Wednesday, August 26, 2020

The Story of Qin Ju and Ermo

Presentation The paper is an examination of two significant movies, ‘The Story of Qin Ju’ discharged in 1992 and ‘Ermo’ discharged in 1994. It is significant that both the movies are of Chinese foundation. The two are under the class satire dramatization films coordinated Zhang Yimou (The tale of Qin Ju) and Zhou Xiaowen (Ermo).Advertising We will compose a custom research project test on The Story of Qin Ju and Ermo explicitly for you for just $16.05 $11/page Learn More The two movies have two female heroes creating various topics just as different characters. Concerning ‘The story of Qin Ju’, the primary on-screen character Qin Ju in spite of the fact that she is eager and she was in her last trimester couldn't burry her head in the sand subsequent to seeing her better half kicked a few times in the crotch. She chose to visit the town and face the bureaucratic arrangement of equity in her city. Through a few intrigue, Qin Ju made sure about eq uity. In any case, when she was going to convey, she encountered some inconvenience. Her spouses proceeded to wake the town head who later spared her life as Qin Ju was taken to the medical clinic and securely conveyed an infant kid. Authorities went to the town and took a x-beam of Qin Ju spouse which later indicated that he had a messed up rib. The headman was brought to prison for a time of fifteen days. Her endeavors of attempting to obstruct this didn't yield any organic product. Ermo then again is about a Chinese lady, Ermo who is persevering. Since her better half who was a main experiences a wellbeing inconvenience that keep him from undertaking any important obligations, she is answerable for dealing with him and their youngster by selling noodles. Anyway Ermo is in a type of rivalry and envious with her neighbor who has a TV albeit no youngster. This implies each other kid including Ermo’s child would wish to be in that family. Thus she went an additional mile worki ng outside her town with the goal that she could bear the cost of the greatest TV at any point found in the town. Her journey of claiming such a TV has destroyed her family. In a perfect world, the way of life of Chinese individuals is being washed away by westernization.Advertising Looking for research project on workmanship and structure? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Similarities between the heroes A basic examination of these two movies obviously leaves the watcher with certain rates that are like both the heroes; Qin Ju and Ermo. Above all else, both the entertainers are completely playing out the obligations of a lady dependent on the Chinese culture. We are told for example from the beginning that Qin Ju was not just living with her significant other and their dad yet in addition with her sister. This is a reasonable sign that she played out her obligations as a lady to guarantee that the bond between relatives is solid. Also, it is obvious enough that she is playing out her obligations as a lady when she was pregnant for her significant other. So also, Ermo follows up on the comparative situation as Qin Ju. This is exemplified by the way that since her significant other who was a town head became ill and couldn't accomplish any important work, she took the mantle and drew in herself in selling noodles so she could deal with her family. Her family comprised the weak spouse and their solitary child. As per Chinese culture, it is uncommon to see a lady purchasing medication for her better half which Ermo does. This delineates the affection and care she has to her family. The equivalent is likewise the situation with Qin Ju who went as far as possible attempting to guarantee that her husband’s case is sufficiently taken care of. Anyway it is very odd for the ladies to take jobs that are saved for men for example giving and dealing with the family (Ermo) and battling for equity as on accou nt of Qin Ju. In my view, both female heroes delineate the new period of China. Albeit both are ladies who should accept obligations and obligations that pick to accommodate their sex, they went and additional mile in guaranteeing that equity is served and the family gains material things; that is for Qin Ju and Ermo individually. We see that Qin Ju battled such a great amount to guarantee that equity is accomplished for her significant other who was kicked pitilessly on the crotch by the town headman. She was resolved to take the torment and chiding gave her husband’s case is blessed to receive her fulfillment; this is notwithstanding the way that she was pregnant and was going to deliver.Advertising We will compose a custom research paper test on The Story of Qin Ju and Ermo explicitly for you for just $16.05 $11/page Learn More Ermo mirrors the new China delineated by the budgetary freedom and strengthening she has this fills the job of old China which is spoken to by her weak spouse who was at one time a boss. The primary concern while considering these two characters is that they are resolved and are extremely dedicated. Also the two heroes originate from a poor foundation. This I mean regarding funds. For example when Qin Ju was heading out to the city she needed to sell on a few event dried hot pepper with the goal that they could raise transport admission. Correspondingly, Ermo who was fixated on the longing to purchase a major TV had no cash and she was constrained to keep selling her noodles outside her town. I can likewise say that the two ladies displayed elevated expectations of ethical quality. There is no occurrence that Qin Ju has been appeared to participate in extra conjugal undertakings or lack of regard her significant other. On a similar note, in spite of the fact that Ermo spouse was weak because of affliction, she didn't surrender to the lewd gestures she got from the ‘Blind man’. In a perfect world the two female her oes are vehicle of progress (political, social and social) that China will involvement with future. Contrasts between the heroes Although there are likenesses between the two primary on-screen characters of the movies; there are a few contrasts between them. One such contrast is with respect to what drove their activity. For Ermo, it is clear that it was desirous that drove her to obtain a TV that is tremendous and over the top expensive for her family. Watchers comprehend that her journey to purchase a TV is absolutely because of her neighbor getting one. This leaves Ermo to be viewed as a realist and desirous individual. This leaves her to be marked a covetous individual since it is reputed that the TV she needs to purchase is costly to the point that even the nation chief can't bear. Then again, Qin Ju battle for equity is absolutely guided by foul play never really spouse by the town headman. She believes this to be raunchy and against essential human rights and she accepts that on the off chance that nothing is done, at that point a similar will rehash itself in future.Advertising Searching for research paper on craftsmanship and plan? We should check whether we can support you! Get your first paper with 15% OFF Find out More Essentially, it is significant that the activities of the two lead to various results. For example, the longing of Ermo to go to the city and take part in exercises that will win her more cash has endangered her relationship with her family. Then again, the connection between Qin Ju and her family has for sure become more grounded. This is on the grounds that her significant other has understood that she thinks about him so much that she looked for equity for him through the correct way. It merits referencing that while Ermo didn't get the fulfillment she wanted Qin Ju was by the day's end fulfilled. In any case, she couldn't keep the police from bringing the town head to prison for fifteen days as she accepted he was the person who spared her life that portentous night when she was in the process of giving birth torments. There are a few contrasts between these female heroes in the movies, from my own examination the character Qiu Ju from the film The Story of Qiu Ju, is open minded and steady, while Ermo, from the film Ermo isn't lenient yet hurried and over aspiring. The open minded nature of Qiu Ju is depicted in the film from the second her significant other was harmed by the political pioneer. She selects to follow her heart along these lines guarantee that her requests are dealt with therefore giving her feeble spouse the best possible treatment that she could ever offer to him, this is the point at which she promised to the lawmaker that she will indict him for his activity. While Ermo is bigoted when she leads her exercises because of rivalry and pride, this is the point at which she said to Blindman that she will purchase a greater TV set than his and it will be the jealousy of the town. End From the audit of the two movies; the narrative of Qin Ju and Ermo, it is clear that they are Chinese parody dramatization films. The story line is about Chinese ladies who are endeavoring to make the lives of their families’ better one by battling for equi ty while the other planned for getting material things, TV set. It is important that the two female heroes share a great deal practically speaking for example they are dedicated, decided just as being the substance of progress in China. In any case, they do show contrasts for example Ermo is materialistic while Qin Ju isn't, the main thrust for their activities are entirely unexpected as Ermo is driven by envy and avarice while Qin Ju is driven by the craving to battle for equity. Works Cited Ermo. Dir. Zhou Xiaown. Push. Chen Kunming Jimmy Tan. DVD. Sony Pictures Classics, 1994. The Story of Qin Ju. Dir. Yimou Zhang. Nudge. Yiting Feng Kwok mama Fung. DVD. Sony Pictures Classics, 1992. This research paper on The Story of Qin Ju and Ermo was composed and put together by client Kieran Sloan to help you with your own examinations. You are allowed to utilize it for examination and reference purposes so as to compose your own paper; in any case, you should refer to it as needs be. You can give your paper here.

Saturday, August 22, 2020

Free Essays on Drugs

The territory of Illinois, explicitly the Chicago zone, is the point of convergence for the progression of illegal medications into the Great Lakes Region. Chicago is the significant center for the conveyance and transshipment of medications all through the Great Lakes Region and the Midwest. Three significant sorts of dealing bunches are liable for the greater part of the medications in Illinois. Mexican polydrug associations, Colombian medication associations dealing in cocaine and heroin, and Nigerian gatherings dealing in Southeast Asian heroin are the significant transporters and discount wholesalers of medications in Chicago. The most widely recognized methods dealers use to ship drugs into Chicago are business trucks, traveler vehicles, bundle conveyance administrations, air bundles or messengers, and railroads. Sorted out road posses, for example, the Gangster Disciples, Vice Lords, and Latin Kings control the dissemination and retail of cocaine, heroin, and cannabis. Rough w rongdoing related with road packs, while declining in some urban regions, is expanding in rural and rustic territories of the state as these posses extend their medication markets. Medication use influences the human life form in a few different ways. A division can be made between psychoactive impacts, for example, changes in discernment, perception, influence, and levels of nervousness or restraint. Physical impacts like expanded or lessened heart work, lung capacity and muscle pressure. It is essentially the previous impacts, which make drugs alluring, and are a significant purpose behind their utilization. A portion of the physical impacts improved or suffering real execution from energizers, muscle unwinding or rest from sedatives. These psychoactive and physical impacts are affected by the portion, organization mode, mental or state of being of the customer, and the social condition where medications are taken. A large number of the physical impacts are named in light of the fact that t... Free Essays on Drugs Free Essays on Drugs War on Drugs.† 1.) I have reprimanded President Nixon’s, â€Å"War on Drugs† both ethically and on expediential grounds. Do we reserve the option to prevent a person from turning into a someone who is addicted? Power, immediate or aberrant, ought not be permitted to forestall a person’s decision to ingest medications or liquor. The moral blemish in the war on drugs is like liquor restriction. 2.) In the medication game, neither the willing purchaser or the willing vender wants to report a wrongdoing. This reality makes witnesses important. Sources and the gigantic measures of money included prompts defilement, infringement of social liberties, coercive section, and relinquishment of property without fair treatment. 3.) Today, eight fold the number of individuals are imprisoned than were in 1970. The main hotspot for the over the top jail development is the war on drugs. 4.) Sher Hosonko points out the way that we prison 3,109 dark men for each 100,000. 5.) The downtowns have a favorable position for selling drugs. In this manner, more sellers live in the downtowns. Shots regularly fly when contentions between rival street pharmacists happen. At last, slugs fly on the grounds that the medication exchange is unlawful. 6.) When medications are illicit it makes costs take off and quality to decrease. Clients must keep up a relationship with a criminal to flexibly their medication propensity. A junkie who needs treatment needs to confess to being a criminal before getting treatment. 7.) According to the Federal Health and Human Services Department, 66% of all in critical condition disease patients didn't get sufficient agony medicine. This genuine clinical shamefulness is legitimately connected to pressures set on doctors who recommend drugs. 8.) Our war on drugs has subverted the security of outside governments. It has prompted a large number of passings just as monetary misfortune in these equivalent nations. 9.) Can an arrangement be good on the off chance that it prompts debasement, prison, prejudice, annihilates downtowns, unleashes devastation on misinformed people and... Free Essays on Drugs Most Americans would prefer not to spend rare open assets imprisoning peaceful pot wrongdoers, at an expense of $23,000 every year. Government officials must reexamine our nation's needs and append more significance to battling brutal wrongdoing than focusing on pot smokers. Pot disallowance costs citizens at any rate $7.5 billion yearly. This is a gigantic misuse of rare government dollars that ought to be utilized to target savage wrongdoing. Pot disallowance makes no special case for the clinical utilization of pot. The countless genuinely sick Americans who by and by use cannabis as a helpful specialist to lighten side effects of malignant growth, AIDS, glaucoma, or various sclerosis chance capture and prison to acquire and utilize their medicine. Somewhere in the range of 1978 and 1996, 34 states passed laws perceiving weed's helpful worth. Most as of late, voters in two states Arizona and California passed laws considering the clinical utilization of weed under a doctor's management. However, states are seriously restricted in their capacity to actualize their clinical use laws as a result of the government forbiddance of cannabis. America attempted liquor preclusion between 1919 what's more, 1931, yet found that the wrongdoing and viciousness related with forbiddance was more harming than the abhorrence looked to be restricted. With tobacco, America has learned in the course of the most recent decade that training is the best method to demoralize use. However, America neglects to apply these exercises to cannabis strategy. By determinedly characterizing all cannabis smoking as criminal, including what includes grown-ups smoking in the security of their own homes, we are squandering police and prosecutorial assets, stopping up courts, filling exorbitant and rare prison and jail space, what's more, unnecessarily destroying the lives and professions of truly productive members of society. Cannabis sanctioning offers a significant advantage over dec... Free Essays on Drugs BUSH'S DRUG VIDEOS BROKE LAW, ACCOUNTABILITY OFFICE DECIDES WASHINGTON - The Government Accountability Office, an insightful arm of Congress, said on Thursday that the Bush organization damaged administrative law by creating and disseminating TV news sections about the impacts of medication use among youngsters. The responsibility office said the recordings comprise secretive purposeful publicity in light of the fact that the administration was not recognized as the wellspring of the materials, which were disseminated by the Office of National Drug Control Policy. They were communicated by almost 300 TV channels and arrived at 22 million family units, the workplace said. The responsibility office doesn't have law implementation powers, yet its choices on government spending are typically viewed as definitive. In May the workplace found that the Bush organization had disregarded a similar law by creating TV news sections that depicted the new Medicare law as a help to the older. The responsibility office was not condemning of the substance of the video sections from the White House tranquilize office, however found that the organization - a made-for-TV story bundle - disregarded the restriction on utilizing citizen cash for purposeful publicity. Agent Henry A. Waxman of California, the senior Democrat on the Government Reform Committee, who mentioned the audit, said the utilization of the false news sections broke a central guideline of open government. A representative for the medication strategy office said the audit's decisions made a mountain out of a molehill. The representative, Tom Riley, noticed that Congress had approved the medication approach office to mold antidrug messages in films and TV programming and on the Internet. His office quit appropriating the antidrug recordings after the G.A.O. report on the Medicare fragments, Mr. Riley stated, and never acted unlawfully. The medication approach office told examiners that it would have been hard for a rea... Free Essays on Drugs Medications AND THE EFFECT THEY HAVE ON OUR CHILDREN’S LIVES Criminal Justice Great wellbeing permits us to be solid, upbeat, keen and dexterous as we can be. The most exceedingly terrible thing about illicit medications is that they harm individuals from within. Our brains and bodies run like tweaked machines when we deal with ourselves. Specialists endorse meds (which are lawful medications) to mend our bodies when we are wiped out, yet perilous medications are not suggested by clinical experts. The biggest issue with utilization of illicit medications, just as cigarettes and liquor, is among our young grown-ups. Items like wine, lager, alcohol are extremely unsafe for our youngsters in light of the fact that their bodies and particularly their sensory system are as yet creating. It is expressed that cigarettes and liquor slaughter a bigger number of individuals than malignant growth and fender benders brought about by alcoholic drivers than every single other medication. Unlawful medications can cause cerebrum harm. These medications are â€Å"psychoactive,† which implies that they change our character and the manner in which we feel. While affected by these medications we are bound to jeopardize our life just as someone else’s. These illicit medications are addictive and they are exceptionally hard to stop. An addict’s body desires the medication and gets reliant upon it. The medication client may even get debilitated if the medication is ended and this is the reason such a significant number of individuals, kids and grown-ups, become a captive to these medications. In excess of 100,000 individuals kick the bucket each year on account of drinking. Kids are twice as likely as grown-ups to get associated with lethal alcoholic driving vehicle crashes. Half of all attacks against young ladies or ladies include liquor. Drinking is unlawful on the off chance that you are younger than 21 and could be captured for this wrongdoing. Nicotine is additionally exceptionally addictive. When we begin smoking it is extremely hard to stop and smoking cigarettes causes lung malignant growth and different illnesses. Insights demonstrate that tobacco and nicotine related maladies slaughter more than

Tuesday, August 11, 2020

Complete Guide to Holacracy Example of Zappos

Complete Guide to Holacracy Example of Zappos Most organizations you know follow a traditional hierarchical system. There’s someone at the top and the positions trickle down, creating this pyramid-like structure. If this image popped up in your head, it isn’t any wonder, as organizational structures have not changed much over the years. © Shutterstock.com | Honza HrubyHowever, there are alternative ideas and concepts out there looking to challenge this traditional approach. One of these concepts is called “holacracy.” In this guide, we’ll look at what holacracy is and explain the way it works and by the example of the company Zappos. We’ll examine the benefits of holacracy and the criticism it has faced. Finally, we’ll look at how holacracy could work together with the idea of the lean startup.WHAT IS HOLACRACY?The official holacracy website has a quote from Malcolm Gladwell’s ‘What the Dog Saw’, which states:“If everyone had to think outside the box, maybe it was the box that needed fixing.”Essentially, holacracy is about “fixing the box”, i.e. providing a new governance structure. The premise of the system is to answer the question “how do we organize an organization more efficiently?”Hence, holacracy is a system of organizational governance, which seeks to help organizations to distri bute authority more efficiently and to improve decision-making procedures. The goal is to improve management processes and support innovation within the organization.The term comes from the word “holarcy” (Arthur Koestler, “The Ghost in the Machine”). It has its origins in the Greek word ‘holons’, which means “whole” or “units that are autonomous.” The name ‘holacracy’ is actually a registered trademark of HolacracyOne LLC. Therefore, the use of the brand name for commercial purposes is strictly limited, although organizations are free to implement the holacracy model as they wish.The system has gained in popularity in countries such as Australia, Switzerland and the United States, but its not yet widely used. So far, mostly non-profit organizations have adopted holacracy as their governance system. However, some private companies such as Zappos, David Allen Company and Conscious Capitalism, have adopted holocracy as well.For an in-depth overview, you should watch the following Ted Talk by Brian Robertson:How did holacracy develop?The holacracy model started as an experiment of new organizational governance structures in the company Ternary Software in USA. The founder of the organization, Brian Robertson, put his best practices together and the holacracy model was born in 2007.In 2010, Robertson developed and published the Holacracy Constitution, which explains the underlying principles and practices of the structure. This is nowadays used as a guide by organizations trying to implement the system.Online shoe retailer Zappos implemented holacracy in 2013Zappos is an online shoe and clothing retailer in the US. The company was founded in 1999 and in 2009, Amazon announced it would acquire the company in an all-stock deal for around $1.2 billion. Nowadays, Zappos has around 1,500 employees.The online retailer adopted the holacracy governance model in 2013. The company began experimenting with the structure slowly. In mid-2014, around 10% of its employees were under the model. By the end of 2015, the company had implemented the system throughout its entire organization.John Bunch, who works at Zappos, told Mashable in 2014,“Kind of the broad overarching theme about why we’re adopting this is to try to scale agility.” Bunch continued, “The point we’re at as a company is we’ve gotten past where we can be like a small family and really adapt our business to real-time environments.”The experience of Zappos hasn’t been simply smooth sailing. The company’s CEO, Tony Hsieh, announced in 2015 that employees would either have to adjust to holacracy or leave the company, together with a hefty severance package. After the announcement, nearly 18% of employees had decided to quit.However, Hsieh argues the employee exodus shouldn’t be explained through a failure of the system. He told the TechInsider,“Anecdotally I would guess that about half of them, the reason they took the offer was because it actually h ad nothing to do with Holacracy or self-management. It was just because they really had wanted to go out and start their own business.”WHAT ARE THE ESSENTIAL ELEMENTS OF A HOLACRATIC SYSTEM?Holacracy includes a variety of elements to reorganize the governance structure of an organization. This section will look at the principles of a holacratic system through two lenses. First, we’ll use the company Zappos as an example to explain the elements. Secondly, we’ll also explain how these structures differ from a traditional hierarchy.1. Roles instead of job descriptionsPerhaps the striking difference between traditional governance structures and the holacracy model is evident in job descriptions. Whilst we are typically used to job titles such as vice president, manager and so forth, holacratic systems remove these altogether.Traditionally, specific titles and job descriptions provide each person working in the organization a specific set of tasks they need to accomplish. For insta nce, a job title ‘The Head of IT” might require the person to manage the IT department, respond to employee queries and report to the senior management.On the contrary, under the holacracy model, the organization focuses on roles. These roles come from the work within the organization; as they are not restricted to a single individual. Hence, instead of having a single job description, the employees can fill several roles within the holacratic organization. There’s also fluidity, as the roles of each person change depending on the required work.2. Circle structure instead of departmentsTraditional organizations are generally structured around a hierarchic model. You have someone above you in the organization who you report to and who assigns you tasks. However, holacracy removes this hierarchical structure in favor of a circle structure.This means that roles form a circle structure within the organization. For example, certain roles regarding the organizations finances might f orm a larger circle. However, there is hierarchical organization in the way the circles are laid out. Certain circles are ‘above’ others. Nonetheless, each circle has the ability to self-organize.The authority to decide about roles and to assign tasks lies within the circle, not a single person or a different part of the organization. Decisions within each circle are made in a democratic way, not dictated by one department head. Thats the most significant difference between a traditional department and a holacratic circle.Hsieh explained this structure is “about moving faster, being more responsive and adaptable, and enabling employees’ talents and passions to shine”. Each circle can gather around and adjust the roles and tasks without having to run everything through a hierarchical system.What does that look like in practice? If an employee at Zappos wants to change something, he doesnt have to approach his manager anymore and convince him to solve the problem. Instead, h e can ask the circle to assign him the authority to solve the problem himself. As a result, leadership is distributed throughout the whole organization, fostering innovation and improving efficiency.3. Rapid iterations replace big re-organizationsAnother element of holacracy is the way how it deals with re-organizations. Unlike in traditional organizations, where structural updates happen every few years, holacratic structures are updated in rapid iterations.The aim is to keep the organization up-to-date. Important changes occur frequently, and not always within the company. Modern day organizations are constantly changing because of changes in the technological and economic environment, and holacracy wants to ensure the structures are updated monthly to adjust to the latest changes.Part of this are the so-called “governance meetings” where people inside a circle can discuss how to organize roles and other processes. This sort of organizational rapid iteration is a key part of o perations at Zappos.4. Regular meetings to distribute roles and authorityHolacratic systems also implement a different type of governance process. In a traditional organization, authority belongs to certain people who then delegate authority further. While the authority is somewhat shared under these models, the ultimate decision-making power is centralized at the manager in-charge. In order to implement a new idea or to make a change, employees must always seek the approval of the manager higher in the hierarchy.Holacracy changes this and instead focuses on ‘integrative decision making’. People are able to self-organize and make adjustments without having to consult a superior. This allows the system to change fluidly and shifts responsibility and accountability to the individual.To accomplish this, there will be strategic, operational and governance meetings within each circle. During these meetings, employees come together and discuss strategic issues, current project and dis tribute and redistribute authorities within the circle.5. Transparency instead of office politics and constant relationship buildingTraditional organizations tend to have a clear set of procedures that are followed strictly and changes are often slow to come by. Employees are subject to “office politics,” which means that people with insider information and close relations get ahead, while other, potentially more qualified employees do not advance within the organization.Holacracy focuses on transparency and the operational needs of the organization. At Zappos, employees are free to make the decisions and have more authority to solve problems. The rules are laid out in the holacracy constitution and everyone has to follow these rules. There is no space for individual office deals, bypassing certain rules. The priority is that things get done.THE ADVANTAGES AND DISADVANTAGES OF HOLACRACYWhile Zappos has enjoyed some of the benefits of this organizational set-up, it hasn’t been without a few drawbacks. Holacracy has also received its fair share of criticism and the system has its limitations.The advantages â€" an learning organization that adjusts quickly to changing environmentsThe advocates of holacracy believe the system is essentially a better form of governance, which enables and motivates employees to participate in decision-making and to be more innovative. When Zappos introduced holacracy, they also found the system to benefit the organizations work culture.Whilst it’s easy to think holacracy doesn’t have a hierarchical structure and is therefore chaotic, Zappos found the opposite to be true. Hsieh said in an Inc. interview,“There actually is more structure in some cases and more explicit documentation on what people’s different roles are, what their accountabilities are.”Therefore, the holacratic model can provide organizations with more transparency and accountability. Because the rules in the Holacracy Constitution 4.0 are laid out in detail, and everyone in the organization is supposed to read these, there is no room for murky office deals and politics. Everyone knows how the organization operates and the rules are the same for everyone.Furthermore, as the layers of bureaucracy and traditional top-down structures are removed, the organizations employees have the chance to work more efficiently. Since you aren’t required to run all of the decision through someone else, the chances are higher that things get done.In the traditional system, if you found a problem in a specific area, you’d have to first identify the responsible manager. Then they’d probably need to run the issue with other managers at higher hierarchical levels, which needs time. On the contrary, under holacracy, if the circle is in charge of the issue, it doesn’t necessarily matter who solves the problem and its easier to distribute the authority needed to solve problems.Naturally, this sort of agility breeds and encourages innovation. Hsie h writes in Zappos Insights,“When companies get bigger, innovation or productivity per employee generally goes down”.In order to solve this issue, the company uses holacracy.“Holacracy…enables employees to act more like entrepreneurs and self-direct their work instead of reporting to a manager who tells them what to do,” he concludes.The disadvantages / criticism â€" the big picture gets lost and not enough focus on customersHolacracy has also faced criticism and there are certain drawbacks to the system. The most obvious flaw critics point out to is the ‘loss of the big picture’. Since there’s no deep-seated hierarchical structure, the individual circles can become too focused on their own tasks. Therefore, the ‘big picture’ is lost, as the focus is on getting smaller processes to perform smoother.The Economist pointed out in an article how past experiments with democratic structures have not always provided suitable results. While the article acknowledged the s ystem could work in smaller companies such as Zappos, larger firms probably would not benefit from these fluid structures.The system has also faced criticism in terms of its approach on the customer. The Holacracy Constitution has explicit feedback mechanisms, but these are only vertical within the institution, i.e. employees are able to provide better feedback. However, the Constitution doesn’t provide much information on customer feedback.SYNERGY EFFECTS OF HOLACRACY AND LEAN STARTUP: A “LEAN LEARNING ORGANIZATION”The holacracy model is often discussed in connection with the lean startup idea, as the two models have many synergies and could offer a viable organizational structure for companies.The lean startup model was developed by entrepreneur Eric Reis. It’s focused on ensuring that a new startup learns about its market as quickly as possible without using many resources in the process. The ideal process would look something like this:Have an idea for a new product - id entify the riskiest assumptions about the market - build a ‘minimum viable product’ to test these assumptions - release the ‘minimum viable product’ - measure user interaction to learn whether assumptions were valid - use the data to improve or change the product - run the process again and againZappos story follows the lean startup model rather well. It started out with the hypothesis that people would buy shoes online. Hence, Zappos opened a rudimentary website to provide shoes online, which customers slowly started using. As the user base grew further, the company began measuring the traffic and monitoring their preferences in order to improve the website.The lean startup theory focuses on operational procedures, while holacracy focuses on a governance structure. However, both systems fit together and could form a “lean learning organization,” providing answers to the above criticism that holacracy doesnt include the customer. As lean startup models are quite focused on using customer experience at the centre of product development, this would make up for the lack of customer focus in holacracy.Overall, holacracy and lean startups provide a suitable match because:Lean startups focus on operations, whilst holacracy emphasizes governance. A business which uses both approaches would answer the questions: “What product to sell?” and “How do we organize?”Both systems aim at an efficient, flexible and fast learning organization. Lean startup models focus on gathering data to improve learning, whilst holacracy ensures decision-making is swift and based on operations.Both systems use fast iteration cycles. You don’t spend too much time to make decisions or to test products and governance structures, but you adapt to situations as fast as possible.Both systems are created for high uncertainty.Both systems use data immediately when it’s available.Holacracy is definitely a new way of thinking about organizational structure and management. While it might not benefit certain companies, it could be an innovative and efficient way to model a new startup. In combination with the lean startup theory, this could completely change the way how many startups operate.

Saturday, May 23, 2020

Education In Foster Care - Free Essay Example

Sample details Pages: 1 Words: 284 Downloads: 10 Date added: 2019/10/30 Category Society Essay Level High school Tags: Foster Care Essay Did you like this example? The groups of students are, on average, poor, non-white, and have disabilities), missing from current research is an understanding of whether poor education outcomes for foster youth are due to maltreatment and foster care placement or known academic at-risk factors. Findings indicate that for youth with a history of foster care placement, the impact associated child maltreatment and foster care placement comprises their ability to function and learn beyond noted education at-risk factors. Results: Findings indicate even after controlling for the association of noted education at-risk factors, foster youth were significantly less likely to achieve positive outcomes on the majority of education outcomes. Administrative child welfare and education data were merged to investigate education outcomes for youth with a foster care history in grades 8 to 12 in four California counties. Youth with a history of foster care placement were matched closely to general population students on a number of demographic factors. Ethnicity, disability status, and school quality school were a primary at-risk factor for all students. Don’t waste time! Our writers will create an original "Education In Foster Care" essay for you Create order Background/Current Paper: For youth with a history of foster care placement, the impact associated with challenges within the family environment and removal from home often compromises their ability to function and learn. Specifically, students were matched on gender, ethnicity, English Language Learner (ELL) Status, primary disability, National School Lunch Program (NSLP), district, and a measure of school quality. While past research suggests that characteristics of foster youth and at-risk groups identified in the federal Elementary and Secondary Education Act (No Child Left Behind) overlap (Compared to the closely matched group of students, foster youth were 6-26% less likely to achieve proficiency in CST ELA and math and 9-27% less likely to achieve success in English and math courses.

Tuesday, May 12, 2020

Biography of Victoriano Huerta, President of Mexico

Victoriano Huerta (December 22, 1850–January 13, 1916) was a Mexican general who served as president and dictator of Mexico from February 1913 to July 1914. An important figure in the Mexican Revolution, he fought against Emiliano Zapata, Pancho Villa, Fà ©lix Dà ­az and other rebels before and during his time in office. Fast Facts: Victoriano Huerta Known For: President and dictator of Mexico, February 1913–July 1914Born: December 22, 1850 in barrio of Agua Gorda within the municipality of Colotlà ¡n, JaliscoParents: Jesà ºs Huerta Cà ³rdoba and Marà ­a Là ¡zara del Refugio Mà ¡rquezDied: January 13, 1916 in El Paso, TexasEducation: Military College of ChapultepecSpouse: Emilia à guila Moya (m. November 21, 1880)Children: Nine A brutal, ruthless fighter, during his reign the alcoholic Huerta was widely feared and despised by his foes and supporters alike. Eventually driven from Mexico by a loose coalition of revolutionaries, he spent a year and a half in exile before dying of cirrhosis in a Texas prison. Early Life Victoriano Huerta was born Josà © Victoriano Huerta Mà ¡rquez on December 22, 1850, the only son and eldest of five children of peasant farmer Jesà ºs Huerta Cà ³rdoba and and his wife Marà ­a Là ¡zara del Refugio Mà ¡rquez. They lived in the barrio of Agua Gorda within the municipality of Colotlà ¡n, Jalisco. His parents were of Huichol (Wixà ¡ritari) ethnicity, and although Jesà ºs Huerta was said to be partly of European descent (mestizo), Victoriano considered himself indigenous. Victoriano Huerta was taught to read and write by the village priest, and he was said to have been a good student. By the time he was a teenager, Huerta earned money as a bookkeeper in Colotlà ¡n. He wanted to join the military, and sought admission to the Military College of Chapultepec. In 1871, General Donato Guerra, leader of the Mexican army at the time, led a garrison of troops into Colotlà ¡n. Needing secretarial help, Guerra was introduced to Huerta who impressed him greatly. When Guerra left the city, he took Huerta with him, and at the age of 17, Huerta entered the military academy in January of 1872. There he took classes to become an artillery officer, specializing in mathematics, mountain gunnery, topography, and astronomy. He was an outstanding student, and made second lieutenant by December 1875. Early Military Career Huerra first saw military action while at the academy, when he participated in the Battle of Tecoac fought on November 16, 1876 between then-president Sebastià ¡n Lerdo de Tejada and Porfirio Diaz. As a member of the army, he fought for the president and was thus on the losing side, but the battle brought Porforio Diaz to power, the man who would he would serve for the next 35 years. When he graduated from the academy in 1877, Huerta was one of three men chosen to continuing his education in Germany, but his father died and he elected to stay in Mexico. He joined the engineering branch of the army and was given assignments for repairing military institutions in Veracruz and Puebla. By 1879 he was promoted to Captain, and acted as engineer and quartermaster. At the end of 1880, he was promoted to Major. While in Veracruz, Huerta had met Emilia à guila Moya, and they married on November 21, 1880: they would eventually have nine children. In January 1881,Porfirio Dà ­az assigned Huerta special duty on the Geographic Survey Commission, headquartered in Jalapa, Veracruz. Huerta spent the next decade working with that commission, traveling all over the country on engineering assignments. In particular he was assigned to astronomical work, and one of the projects under his direct supervision was the observation of the Transit of Venus in December 1882. Huerta also supervised surveying work for the Mexican National Railway. A Military Force Huertas technological and intellectual uses in the army took on a more aggressive stance in the mid-1890s. In 1895, he was sent to Guerrero, where the military had risen against the governor. Diaz sent troops in, and among them was Victoriano Huerta, who there gained a reputation as an able field officer: but also as a man who gave no quarter, who continued to slaughter rebels after they had surrendered. Proving to be an effective leader of men and a ruthless fighter, he became a favorite of Porfirio Dà ­az. By the turn of the century, he rose to the rank of general. Dà ­az tasked him with the suppression of Indian uprisings, including a bloody campaign against the Maya in the Yucatan in which Huerta razed villages and destroyed crops. In 1901, he also fought the Yaquis in Sonora. Huerta was a heavy drinker who preferred brandy: according to Pancho Villa, Huerta would start drinking when he woke up and go all day. The Revolution Begins General Huerta was one of Dà ­az most trusted military leaders when hostilities broke out after the 1910 election. The opposition candidate, Francisco I. Madero, had been arrested and later fled into exile, proclaiming revolution from safety in the United States. Rebel leaders such as Pascual Orozco, Emiliano Zapata, and Pancho Villa heeded the call, capturing towns, destroying trains and attacking federal forces whenever and wherever they found them. Huerta was sent to reinforce the city of Cuernavaca, under attack by Zapata, but the old regime was under assault from all sides, and Dà ­az accepted Maderos offer to go into exile in May of 1911. Huerta escorted the old dictator to Veracruz, where a steamer was waiting to take Dà ­az into exile in Europe. Huerta and Madero Although Huerta was bitterly disappointed by the fall of Dà ­az, he signed up to serve under Madero. For a while in 1911–1912 things were relatively quiet as those around him took the measure of the new president. Things soon deteriorated, however, as Zapata and Orozco figured out that Madero was unlikely to keep certain promises he had made. Huerta was first sent south to deal with Zapata and then north to fight Orozco. Forced to work together against Orozco, Huerta and Pancho Villa found that they despised one another. To Villa, Huerta was a drunk and martinet with delusions of grandeur, and to Huerta, Villa was an illiterate, violent peasant who had no business leading an army. The Decena Trà ¡gica In late 1912 another player entered the scene: Fà ©lix Dà ­az, nephew of the deposed dictator, declared himself in Veracruz. He was quickly defeated and captured, but in secret, he entered into a conspiracy with Huerta and American ambassador Henry Lane Wilson to get rid of Madero. In February 1913 fighting broke out in Mexico City and Dà ­az was released from prison. This kicked off the Decena Trà ¡gica, or â€Å"tragic fortnight,† which saw horrible fighting in the streets of Mexico City as forces loyal to Dà ­az fought the federals. Madero holed up inside the national palace and foolishly accepted Huertas â€Å"protection† even when presented with evidence that Huerta would betray him. Huerta Rises to Power Huerta, who had been fighting with Madero, abruptly changed sides and arrested Madero on February 17. He made Madero and his vice president resign: the Mexican Constitution listed the Secretary of Foreign Relations as the next in succession. That man, Pedro Lasurain, took the reins, named Huerta as Minister of the Interior and then resigned, making Huerta Secretary of Foreign Relations. Madero and Vice-President Pino Suarez were killed on February 21, supposedly while â€Å"attempting to escape.† No one believed it: Huerta had obviously given the order and hadnt even gone to much trouble with his excuse. Once in power, Huerta disowned his fellow conspirators and attempted to make himself dictator in the mold of his old mentor, Porfirio Dà ­az. Carranza, Villa, Obregà ³n and Zapata Although Pascual Orozco quickly signed on, adding his forces to the federalists, the other revolutionary leaders were united in their hatred of Huerta. Two more revolutionaries appeared: Venustiano Carranza, governor of the State of Coahuila, and Alvaro Obregà ³n, an engineer who would become one of the revolutions best field generals. Carranza, Obregà ³n, Villa and Zapata could not agree on much, but they all despised Huerta. All of them opened fronts on the federalists: Zapata in Morelos, Carranza in Coahuila, Obregà ³n in Sonora and Villa in Chihuahua. Although they did not work together in the sense of coordinated attacks, they were still loosely united in their heartfelt desire that anyone but Huerta should rule Mexico. Even the United States got in on the action: sensing that Huerta was unstable, President Woodrow Wilson sent forces to occupy the important port of Veracruz. The Battle of Zacatecas In June 1914, Pancho Villa moved his massive force of 20,000 soldiers to attack the strategic city of Zacatecas. The Federals dug in on two hills overlooking the city. In a day of intense fighting, Villa captured both hills and the federal forces were forced to flee. What they didnt know was that Villa had stationed part of his army along the escape route. The fleeing federals were massacred. When the smoke had cleared, Pancho Villa had scored the most impressive military victory of his career and 6,000 federal soldiers were dead. Exile and Death Huerta knew his days were numbered after the crushing defeat at Zacatecas. When word of the battle spread, federal troops defected in droves to the rebels. On July 15, Huerta resigned and left for exile, leaving Francisco Carbajal in charge until Carranza and Villa could decide how to proceed with the government of Mexico. Huerta moved around while in exile, living in Spain, England, and the United States. He never gave up hope for a return to rule in Mexico, and when Carranza, Villa, Obregà ³n and Zapata turned their attention to one another, he thought he saw his chance. Reunited with Orozco in New Mexico in mid-1915, he began to plan his triumphant return to power. They were caught by US federal agents, however, and never even crossed the border. Orozco escaped only to be hunted down and shot by Texas rangers. Huerta was imprisoned for inciting rebellion. He died in prison at El Paso, Texas, on January 13, 1916, of cirrhosis, although there were rumors that the Americans had poisoned him.​ Legacy of Victoriano Huerta There is little to be said that is positive about Huerta. Even before the revolution, he was a widely despised figure for his ruthless repression of native populations all over Mexico. He consistently took the wrong side, defending the corrupt Porfirio Dà ­az regime before conspiring to bring down Madero, one of the few true visionaries of the revolution. He was an able commander, as his military victories prove, but his men did not like him and his enemies absolutely despised him. He did manage one thing that no one else ever did: he made Zapata, Villa, Obregà ³n and Carranza work together. These rebel commanders only ever agreed on one thing: Huerta should not be president. Once he was gone, they began fighting one another, leading to the worst years of the brutal revolution. Even today, Huerta is hated by Mexicans. The bloodshed of the revolution has been largely forgotten and the different commanders have taken on legendary status, much of it undeserved: Zapata is the ideological purist, Villa is the Robin Hood bandit, Carranza a quixotic chance for peace. Huerta, however, is still considered (accurately) to be a violent, drunk sociopath who needlessly lengthened the period of the revolution for his own ambition and is responsible for the death of thousands. Sources Coerver, Don M. Huerto, Victoriano (1845–1916). Mexico: An Encyclopedia of Contemporary Culture and History. Eds. Coerver, Don M., Suzanne B. Pasztor and Robert Buffington. Santa Barbara, California: ABC Clio, 2004. 220–22. Print.Henderson, Peter V.N. Woodrow Wilson, Victoriano Huerta, and the Recognition Issue in Mexico. The Americas 41.2 (1984): 151–76. Print.Marley, David F. Huerta Marquez, Jose Victoriano (1850–1916). Mexico at War: From the Struggle for Independence to the 21st-Century Drug Wars. Santa Barbara: ABC-Clio, 2014. 174–176.McLynn, Frank. Villa and Zapata: A History of the Mexican Revolution. New York: Basic Books, 2002.  Meyer, Michael C. Huerta: A Political Portrait. Lincoln: University of Nebraska Press 1972.Rausch, George J. The Early Career of Victoriano Huerta. The Americas 21.2 (1964): 136-45. Print..Richmond, Douglas W. Victoriano Huerta in Encyclopedia of Mexico. Chicago: Fitzroy Dearborn, 1997. 655–658.

Wednesday, May 6, 2020

What Brought to the French Revolution Free Essays

Loreen Jill Ramirez Catubay 12 September 2010 HSS1C. 01 Miss. Erickson FRENCH REVOLUTION DBQ â€Å"The French Revolution. We will write a custom essay sample on What Brought to the French Revolution or any similar topic only for you Order Now † What pops up in your head? Probably a plethora of ideas. Images of riots, nobles, monarchy and such. So many mistakes and so many achievements has come out of the French Revolution. Many failed policies, laws and many inspirational and influential ideas has come of the French Revolution. The important causes of the French Revolution has changed France. The French Revolution had many causes which lead to the outbreak of the revolution such as heavy taxes, extreme poverty and the ideas of the Enlightenment. During Arthur Young’s travel through France from 1787 to 1789 he stated â€Å"There is an injustice levying on the amount of each person must pay† (Document 1). One Cause that brought of the French Revolution is the inequality of the levy and taxes on the among the 3 estates. The first estate which is the body of all people ordained for religious duties most commonly in the Christian Church was called the â€Å"Clergy†. The Clery had no taxes on them but they, The Clergy could collect tithes or taxes from people who are living on churches land. The Clergy owned 10% of the countries land but shockingly the Clergy consist of 1% of the countries population. The second estate which is known as belonging to a hereditary class with high social or political status is called the â€Å"Nobles†. The Nobles had very few taxes on them while they collected taxes and rents from peasants while the peasants worked for both higher classes, the first estates and the second estate. The second estate, Nobles consisted of only 2% of the population but owned 35% of the countries land. Last but not least, This brings us to the third estate of peasants. Peasants are either Middles class, peasants or city workers. These people consisted of 97% of the countries population. They owned only 55% of the land. The third estate was treated very unfairly in both land and taxes. Peasants earned the least but paid the most taxes. This made them very mad about the injustice of the heavy levying as stated in the quote. During the Arthur Young’s stay in France he has observed a lot of things about France as a country. Arthur Young stated on September 5,1788 that, â€Å"The poor people seem very poor indeed. The children are terribly ragged† (Document 1). Due to the heavy taxes on the peasants who work the longest and hardest jobs yet earn the least they had very little money lift for themselves and their families. Arthur Young also noticed that , â€Å"The price of bread has risen above the people’s ability to pay†. The people were so poor that they did not even have enough money to buy bread for themselves to eat while the people in the first and second estate were eating steaks, cakes and many luxurious foods. This situation of unfairness and inequality made the peasants anger towards the other estates and the monarchy grow. Historian Albert Mathiez claims that leadership fell into the middle class in which he stated that, â€Å"The middle class†¦.. was sensitive to their inferior legal position. The Revolution came from them-the middle class. They were just beginning to learn to read† (Document 4). Through this the middle class gained knowledge and ideas of the Enlightenment. They became philosophers. They started to believe and realized many things. Voltaire believed in freedom of speech but gone thrown in jail for making fun of a rich baron. This made the rest of the citizens to wonder about what they could say and why weren’t they allowed to talk about whatever they wanted?. John Locke was a believer of natural rights from birth and is famous for his writings on rights of life, liberty and property. His writings made people have an â€Å"oh yeah! why NOT?! † moment and questioned their rights and the other estates rights deciding that this was unfair and unjust. These people started to believe and agree with what these philosophers thought than what the king or the clergy thought. The 3 situations that helped caused the revolution. Heavy taxes were unjust as the peasants who earned the least, paid the most taxes while the other estates lived a luxurious life. The extreme famine which of left the peasants stomach digesting in nothing but anger towards the onarchy while the higher estates had tea parties and buffets and ideas of the Enlightenment which opened the eyes of many others about how much unfairness, inequality and injustice they have been treated with and that this was not tolerable as they philosophers encouraged them for they believed that everyone should have rights, liberty and freedom. The citizens years of suffering, inequality, injustice, unfairness and ang er were the causes that had lead to the French Revolution. How to cite What Brought to the French Revolution, Papers

Saturday, May 2, 2020

Coming of Age Story free essay sample

Jane Eyre, is a coming of age story, about a young, orphaned, and submissive girl growing up, through many hardships, into a young, passionate, and free willed woman. Charlotte Bronte begins the story with a ten-year-old Jane Eyre living with an impartial and sometimes cruel aunt, Aunt Reed. Aunt Reed, after neglecting Jane for the whole of her life, finally decides to send her away to boarding school, to Lowood School. Upon her departure, Jane expresses a measure of autonomy and agency, the first of many episodes in which she â€Å"gathered her energies and launched them in this blunt sentence – ‘I am not deceitful; if I were, I should say I loved you; but I declare I do not love you† (pg. 30). Here Jane, after living so many years in silence, makes a choice to stand up for herself, by letting Mrs. Reed know her true feelings about how she has been treated thus far; she is in a state of self-governing. Jane Eyre continues to fight for autonomy and agency – through her departure from Lowood to Thornfield, in her growing relationship with Mr. Rochester, and then through her decision to leave behind Thornfield and Mr. Rochester, and finally to go back – as she matures, and evolves from a child into a woman. The next time Jane exercises autonomy and agency, she is eighteen, and longing to see something of the world other than Lowood. â€Å"I went to my window, opened it, and looked out [†¦] all within their boundary of rock and heath seemed prison-ground, exile limits. I traced the white road winding [†¦] how I longed to follow it further† (72). Jane has now spent eight years in this school (prison), presently working as a teacher, and is desperate for a change. She knows that her lack of fortune and social class weaken her options; and so she comes to the conclusion that she should take up a new position elsewhere. As she looks out her window upon the now unsuitable Lowood she cries â€Å"then [†¦] grant me at least a new servitude† (72). The term â€Å"servitude† means a condition in which one lacks liberty to determine one’s own course of action. Jane feels as though she is trapped and wants very badly to be able to control her own destiny, so she begins to think of a way around this obstacle. That state of self-governing has returned. She then continues to reason with her free will, â€Å"I have served here eight years; now all I want is to serve elsewhere. Can I not get so much of my own will? Is not the thing feasible? Yes—yes† (73). Is it â€Å"feasible†, possible, for Jane to obtain control of her own destiny? Jane soon demonstrates autonomy and agency when she proves that it is â€Å"feasible†, by putting an ad in the local paper and accepting a new position at Thornfield Hall. She wanted something, and then expressed autonomy and agency by taking the steps to get it. Jane has taken this new understanding, that she can find ways to control the outcome of her life, into her future at Thornfield Hall. The first half of her life has been somewhat monotonous and barren, but as she settles into her new life at Thornfield, Jane begins to come by some happiness as she forms a relationship with Mr. Rochester, her employer. Their relationship grows through a series of conversations, and Mr. Rochester plays mind games to lure out Jane’s feelings for him. Eventually Jane cannot hold in her passions any longer, and exclaims, â€Å"Do you think, because I am poor, obscure, plain, and little, I am soulless and heartless? †¦] I have as much soul as you,—and full as much heart [†¦] just as if both had passed through the grave, and stood at God’s feet, equal,—as we are† (216). In this passage she expresses another episode of autonomy and agency as she stresses to Mr. Rochester that though they may not be â€Å"equal† in social status, they are â€Å"equal† in thought and feelings. â€Å"Equal† is a term marked by justice, honesty, and bias, and something that everyone is entitled to. Jane Eyre is letting Mr. Rochester know that she is entitled to be happy, and that she finds her happiness in him. Upon this exclamation, and her fearlessness to express her sentiments, Jane and Rochester get engaged, and Jane, once again, gets what she wants by having taken action. Jane’s comfort at Thornfield and with Rochester and her rising level of maturity start to bring out more frequent episodes of autonomy and agency, with ease. The next episode rises within a few days of the last, when Jane strives to maintain her identity with Rochester. Mr. Rochester wants to dress her in new clothes and Jewelry, â€Å"I will make the world acknowledge you a beauty too [†¦] Jane in satin and lace,† he says (221). In reply, Jane says, â€Å"And then you won’t know me, sir; and I shall not be your Jane Eyre any longer† (221). Earlier in the novel Jane had no other option but to be a governess, and so to better her situation she chose to find a new location, other than Lowood, for her â€Å"servitude†, and ended up at Thornfield, where she has ultimately fallen in love with Mr. Rochester. Ironically Jane is now in a position where she has the capability to get anything she wants, but she wants nothing, but to be herself. Autonomy and agency are apparent in her decision to not change; Jane seems to know who she is – a sign of maturity. â€Å"I will be myself. Mr. Rochester, you must neither expect nor exact anything celestial of me – for you will not get it† (221). Jane will not have anyone hold expectations or â€Å"exact†, to call for forcibly, to alter her identity. Mr. Rochester fell in love with Jane Eyre the governess and so that is who he will get. Because Jane has formed her identity, and is so decidedly against altering it, she was forced to express autonomy and agency again, when she was obligated to leave Mr. Rochester. Jane could not marry him because he was already married to another woman; and when asked if she would live as a kept woman with him, she replied, â€Å"Mr. Rochester I will not be yours† (269); and when he says, â€Å"It would not be wicked to love me,† she says, â€Å"It would to obey you† (269). The word â€Å"obey† is strong in this passage; to â€Å"obey†, to comply with what Mr. Rochester proposed would be against her moral standards, and the respect she has for herself. Autonomy and agency is to â€Å"obey† oneself. Jane is becoming more and more defined as a woman; she has set certain standards for herself, of how she would be treated by others, how she would treat herself, and moral independence and repeatedly sticks to them. She is once again in a state self-governing, and trying to preserve her integrity, a showcasing of autonomy and agency. And when Rochester asks, â€Å"Who in the world cares for you? † she replies, â€Å"I care for myself† (270). Jane leaves and finds herself, once more, in a relationship with another man, though of a different kind. Her next episode of autonomy and agency comes about, when she claims her position in the relationship as of friends, brother and sister, rather than partners, husband and wife. St. John, the man who has helped physically and financially rescue her, and in doing so, become her good friend, asks for her hand in marriage out of practicality, not love. Possessing love in a relationship is one of those standards Jane repeatedly sticks to; she is friends with St. John, and so she does love him, but she is not in love with him, and so therefore her autonomy and agency will not allow her to marry him. She tells him, â€Å"I will be your curate, if you like, but never your wife† (352). She declares she will be a friend and a â€Å"curate†, clergy assistant, but never his wife, because she does not love him in any other way. God did not give me my life to throw away; and to do as you wish me would, I begin to think, be almost equivalent to committing suicide† (352). Jane is exercising her moral independence and free will – autonomy and agency; and to not do so, to her, would be equivalent to being dead. With this revelation, Jane realizes that she would throw away her life no longer and, dares to go back to Rochester. â€Å"I broke from St. John [†¦] It was my time to assume ascendancy. My powers were in play, and in force [†¦] I desired him (St. John) to leave me. He obeyed at once. Where there is energy to command well enough, obedience never fails† (358). Notice the term â€Å"obey† and â€Å"obedience† again; Jane fights to only â€Å"obey† her own law – she is master of herself; and because of her assuredness, she can demand the â€Å"obedience† of others. The words â€Å"my† are italicized to emphasize this empowerment. Charlotte Bronte’s Jane has really developed as a character and person, and is now a self-governing woman, rather than a submissive child that is just set aside as though she were an object rather than a human being; and this degree of womanhood has not come about without a fight. Jane Eyre’s episodes of autonomy and agency were a battle for her to gain and define her identity and to have the confidence to assert herself and her decisions. They have worked hand-in-hand with her coming of age and growing maturity level; as she learned to express herself more fully she matured, and as she matured she found it easier to express herself more fully. This has resulted in well-rounded, complete, and happy woman. She had to find herself before going back to Rochester. The idea that one must know themselves before successfully being in an intimate relationship with another person is an expression of autonomy and agency, because one must be able to govern themselves before one can govern anything else. Jane’s parting words to St. John are an example of this; as stated in the previous paragraph, because of her assuredness in her identity, she can demand the â€Å"obedience† of others. One must know what they want before they can ask for it. Jane now knows that what she wants is Edward Rochester.

Tuesday, March 24, 2020

Schizophrenia Essays - Schizophrenia, Psychiatric Diagnosis

Schizophrenia Schizophrenia is a group of psychotic disorders characterized by disturbances in thought, perception, affect, behavior, and communication that last longer than 6 months. There are 5 recognized types of schizophrenia: catatonic, paranoid, disorganized, undifferentiated, and residual. Schizophrenia is thought to affect about 1% of the population. The symptoms of schizophrenia are present during the active phase. Delusions, hallucinations, catatonic behavior, and incoherence are some of the basic symptoms. No single characteristic is present in all types of schizophrenia. The cause of schizophrenia is unknown. There are various theories to explain the development of this disorder. Genetic factors may play a role; relatives of a person with schizophrenia are more likely to develop the disorder. Psychological and social factors may also play a role in development. Childhood-onset schizophrenia begins after 5 years of age, adult onset occurs before the age of 45. In children it can be difficult to differentiate from autism. The diagnosis of this disorder is difficult and controversial. Response to therapy, genetic and family history, and CT scan of the head, may aid in the diagnosis but will not confirm the existence of the disorder. Hospitalization is often required to prevent self-inflicted harm or harm to others. Antipsychotic or neuroleptic medications are used to control the symptoms of the illness. This group of drugs includes the phenothiazines, thioxanthenes, butyrophenones, dihydroindolones, and dibenzoxazepines. Drug treatment is continuous, because relapse of symptoms is common when medication is stopped. Psychotherapy may be helpful in some situations. There is no known prevention of schizophrenia.

Friday, March 6, 2020

Epistemology and Metaphysics Schools Paper Essays

Epistemology and Metaphysics Schools Paper Essays Epistemology and Metaphysics Schools Paper Essay Epistemology and Metaphysics Schools Paper Essay The nature of incredulity in real-life today. on a day-to-day footing goes largely unnoticed. Peoples react to environments of incredulity otherwise and could go colored upon the topic discussed. Harmonizing to Encyclopedia Britannica ( 2011 ) . skepticism is defined as 1: an attitude of uncertainty or a temperament to disbelief either in general or toward a peculiar object 2 a: the philosophy that true cognition or cognition in a peculiar country is unsure B: the method of suspended judgement. systematic uncertainty. or unfavorable judgment feature of skeptics ( Dictionary. parity. 1 ) . Peoples are inclined to accept thoughts in society today without oppugning what is really being presented. It is really of import to inquiry or believe critically when confronted with authorization because the issue at manus may non ever be right. Imagine if Philosophers. such as Copernicus did non speculate that the Earth is non the centre of the existence. We would still be populating with assorted points of positions on the topic. Peoples should non accept thoughts of others without oppugning the thoughts foremost. Unfortunately. we do this mundane unconsciously. At work our supervisors make petitions to execute certain undertakings. which most of the clip we do non oppugn the result. We take for granted that our supervisor knows what he or she is making because of the important figure that he or she plays. Incredulity could hold rather an impact on the manner employees execute his or her occupation. In the work environment employees normally take for granted that the foreman knows best. and depending on the state of affairs might non oppugn the ground for his or her place on the procedure. For case. when a supervisor implements a new occupation and informs his or her employees on the due day of the month without inquiring for input. it is with sensible uncertainty that one would be disbelieving. The employees could hold questioned the boss’s procedure such as whether he or she maintained good judgement on the way that he or she takes on-the-job. Questions could besides be raised in respect to the types of effects employees will hold if the occupation is non performed good. Employees could be disbelieving of the occupation and inquire if it is in the best involvement of the company. particularly if the supervisor did non hold input from the employees prior to the start of the occupation. Employees typically go disbelieving and doubt the authorization figures of most foremans. Incredulity besides plays a function in our schooling. We normally take the instructors function and the information presented to us to be right even though the information could be wrong. Our society has come to swear what others have told us to believe in and our heads have been trained to believe the information to be right. Everyone should be valued for his or her ain sentiment and healthy incredulity in real-life environments. Mentions Encyclopedia Britannica. ( 2011 ) . Encyclopedia-Britannica Online Encyclopedia. Retrieved from hypertext transfer protocol: //www. britannica. com. ezproxy. apollolibrary. com/bps/dictionary? query=skepticism A ; header_go= .

Wednesday, February 19, 2020

PEST Analysis of Pizza Hut Inc Essay Example | Topics and Well Written Essays - 2750 words

PEST Analysis of Pizza Hut Inc - Essay Example A PEST analysis has been conducted to assess the international marketing environment of the firm. The next section covers the international promotional decisions the firm makes to be a global brand. Pizza Hut’s international market entry strategies are covered in the next portion which illustrates how it assesses the market before it enters it so that it can modify itself accordingly. The international segmentation strategies are then highlighted to show how the firm segments its international market. Lastly, the market research methods of the firm are discussed to show how the firm understands the market it enters and survives in. Pizza Hut and other fast-food chains like McDonald's have been accused of causing obesity due to their calorie contained products which are making nations fat and it seems like the issue will be a national issue and concern (BBC, 2007). Legal actions have been taken against competitors like McDonald's, however, Pizza Hut has been saved from the nega tive image building for now, however, it will have its trickle-down effect and soon legal actions would be taken against the brand too(Dev and Don, 2005). To avoid this, the firm is incorporating healthier meals in its menu which are less in calories but it has not been able to do it on a large scale. However, for now, governments have not been involved to put legal restrictions on fast-food chains but this is becoming increasingly likely and the firm should take action to protect itself. The strategy of introducing healthy meal options should be applied globally so that the firm can be proactive and be saved from government restrictions and legal involvements (BBC, 2007).

Tuesday, February 4, 2020

How the proliferation of nonprofit organizations impacts strategic Essay

How the proliferation of nonprofit organizations impacts strategic management - Essay Example This discussion elaborates strategic management of a nonprofit organization and the impacts it has on management. The word NGO covers an extraordinarily wide range of other organizations close to civil society, ranging from political groups to sports club. NGO executes different roles; it has different rooting when historical events and geographical locations are considered. The non-profit organization is defined as groupings encompassing a function of relieving sufferings from destitute people, and with a dependability of developing communities, creation of social services and protection of the environment. For an organization to be called non-profit organization, there are some appreciable rules. It should always be set up privately and autonomously. It should define its voluntary character, not a political party, and lastly, should always support all development that characterizes its public attention (Kohm & Piana, 2003). Nevertheless, most if not all NGOs depends on the employees who will be volunteering to manage their functions and program, hence the organization is not able to control a satisfactory quality (Agard, 2011). Some of the impact that affects strategic management is supporting the country’s reforms and roles to create surety that there is conspicuous direction and strategy of how to reach their aims and objectives in a certain period. For example, Ditshwanelo had both the mission and the vision statement that exactly reflect business of protecting human right. Democracy and excellent governance are the main aspects of management in the majority of organizations. Many countries in Africa are devoid of egalitarian activities, accountability and transparency, leading to pitiable

Sunday, January 26, 2020

Challenges and Opportunities in the UK Labour Market

Challenges and Opportunities in the UK Labour Market 1: The Business dictionary defines the labour market as: The nominal market in which workers find paying work, employers find willing workers, and wage rates are determined. Labour markets may be local or national (even international) in their scope and are made up of smaller, interacting labour markets for different qualifications, skills, and geographical locations. They depend on exchange of information between employers and job seekers about wage rates, conditions of employment, level of competition, and job location. Although not as heavily regulated as many other countries, the UK labour markets are regulated in many different ways, these include protections against oppression and discrimination, enhance efficiency, attribute responsibility, improve health and safety conditions, offers security, cut costs relating to employee/employer opportunism, and encouraging behaviour from employees and employers by imposing costs and rewards. Employment regulations exist to provide flexibility to employers and job and financial security to employees. It is vital in reducing poverty, supporting growth and employment with equity. Some argue the UK is not regulated enough e.g. TUC has called for greater protection in some areas of employment and argued for measures to further support collective bargaining. Whereas, Employers have complained that increased regulation restricts flexibility, particularly in times of economic burden. For regulations to be effective they must be implemented well and enforced. Social partner institutions such as, the Arbitration and Conciliation Advisory Service (Acas), the Low Pay Commission (LPC), the Health and Safety Commission (HSC), and the UK Commission for Skills and Employment (UKCES) regulate and influence the labour market via intervention and enforcement, to improve practices within the workplace. Regulation can also exist in the form of accreditation, e.g. a licence is required to perform a particular service. The number of professionals within the UK continues to expand. In 2014 roughly 24% of workers were classified professionals. Regulation has brought an end to the closed shop, restricted the ability to strike, and trade union governance. Although employers complain about regulation, it is recognised that it provides them with a level playing field in the market place. The UK economy is recovering, all be it slower than before. Recovery has not been helped by financial problems within the Eurozone, impacting on export markets. However, employment has now surpassed pre-recession peaks in terms of jobs (2012) and hours worked (2013). More recently there has been an increase in the number of jobs at both the top and the bottom of the job market, with significant fall in skilled trades in the middle resulting in an hourglass labour market. Although long term unemployment has increased, the UK has been relatively successful at keeping people in employment; employment rate, generally increasing each year since 2012, climbing to 73.7% (ONS 2015). Unemployment rates have fallen, however those with low skill levels and the young being more harshly hit. Youth unemployment has fallen sharply, and stands at around 22%. (UKES 2014). Although it should be remembered that substantially more young individuals are staying on in education, and enter the labour market much later than in the past, as graduates. The number of self employed has continued to grow, equating to 83% of net gains in employment since 2007 (Ashworth et al 2014). However, earnings with this sector have also dropped considerably. In addition to the growing self employed, the UK has also seen a substantial increase in other less secure employment. Since 2010 there has been a 50% increase in temporary work, zero our contracts, and government training schemes (OECD 2013). Employment within administrative and secretarial roles, and low skilled manual roles, continue to decline in many industries as technology advances. The world is becoming smaller, and many tasks/roles becoming automated. Many employees will find it necessary to retrain to keep up with technology advances and the changes it inevitably brings. Technology enables change, cost savings, and investment. Employees can now work from anywhere in the country/world quickly and efficiently, with the Financial Services, Specialist Engineering, and I.T. being amongst the industries leading growth and all greatly dependant on technology. There has been an increase of higher skilled workers commanding higher pay, within some industries; these include advanced manufacturing, creative and digital sectors (HM Treasury, 2011). Evidence shows those with higher skills and qualifications are more likely to remain employed; high-lighting the importance of high skills on job market outcomes. Research shows a drop in real wages of roughly 2% each year since 2010. (UKES 2014). By the end of 2013, real wages were roughly at levels of a decade previous. Removal of the default retirement age and changes to pension schemes, has seen individuals working longer, putting pressures on employers to ensure their policies and practices relate to older employees, and older employees needing to constantly retrain to meet the demands of different roles across their working life. There has been a drop of 19,000 people on Government supported training programmes. Public sector employment has also fallen, with numbers at lowest levels since comparable records began in 1999. However there has been a significant increase within private sector. Although it still exists there has been a reduction in the gender pay gap. IFS research shows an average difference in womens pay compared to means is 18%. This increases again after women have children. Freedom of movement within an ever growing EU, in addition to an increase in migration from outside the EU, has brought a large number of migrants into the UK looking for work; the number of non-UK nationals employed in the UK grew from 986,000 to 3.22 million 2015) between September 1997 and 2015. Many of which are employed in low-skilled work. Women, people from minority ethnic groups, people with disabilities, and those aged under 25 and over 55 years are all more likely to be either unemployed or economically inactive (Brewer et al., 2012). More women in the workplace, with more part time roles, and family friendly policies available. 1971 37% climbing to 69% by September 2015. The number of employed has increased to just over 4.1 million between 1992 and 2013; those over-50 increasing by 3.2 million, under-25s falling by almost 800,000. By 2013 the number of over 50s increased to 29% from 21% in 1992. 16 to 64 year-olds with a degree or higher-level qualification increased to +20% in the last 20 years. 2014, approximately 24% of employees were classified as professionals in the UK. Goods and services traded globally, are now five times the value in 1980. 2: Employment relationships are both an economic exchange (agreement to give wages for work) and a power relation (employee agrees to accept the employers authority). The psychological contract (Rousseau 1995), relies upon reciprocal expectations between the employer and employee being met. If violated employees may become de-motivated, and inefficient. Organisations have a huge variety of methods available to them, which involve the employee in the decision making process, making them feel valued and motivated which in turn, supports both the traditional and the psychological contract, enabling a positive working relationship, innovation, and high performing teams, these include: Participation empowers and motivates the employee by involving them in decision making. Teams are also trusted to make decisions for themselves, and encouraged to take responsibility for the quality of their own work. Examples include project groups, whereby employees are delegated resposnisbility to make important decisions, suggestion schemes providing employees with a channel to make comments and put forward new ideas, delegation of responsibility to employees at all levels, particulalry those on the front line and multi directional decision making allowing decisions to feed not only top down, but upwards and sideways too. Employee participation is also sometimes referred to as Employee Involvement. Employee Involvement is the level of employee contribution. A one-on-one approach between employee and management. Employee is involved throughout the decision-making process, therefore encouraging employee ownership. Information is the methods used by organisations to communicate information to their employees e.g. newsletters, information pinned to notice boards, informal networking, emails, and a combination of cascaded briefings, face-to-face communication from senior management and employee representatives. Consultation is the process used by organisations toconsult both directly with their employees, via face-to-face upwards communication, or staff surveys for example, and indirectly via employee representatives. e.g. Joint consultation review issues deemed to be of common interest/ importance to all parties, at unionised/non-union workplaces, predominantly private sector Collective representation Predominantly in public sector and some large private sector businesses. Involves negotiation between employee representatives (unionised/non union) and senior management on pay and other conditions of employment. Partnership schemes employee representatives and employers stress mutual gains. Tackle issues via co-operation. There is a high commitment to sharing information. Employee forums groups of mixed groups unionised/non-union employees meet with managers to share information and consultation. Employees can have a significant influence on the outcome. Partnership working is where employers and employees and/or their representatives work collaboratively to make decisions and plan actions. Partnership can take shape in a formal agreement between an employer and a trade union, but it is also used to refer to a way of working in co-operation (Reilly, 2001). Employee relations today, includes both collective and individual relationships, with alternative direct and indirect channels for employee voice emerging, including communication and involvement via team briefings, staff surveys, project working groups, social media, joint consultation, collective bargaining etc. Although union membership within the UK has fallen since 1980s, and employment relations without the involvement of unions is the norm within some industries, collective bargaining still has a considerable influence on European labour regulations. Typically where an organisation is unionised a significant number of employees will be members. Unions will bargain on behalf of the employee, and/or intervene with disputes between employees and management. As they represent large number of employees they are much harder for management to ignore. They can also protect the employee from victimisation. Another major benefit of belonging to a unionised organisation is that management can be legally bound to take procedures more seriously. In addition, unions have the power to threaten industrial action. Trade unions are still a strong force, primarily in the public sector, and large private sector companies. The majority of working population however, do not have access to union representation. Some parts of the public sector do not recognise trade unions; impacting on collective bargaining, representation in grievance, disciplinary matters etc, within large parts of the private sector. Smaller firms use more informal relations for consultation, using intermediaries offering advice primarily on the internet and in publications. However, many small firms operate without procedures and as such can lead to inconsistencies in employment relations. Non-union consultative committees are becoming common place in private sector, filling part of the gap generated by the decline in collective bargaining; the consultation process giving access to management enabling dialogue. In redundancy situations where no trade unions is recognised, non-union employee representatives must be advised and consulted of redundancies of +20 employees is proposed within a 30 day period. Bryson found that direct voice makes a particular difference in union settings suggesting that more channels makes for an employee voice with more impact. Elgar defines employee voice as the ways and means through which employees attempt to have a say and potentially influence organisational affairs about issues that affect their work and the interests of managers and owners. With a mixture of direct and indirect consultation and communication methods leading to higher levels of commitment, job satisfaction and job discretion. Initially employee voice was firmly equated with trade unions and collective bargaining, but more recently is viewed as a broad range of methods enabling employees to have a say about their organisation; it can be via both formal and informal systems, direct individual channels or indirect collective representation (CIPD 2010). Mechanisms can include one-to-one conversation between employee and employer, email communication, work/project groups, social events, suggestion schemes, profit-sharing, employee consultative committees and trade union representation. Research generally supports the notion that employee voice is beneficial to the working relationship of both the individual and the organisation; where employees are allowed to express their views and opinions, put forward suggestions for improvements, they feel recognised and valued. Data shows employee,employer relationships improve as trust increases and employee engagement and in turn performance increases. (Morrison et al. 2011). Farndale et al. (2011), argues that employee voice enables employees to communicate their views, and creates the belief that their contributions are valued, creating a level of respect and trust for their managers. Employee voice allows employees to feel recognised, listened to and valued, conversely, if no mechanisms for employee voice exist, or employees believe their views will have little or no influence it is likely to affect their attitudes and relationship with management (Farndale et al 2011). Truss et al. (2006) argues that one of the major drivers of employee engagement is employees being able to feed their opinions upwards. Research therefore suggests that there is likely to be a link between employee perceptions of voice and engagement, and increased engagement is proven to increase performance. 3: Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Yoav Vardi and Yoash Wiener 1996). Misbehaviour can be both minor e.g. poor timekeeping, and major e.g. stealing company resources. It can be internal and external, with the main aim being to hurt/damage others or the organisation, e.g. mistreatment, disruption and theft. Misbehaviour usually occurs where an employee: feels that they have been unfairly treated, unclear of job role bullying and harassment in workplace lack of training lack of equality and choose to repay this perceived unfairness by mibehaving. Misbehaviour inevitably leads to more management controls. Conflict in the workplace can take many forms including: an employee becoming withdrawn from the organisation, two workers who are not getting on, employee representatives and management at stand-off, an employee with a grievance, rivalry between teams, or a lack of trust and co-operation between employees and management. Where conflict exists, an organisation may experience a drop in motivation and in turn a drop in productivity, increased absenteeism, and increased negativity on staff surveys, and a general change in behaviour. By listening to employee views can help identify conflict, and take action to prevent the conflict becoming a problem. If conflict is not managed it can lead to strike action or even tribunal claims; Intervention at an early stage by management is crucial. When negotiation cannot resolve a workplace dispute industrial action typically follows. The three main forms of industrial action are: strike action short of a strike work to rule, overtime ban, or go slow lock-out the employer stops employees from working Official industrial action is authorised by the trade union. Employees have a minimum level of protection. Employees have additional protection where the union has appropriately balloted its members. Unofficial industrial action is action which has not been endorsed by any trade union. There is usually no right to argue unfair dismissal, if dismissed whilst taking part in unofficial action. Some conflicts are extremely visible. e.g., a heated exchange between two employees, or a stand off between management and an employee representative, and may result in misbehaviour. Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Vardi and Wiener 1996). e.g unauthorised absence, pilfering or sabotage. Conflict that is ignored will frequently escalate Recent industrial action trends are: Increase in private sector strikes however public sector lost significantly more days due to large scale strikes A decline in collective conflict increase in individual conflict, including strike, grievance or disciplinary measures Significant drop in strikes since 1980s mainly due to reduced trade union density and collective bargaining, and partnership working with employers. (WERS) average days lost fell to 0.5 million by 21st century 1999 employment tribunal cases soared +100,000, peaking again in 2006/7 with 132,500 applications Pay is the principal cause of labour disputes with the exception of 2009/2010, principal cause was redundancy The number of ballots up to 650, from 484 in 2013. Increase in multiple claims. Majority relating to equal pay claims against local authorities due to 1997 national agreement to seek single status of pay across employees. It is vital that managers are trained to enable them to deal with conflict. To help managers handle conflict they should: be trained to recognise signs of conflict, handle difficult conversations, manage absence, mediation and negotiation skills speak to their employees and letting them speak freely investigate conflict situations, and give sufficient time to finding resolution encourage open communication and expression of views in meetings and appraisals for example recognise the importance of feelings listen to what their employees are saying identify development and training opportunities explain and include employees in planning treat all employees fairly ensure safe working conditions have clear procedures particularly discipline, grievance, dispute procedures, absence and bullying and harrassment to ensure consistency write mediation into contracts of employment and/or grievance and disciplinary procedures identify when outside help is needed Third party involvement Where a dispute cannot be resolved using negotiation, unions and management may agree to approach Acas to resolve the dispute using conciliation, via independent support and advice. 70% cases who used ACAS, were settled or withdrawn before proceeding to an Employment Tribunal. Conciliation is used when a potential or an actual claim has been made to an employment tribunal. An impartial, independent person supporting two or more people in dispute to resolve their differences. Parties are not required to come face to face, as can be conducted over the phone. Pre-Claim Conciliation(PCC) saves time, money and stress. It promotes a quick solution for the employer and employee which may help to avoid a permanent breakdown in the relationship. Mediation is the most widespread form of conflict resolution. It is a form of early intervention and involves an impartial, independent person, or trained employee supporting two individuals/groups reach resolution, and maintain working relationships. Mediation does not make any judgments or determine the outcomes. They use appropriate tried and tested techniques to get people talking and listening and help determine the underlying causes of the problem. The mediator will try to get the parties to compromise and protect their working relationship for the future. The plus side of this method is, it can improve communication between parties, get them talking again when relationship had broken down, it is without prejudice and is flexible so resolution can be tailored to fit. However, the downside of this method includes, success is determined by how competent the mediator, it may not protect legal rights, and is relient on employee full co-operation and good faith, if pertinent parties are missing the process is weakened. Arbitration is a dispute which is settled by an independent person who considers everyones point of view and then issues a decision which is binding. An employee who believes they have been unfairly dismissed, has a complaint under the flexible working regulations, may have their complaint heard by an independent arbitrator who is appointed by Acas, if both sides agree. The plus side of this process is, it is completely confidential, it is formal and therefore minimises bad faith, it is quicker than the courts as there is less backlog, and the process is much shorter and therefore much less expensive. On the downside, success is dependent upon the arbitrator, right of appeal is limited, and confidentiality is not suitable in all disputes. Government has hi-lighted the importance of mediation in the workplace and extended the use of conciliation in-order to encourage the resolution of workplace disputes. 2012/13, over half of the cases (22,630) referred to PCC were resolved with less than a third progressing to tribunal (Acas, 2013). References ACAS. (2008). Conflict_at_work. Available: http://www.acas.org.uk/media/pdf/f/j/Acas_Research_Conflict_at_work_03_08-accessible-version-July-2011.pdf. Last accessed 25.09.16. ACAS. (2014). Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace. 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