (Welch and Luostarinen, 1988). Nonetheless, neither gradual model addresses the issues of networking. The networking view concentrates on non-hierarchical systems where enterprises invest to support and monitor their role in international networks. Referred to as the network perspective, this research draws on the theories of social exchange and resource dependence, and emphases on firm performance in the context of a network of interorganisational and interpersonal relationships (Axelsson and Easton 1992). Such relationships can include customers, competitors, suppliers, private and public support agencies, and friends, family and so on. Organizational boundaries therefore incorporate both business and social relationships. The theory suggests three methods of internationalization: International extension, explains how a company initially establishes connections with networks in other countries; Penetration, the firms develops the relationships that arise from those networks, which is described as the penetration method; International integration, the time when the company integrates the networks in different countries. Based to this research, internationalization determined by on an organizations set of network relationships rather than a firm-specific advantage. Therefore, externalization (rather than internalization) occurs. The network approach offers a complementary perspective to FDI theory given the latter does not account for the role and impact of social relationships in business transactions (Granvetter 1985). Also, internationalization decisions and activities in the network approach appear as patterns of behavior influenced by various network members, while FDI theory assumes coherent strategic decision-making. The network perspective introduces a more multilateral element to internationalization (Johanson and Vahlne 1992, p.12). Interestingly, this perspective has evolved from Johanson and Vahlnes early work, and reflects their ongoing research exploring the management of foreign market entry. For example, their (1992) study of internationalization in the situation of exchange networks found that even if foreign market entry is the gradual process (supporting the Uppsala model), it follow from interaction, and the development and maintenance of relationships over time. These findings support Sharma and Johanson (1987), who found that technical consulting firms operate in a network of connected relationships between organizations, where relationships become bridges to foreign markets and offer firms with the prospect and incentive to internationalize. The International New Venture theory emerged in the mid-nineties in response to the recognition that many firms do not go along with the gradual models in their internationalization process (Etemad, 2004a; Kenny et al., 2004). These firms are called Born Global (Knight and Cavusgil, 1996; Rennie, 1993), whilst Oviatt et al., (1994) identify them as Global Start-ups or International New Ventures (INV) firms. This model focuses on the age and not on the size of the firms and suggests that the INVs retain unique assets and capabilities that enable firms with limited resources to venture faster into foreign markets. Furthermore, Coviello and McAuley (1999) argue the internationalization happens gradually. With his extensive study of internationalization, Gripsurd (1990) points out that there is a three-stage model describing how an organization develops its international business study. First, the organization starts as a potential exporter, where they do not yet have the opportunity to export any of their goods or services. During this stage, the organization is still producing and distributing its products in the domestic market. Moreover, in the second stage, the firm is known as a passive exporter, where it has the opportunity to export its goods or services. However, they only represent upon request; therefore, there is no self-initiative. To continue, in the third stage, the firm is known as an active exporter, when it is increasing export activities abroad. With respect to the explanations, it is clear that Bell (1995) and Gripsrud (1990) mainly focus on the idea that internationalization develops in a number of stages. It happens gradually, not just with a single movement. 3.1 Process of Internationalization There are six steps that have been used for understanding about the internationalization of the small and medium enterprises. This process is not mattered only for the small and medium firms but applied in larger firms as well (Moberg and Palm, 1995 in Jennie and Zetterwall). These steps involved respectively, why internationalization (motives), company situation (SWOT), what (product and service), where (market selection), how (entry modes), and when (point of entrance). 3.1.1. Find out motives for internationalization. When a company goes internationalization it is often driven by certain stimuli or stimulus. Sometimes external and internal pressure such as competition, excess capacity of resources and a small and decline home markets put pressure on the company for becoming international. Other time firms go international because they want to. They have a unique product that is not widely available from international competitors or a technological advance in a special field (Czincota Ronkainen, 1995). 3.1.2. Clearly define the current situation of the enterprise (through conducting a SWOT analysis). To enter a foreign market does not mean new opportunities, but also a totally new situation with new environment and cultures. To find out whether a firm is ready to meet and handle this new situation or not, a complete analysis of the company situation has to be done by using SWOT analysis (Thompson Strickland, 1995, in Jennie Zetterwall). Companys economy, production, personnel, marketing, international experience and language capabilities are some factors those must be analyzed into SWOT analysis (Moberg Palm, 1995 in Jennie Zetterwall). Potential markets and marketing environment have to be analyzed to find attractive opportunities and avoid environmental threats. 3.1.3. Decide on the product or service enterprise wish to integrate in this process. The success of the firm depends on its products offered and on how well the firm is able to differentiate the product or service from what the competitors offer. When a company enters in a new market it should start with a small share of the assortment, mainly quality products or already established products. 3.1.4. Select the right market to penetrate. When firm decides to enter foreign markets, the customers and market conditions are quite different from their home market. That stage firms need to enhance international marketing strategies considering different aspect of the marketing such as product, price, promotion, place, logistics, competition, and so on. The firms strategies decided, whether use to the existing product or develop a new product to serve the foreign market. A firm operating the international marketing should not only identify the product for different markets but should also develop suitable strategies for growth such products. Whether a single standardized can be offered worldwide or a customize product need to be develop for each market is the most significant product decision that firms has to do while operating in international markets. In the international market, decision related to quality, packaging and labeling of product require specific attention and consideration. Product strategy of the firm in in ternational markets is often influenced by cultural context (Joshi, 2005). Therefore, it is a responsibility of the manager/owner to know the taste and preferences of the customer in a target market, and formulate the product strategy according to the marketing conditions. Sometime color, size, and packaging of the product play vital role in the success of the firm (Joshi, 2005). 3.1.5. Decide on mode of entry. After the selection of the market has been done, the company has to decide how to approach the foreign market. A firm can, for example choose to sell directly to the final consumer, to sell indirectly through distributors and/ or agents, or to produce locally in foreign countries. The choice depend on factors such as, resource of the exporting company, the characteristics of the product, the goal of the internationalization, the distribution culture in foreign markets, and the number and demand of the customer (Czinkota Ronkainen, 1995). 3.1.6. Find the right moment to do it. Furthermore, a company has to determine when to enter the foreign market. The company must be sure that market is ready, that the company has enough resources and the right market channel and product for specific market (Moberg Palm, 1995 in Jennie Zetterwall). Meanwhile, Masurel and Montfort (2006) explored the changes between stages in the life cycle of small and medium-sized enterprises in the professional services sector. They distinguish four different, subsequent stages in the life cycle. 1. Starting; 2. Growth; 3. Maturity; 4. Decline. They found that the first three stages represent an increase in diversification in sales, increase in differentiation of labor force, and increase in labor productivity. In the last stage, the diversification in sales, differentiations in labor force, and labor productivity all drop. As growth as one crucial key in this life cycle, SMEs starts internationalization which has become more and more relevant to the competitiveness of enterprises of all sizes. Recently, SMEs that start with a global strategy can change swiftly to take advantage of cross-border activities, which offers chances not only for revenue growth but also the exchange of knowledge and the development of capabilities, thereby strengthe ning the long-term competitiveness of the firm. 3.2. The Models of Internationalization Tookey (1969) developed an early example of modeling progression through various steps, pre-dating the Uppssalla model; this involved the advancement of the firm from exporting, to international marketing and finally international business The behavioural approach of the Uppsala views internationalization as having four stages (Johanson and Wiedersheim-Paul 1975, Johanson and Vahlne 1977) while Bilkey and Tesar (1977) identify six steps, Aijo (1977), Cavusgil (1980) and Reid (1981) identify five, while Czinkota (1982) identifies six. Johanson and Wiedersheim-Paul (1975), Johanson and Vahlne (1977) Stage 1: No regular export activities; Stage 2: Export via agents; Stage 3: Establishment of a sales subsidiary; Stage 4: Production or manufacturing in a foreign market. Bilkey and Tesar (1977) Stage 1: Management not interested in exporting; Stage 2: Management willing to fill unsolicited orders but not effort made to explore feasibility of actively exporting; Stage 3: Management actively explores feasibility of active exporting; Stage 4: Firm exports experimentally to psychologically close county; Stage 5: Firm is now an experienced exporter; Stage 6: Management explore feasibility of exporting to psychologically distant countries. Cavusgil (1980) Stage 1: Firm sells only in domestic market; Stage 2: Pre-export phase, the firm searches for information and evaluates feasibility of starting to export; Stage: Experimental involvement, firm begins exporting to psychologically close country; Stage 4: Active involvement, exporting to more new countries, direct exporting and increase in sales volume. Czinkota (1982) Stage 1: The completely uninterested firm; Stage 2: The partially interested firm; Stage 3: The exploring firm; Stage 4: The experimental firm; Stage 5: The experienced small exporter; Stage 6: The experienced large exporter. Reid (1981) Stage 1: Export awareness, problem of opportunity recognition and arousal of need; Stage 2: Export intention, motivation, attitude, beliefs and exporting about exporting; Stage 3: Export trial, personal experience from limited exporting; Stage 4: Export evaluation, results from engaging in exporting; Stage 5: Export acceptance, adoption of exporting or rejection of exporting. 4. DRIVERS AND BARRIERS TO INTERNATIONALIZATION Drivers of Internationalization There must be some motivations behind the decision to go international. Leonidou, Katsikeas and Percy (1998) determine that organizations are typically willing to market themselves for four reasons. First, it may be due to slow growth in the domestic economy as evidenced by a reduction in the number of the home market opportunities. Consequently, an organization will look for other opportunities by entering new international markets (Chandra, Styles and Wilkinson, 2009). Second, there may be a trade deficit followed by currency devaluation and a number of export restrictions. Third, the world trading system may become more liberalized leading to a minimization of international market entry barriers. Forth, it might be more intensive global competition in the global business environment. All these trends have developed the dynamic of exports. The creation of exports is not only due to the self-initiative of a company, but also by the government. This is also confirmed by Gripsrud (1990) who suggests that the government of a country may believe their firms to think globally by expanding their service areas to foreign markets, due to the expectation of an increasing volume of exports from the country. Thus, it will help the economy of that country. Furthermore, OECD (2009) also analyzed motivations for small and medium-sized internationalization including growth motives, knowledge-related motives, network or stoical ties and domestic or regional market factors. 4.1.1 Growth Motives Growth opportunities associated with international markets were identified as a key driver of firm internationalization in several recent studies (Orser et al., 2008), (Rundh, 2007), (Barnes et al., 2006), (Reynolds, 2007). The possibility of growth in other markets and increased profit opportunities from international expansion were highlighted as key stimuli for exporting. Firms overseas venturing decision also seems to be motivated by a need for business growth, profits, an increased market size, a stronger market position, and to reduce dependence on a single or small number of markets. The growth motive is very closely linked to maximizing returns and minimizing costs in purchasing, production and sales. 4.1.2 Knowledge-related Motives Garvey and Brennan (2006) suggest that knowledge assets both push and pull SMEs into international markets. The push dimension pertains to the importance of managers previous international experience and related management capacity factors. There are also related findings on the internationalization triggering effects of knowledge aspects, including RD investment, innovation capabilities, unique product or technology, and language skills; and firm resource base, as indicated by such proxies as size, age, and experience. 4.1.3 Network or Social Ties and Supply Chain Links Camara and Simoes (2008) have highlighted the importance of network/social ties and supply chain links in triggering SMEs first internationalization step and extending internationalization processes. The research studies particularly reported the stimulating effect on export activity of firms soft assets, including social and network capital, some of which may have accrued through managers immigrant background and associated links. 4.1.4 Domestic or Regional Market Drivers There is also support from recent relevant research (Lopez, 2007), (Staoian, 2006) on the push effects of firms limited or stagnating domestic market on internationalization behavior. The enterprise differed significantly in their export tendency, with export propensity increasing in regions with less favorable domestic conditions, local incentives to export and good export infrastructure. Recent evidence from Chile and Indonesia further suggest a greater tendency to export among firms from sectors characterized by high levels of export intensity and presence of foreign buyers. The Indonesian finding on the importance of foreign buyers presence is significant as it reinforces the earlier observed need to boost SMEs role in global value chains through facilitating their integration into production or supply systems of foreign affiliates of larger firms (OECD, 2008). Cavusgil and Nevin (1981) also classify the internal determinants of export behavior in four categories, which are differential firm advantages, strength of managerial aspirations for various business goals, management expectations about the effects of exporting on business goals, and level of organizational commitment to export marketing. Firstly, differential firm advantages are derived from the nature of the firms products, markets, technological orientation, and resources. These factors are important in preparing the firm and in motivating its management, but not sufficient to initiate export. Secondly, the strength of managerial aspirations for various business goals, such as growth profits, and market development are a second set of drivers. The importance that managers attach to internationalization is believed to be a direct determinant of a firms export behavior. Thirdly, management expectations about the effects of exporting on business goals reflect the managers knowledge and perceptions of possible risks and profitability of export. These expectations are also influenced by external factors, such as unsolicited orders from foreign buyers and fluctuations in exchange rates. Lastly, the level of organizational commitment to export marketing indicates the willingness to devote adequate resources to export-related activities. As reporting involves many new tasks and requires commitment of financial and managerial resources, this is a critical factor for an effective internationalization strategy. 4.2. Barriers to Internationalization In order to identify the term internationalization with the main focus of the thesis, Coviello and McAuley (1999) stated that not only large organizations, but also small and medium sized organizations, can become global. In addition, they also state that the international expansion of an SME is certainly useful when it comes to contributing to the economic growth and prosperity of a country. However, one thing that should be remembered is that not every SME is ready to expand into international markets. Despite the fact that they have small or medium sized organizations, there must be some factors and limitations in terms of finding global market opportunities. There have been a number of studies which have focused on the barriers to internationalization (Leonidou, 1995; Campbell 1994; Katsikeas and Morgan, 1994, Morgan 1997). The barriers to internationalization can be categorized into five broad areas: financial, managerial, market based (including both the domestic and international markets), industry specific and firm specific. It is widely acknowledged that barriers to internationalization can exist at any stage in the internationalization process (Morgan, 1997). Furthermore, the perception of the barrier