The Great Gatsby and the American Dream - 1442 Words

In the United States Declaration of Independence, our founding fathers Â…held certain truths to be self-evident, that all Men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are life, Liberty and the Pursuit of Happiness. This sentiment can be considered the foundation of the American Dream, the dream that everyone has the ability to become what he or she desires to be. While many people work to attain their American dream, others believe that the dream is seemingly impossible to reach, like F. Scott Fitzgerald. Fitzgeralds The Great Gatsby examines the Jazz-Age generations search for the elusive American Dream of wealth and happiness and scrutinizes the consequences of that†¦show more content†¦They show no remorse for destruction of Gatsbys property and they take advantage of his optimistic view of human nature. Pressured by the image of an ideal American, Gatsby looks the other way when his guests take advanta ge of him. His own individual happiness is not important in a society of individuals (Bloom 17). Another aspect of Fitzgeralds criticism of the American dream is Gatsbys desire to gain the love of Daisy Buchanan, Gatsbys object of affection and his holy grail (Fitzgerald 160). Daisy on the outside is beautiful, pure, and seemingly perfect. Nick Carraway describes her as wearing white clothes and driving a white car. Her name itself is a white flower. But in actuality, she is as false and shallow as the rest of the society (Lathbury 20). The narrator Nick comments about the foul nature of Daisy and Tom Buchanan who were Americans living in the superficial world of the 1920s: They were careless people, Tom and Daisy -- they smashed up things and creatures and then retreated back into their money or their vast carelessness or whatever it was that kept them together, and let other people clean up the mess they had made (Fitzgerald 18). Essentially, Daisy is a person who hides in her money and has affection for someone solely based upon their outer image and wealth, aspects important to the dreams of Gatsby and Daisy. In the scene where Daisy observes the movie star and the director at oneShow MoreRelatedThe American Dream : The Great Gatsby Essay1568 Words   |  7 PagesThe American Dream: The Great Gatsby The Great Gatsby is a tragic love story on the surface, but its most commonly understood as a suspicious critic of the American Dream. In the novel Jay Gatsby overcomes his poor past to gain an incredible amount of money and a limited amount of social cache of in the 1920s NYC, only to be rejected by the â€Å"old money† crowd. The focus of my paper would be the pathway towards the American Dream and how it affects the person and others around. The American dreamRead MoreThe Great Gatsby and the American Dream1401 Words   |  6 PagesThe Real American Dream Since its institution, the United States has been revered as the ultimate land of ceaseless opportunity. People all around the world immigrated to America to seek quick wealth, which was predominately seen in the new Modern era. Beginning in the late 1800s to the early 1900s, the period introduced progressive ideas into society and the arts. Accompanying these ideas was a loss of faith in the American Dream and the promise America once guaranteed, especially after WorldRead MoreThe American Dream ( The Great Gatsby )1173 Words   |  5 PagesSLIDE. *POINTS TO PICTURE LIVING IN THE AMERICAN DREAM (THE GREAT GATSBY). Did anyone notice anything that caused a change in society between these two pictures? *POINTS TO SOMEONE WITH ONE OF THE ANSWERS TO THE QUIZ/QUESTION. READS OUT THE RAPID ECONOMIC BOOMING AND GREED. *NEXT SLIDE. That’s correct! During the 1920s of the Jazz Age in concurrence with the â€Å"Roaring Twenties†, America had experienced a rapid economic booming after World War I. The American society experienced an economic and politicalRead MoreThe Great Gatsby American Dream1414 Words   |  6 Pagesfilm is based on the novel by F. Scott Fitzgerald. It follows Jay Gatsby, a man who molds his life around one desire: to be reunited with Daisy Buchanan, the love he lost five years earlier. Gatsby s quest leads him from poverty to wealth, into the arms of his beloved, and eventually to death. Nick Caraway is the narrator, or storyteller, of The Great Gatsby, as well as Daisy s cousin who happens to live next door to Great Gatsby. Daisy represents the paragon of perfection. She has the aura of charmRead MoreThe Great Gatsby and the American Dream773 Words   |  3 Pagesimportant items. The American Dream is a huge achievement that everyone wants to reach. Whether people want to admi t it or not, it is a symbol all it’s self. It can be anything really, a great job, a family, white picket fence, even music or attending concerts of your favorite band. The American Dream is something that makes you so happy and what you can achieve or want achieve in your lifetime. The main AMerican Dream is money, a family, and happiness. In The Great Gatsby the american dream is a green lightRead MoreAmerican Dream In The Great Gatsby1366 Words   |  6 PagesThe American Dream has various implications for diverse individuals. For some people, the concept implies that one can accomplish his or her objectives and goals through living this dream. To others, it provides a beacon of hope, as an open door that individuals desperately desire to enter in pursuit of opportunities. The Americans after World War I, boosted by the emotions of the war, had an uncontrollable vigor about accomplishing and displaying an extravagant way of life and achieving a high socialRead MoreThe Ame rican Dream In The Great Gatsby1097 Words   |  5 PagesThe Great Gatsby The Great Gatsby by F. Scott Fitzgerald was one that was highly centralized around the American Dream. The American Dream is the belief that anyone can become successful in America if they worked hard enough. The dream did not discriminate anyone and that is why many people worked towards it. In the novel, it shows that not everyone was living the American Dream but were separated by the social classes of wealth, race, and intelligence. The 1920s in America was a roaringRead MoreThe Great Gatsby : The American Dream927 Words   |  4 Pages2017 The Poor Man’s Dream Many believe that America is the land of riches, where anyone can become rich and wealthy. This idea is known as the American Dream, a set of ideals in which freedom includes the opportunity for a successful living. However, this ethos is completely false, and is nothing more than exactly that - a dream. Throughout the award-winning work of F. Scott Fitzgerald, â€Å"The Great Gatsby†, he gathers criticism about the American Dream. He denounces the dream by shedding the lightRead MoreThe Great Gatsby And The American Dream1771 Words   |  8 Pages 5/30/17 Of Gatsby and His Unattainable Dream The American dream is a concept that has been wielded into American literature throughout history. Projecting the contrast between the American dream and reality, F. Scott Fitzgerald incorporates his opinions, primarily based off of his experiences and tribulations in World War I, throughout his literary works.Many people believe that deplorable moral and social values have evolved from the materialistic pursuit of the American dream especially throughoutRead MoreThe Great Gatsby and the American Dream592 Words   |  2 PagesRed, white , and blue are iconic to the American culture we know of. They can show our passion, desire, and pride for our country, but you will always have you might have to give in, against what your morals tell you.In the novel The Great Gatsby by F. Scott Fitzgerald, Fitzgerald uses the colors red, blue, and white to symbolize the American dream. To accomplish the American dream you need passion and desire but you will face situations where your morals will compromised. Passion is a necessity

Analysis of the Walt Disney Company - 5222 Words

Analysis of the Walt Disney Company Tarleton State University – Central Texas October 17, 2005 A Research Report Submitted in Partial Fulfillment of the Requirements for MGMT 5073.301 Responsibilities and Ethics of Leadership Executive Summary Analysis of the Walt Disney Company – Case Outline Situation Analysis Introduction: The Walt Disney Company is on the threshold of a new era. Michael Eisner has stepped down from his position as CEO and turned over the reigns to Robert Iger. A lot of turmoil has been brewing through the company over the last four years; many people are hoping that this change in leadership will put Disney back on the road to success. Issues began around mid-2002; when declining earnings, fleeing shareholders, and†¦show more content†¦Disney strives to maintain a workforce that reflects open opportunity, where everyone is at an advantage by the company potential. The Stakeholder analysis: The Walt Disney Company stakeholders consist of communities, business partners, board of directors/shareholders, employees, customers/guests, and major business segments. The board of directors/shareholders and the major business segments are in the section of high power, high importance. The board of directors and shareholders expect a return of net asset value and an increas e in the growth of dividend payments. They also expect more involvement in the decision of the company. Included in this group are the long time ousted members Roy Disney and Stanley Gold. Major business segments, consist of Entertainment Studios, Consumer Products, Disney Parks and Resorts, and Media Networks. This group expects creative license to work on projects that allow them to express the creativity of their individual organizations. This requires them to have the freedom of innovation and independence to make choices. The community, business partners, customers/guests, and employees all have low power, high importance. The community expects a high level of quality products and services that provide significance to their area. This includes having both involvement and support towards the community growth. The protection of the environment and a conservation of natural resources is a concern of theShow MoreRelatedAnalysis Of Walt Disney s The Disney Company1126 Words   |  5 PagesThe Walt Disney Company Walt and Roy Disney founded the Walt Disney Company on October 16 of 1923, as the Disney Brothers Cartoon Studio. Established leader in the American animation industry that began with the Creation of Mickey Mouse; today, the Walt Disney Company is a diversified worldwide entertainment company. The company is the largest media conglomerate in the world and represents a collection of brands includes ESPN, ABC, Pixar and Marvel. The Walt Disney Company has different divisions:Read MoreThe Walt Disney Company Analysis873 Words   |  4 Pages â€Å"The Walt Disney Company is a leading diversified international family entertainment and media enterprise with five business segments: media networks, parks and resorts, studio entertainment, consumer products and interactive media.† (The walt disney, n.d.) At year end of 2013, the company had net revenues of $45 billion, up from $42.3 billion the previous year and net income of $6.1 billion, up from $5.7 billion the previous year. (Walt disney co, 2014) Enterprise Risk Management Risk managementRead MoreThe Walt Disney Company Strategic Planning Analysis1139 Words   |  5 Pagesï » ¿The Walt Disney Company Strategic Planning Analysis Executive Summary Strategic Planning is the process of developing and maintaining a strategic fit between the organizations goals and capabilities as well as emerging market conditions and opportunities. Disneys primary strategic objective is to product high-quality content through their entire product mix. The company also had a record financial performance in 2010 led by the Disney movie studio last year was the first in history to makeRead MoreSwot Analysis of Walt Disney Company Essay2999 Words   |  12 PagesCOMPANY PROFILE The Walt Disney Company REFERENCE CODE: 8C7AE530-4ECC-4EF5-AC18-370E646FD097 PUBLICATION DATE: 31 May 2013 www.marketline.com COPYRIGHT MARKETLINE. THIS CONTENT IS A LICENSED PRODUCT AND IS NOT TO BE PHOTOCOPIED OR DISTRIBUTED. The Walt Disney Company TABLE OF CONTENTS TABLE OF CONTENTS Company Overview..............................................................................................3 Key Facts...........................................................Read MoreThe Walt Disney Company: a Financial and Organizational Analysis3139 Words   |  13 PagesThe Walt Disney Company: A Financial and Organizational Analysis Authors: Cliff Anderson, John Morris, Jacob Lawrentz, And Donna Munsey Financial Environments of Organizations, MOL 503, MMOL 1-11 Professor: Kari Day Warner Pacific College September 10th, 2009 The Walt Disney Company: A Financial and Organizational Analysis The Organizational History of Disney Before WWII In 1939, the Valley Progress newspaper (History, p. 3) announced that San Fernando Valley in southern CaliforniaRead MoreEssay on Walt Disney Company Analysis1652 Words   |  7 PagesWalt Disney is extremely known for being a film producer and popular showman. He was very recognizing for being an innovator in animation and theme park design. Disney was a visionary in terms of cartoons. Disney views and visions came from his persistence for the future. Walt Disney strives upon building Disney’s to have core strengths in three areas of entertainment and recreation, motion pictures and videos. Walt created his first animated character, Mickey Mouse. Mickey made his first debutRead MoreWalt Disney Company Case Analysis1585 Words   |  7 PagesThe Walt Disney Company has been known to more than just the Americans. It has made a worldwide impact in the entertainment industry for several years. With the popularity of the Walt Disney Company, it was no question for them to expand into something bigger than just their media output. The success of the Disneyland theme park in the USA has made quite an impression internationally. So much so that the number of foreign or non-American citizens visiting the original Disneyland theme park was somethingRead MoreMarketing Analysis : Walt Disney Company810 Words   |  4 PagesThe Walt Disney Company must penetrate global market with its existing products, create a collaborative culture of kids and family oriented that brings family together, satisfy shareholder with their financial need, expand new portfolio and lead in the digital and internet world. Disney needs to diversify into new p roducts and services to keep up with its 20% projected growth and develop a market using its brand a household name for many millions of consumer throughout the world for an expansionRead MoreAnalysis Of Walt Disney s Public Limited Company1262 Words   |  6 PagesWalt Disney Public Limited Company 4.5 Detailed explanation of ratios and detail analysis of the company Liquidity ratio is consists of current and acid ratio. It is used to assess firm’s ability to its short-term debts. It does not count about profit but working capital, which is important to ability of paying its short-term debt of the business. Current Ratio analysis Current Ratio is used by business to compare its current liability with current assets. Preferable current ratio is advised toRead MoreWalt Disney Company Analysis and Marketing2995 Words   |  12 PagesWALT DISNEY COMPANY PROJECT With a dream and an ambition, a young man, Walt Disney arrived in Santa Fe California with a cartoon character named Alice. Within months after the Alice cartoon became a hit, Walt and his brother created the Disney Brothers Cartoon Studio, which after a couple of years was renamed to Walt Disney Studio. In 1928, five years after his arrival to California, Walt was able to introduce a new cartoon character, Mickey Mouse. With this introduction, people were seeking

Department Administrative Services Australia-Myassignmenthelp.Com

Question: Discuss About The Department Administrative Services Australia? Answer: Introduction: The DAS or Department of Administrative Service has been delivering various services for other departments in a state government in Australia. The services are delivered from the data centre of the department. The SaaS or Software as a Service is the centrally hosted software delivery and licensing model. The team at DAS is engaged to deliver a risk analysis for the two planned moves towards the offerings of SaaS application. The following report covers the privacy and security regarding the employee data. Then it discusses the issues related to digital identity. Next it undergoes the issue about provider solution and the data sensitivity. Security of Employee Data: The establishment of current risks and threats: The threats recognized in the last few years have been the same. This has continued to plague the business currently. One of the most common threats in the in house HR database is the excessive privileges as the employees are granted. DAS might fail to upgrade the access privileges for the workers changing the roles within the organization. The users might also abuse the privileges of legitimate database for the unauthorized purposes (Lafuente, 2015). There can be also the database injection attacks. The two major kinds of these attacks are the SQL and NoSQL injections. The SQL injections have been targeted towards the conventional database systems while the later one targets the platforms of big-data. In both the cases an attack of successful input injection could provide an attacker limited access to the complete database. The next one is the malware a lasting danger. This is utilized to take sensitive information by means of true legitimate clients utilizing harmed devices. The next one is the exposure of storage media. The media of backup storage is regularly totally unprotected from assault. Accordingly, various security breaks have included the burglary of database support tapes and disks. There could also be the exploitation of powerless databases. It for the most part can take months to fix databases for DAS. The attackers are aware how to rob the unpatched databases or the databases that have the default records and the configuration parameters. There could also be risks originating from the sensitive information that are left unmanaged. DAS could battle to keep up an exact stock of their databases and the basic information objects contained inside them. Lastly the human factor is an important risk (Felbermayr, Hauptmann Schmerer, 2014). This is the original reason behind the thirty percent of episodes regarding data breaches because of human carelessness. Other threats and risks after moving to SaaS application: The first risk that can originate after implementing SaaS is the usage risk. This denotes the risk with which DAS has been incurred. This is on the basis of how they have been using the particular SaaS app. First of all it should be found whether DAS has been using the app for a critical business function. Next they must identify whether the app could store sensitive data. As the answer is no in both the cases, the app could go to the low risk rank immediately (Pfeifer, 2016). The next one is the information security risk. It is seen that how DAS was utilizing the SaaS application. Then they can proceed towards the information security risks. While the Usage Risk has been concentrating on how DAS is utilizing the application, the Data Security Risk concentrates on how the providers of the service are taking care of the information The next one is the Operational Risk from the SaaS provider. This tends to how the supplier deals with their general everyday operations. In spite of the fact that DAS could consider Data Security Risk as a subset of this hazard range, they get it out particularly because of its significance (Kristal, 2017). The last one is the application risk of the SaaS Providers. It is the intrinsic hazard made by how the application was created. There resulting severity of threat and risk to the employee data: For the employees, the loss of information caused by the employers conveys a more passionate reaction than a retailer or other association they work with. This is because the victim could essentially disjoin the relationship and the business somewhere else. Physiologically, the capacity to pick an item is a monstrous differentiator to the victim of that breach. They have not needed to purchase items from them or work with a specific organization that gives them authority to choose if and how the relationship advances (Mller Neumann, 2015). The ability to pick gets lost while accepting a notice of a breach of the PII or Personally Identifiable Data from DAS. How would they act and react and where do they vent their disappointment, dread and outrage denotes the extra hazard for DAS. This is precisely what the offended party's bar has been preying on. While researching the event and approving what really happened, the IT employee of DAS and the majority of C-suite could probably stop the ordinary operations putting the business on the hold. Once any event has turned out to be public and notice is given to workers, the second phase of inside disturbance starts (Smith Ross, 2014). Workers would invest an excessive measure of time in the day exploring the administrations made available. This is by calling the restoration team or the call center to better see how they could secure themselves while advancing. Privacy of Employee Data: The establishment of current risks and threats: The first privacy risk of the employee data is the discrimination. The use of DAS in the predictive analysis for making decisions having a negative influence on the people directly has been inhibiting the freedom of DAS. The most vital risk here is that it has been utilized for concealing the discrimination. This has been on the basis of illicit criteria and justifies the disparate effect of the decisions on the vulnerable populations. The next one is the embarrassment of the breaches (Kristal, 2017). Unfortunately, the risk has been remaining huge. This is particularly on the fact that billions of the IoT devices have been remaining rampantly insecure. The next one is the leaving of the anonymity. As DAS need to anonymize their data for using for other reasons, they could find that highly difficult. It has been turning into almost impossible for effectively anonymizing data such that the associated individuals could not be re-identified (Finkin, 2015). Lastly the data could get brokered. DAS has been gathering and selling the consumer data used for profiling individuals without any much limits or controls. Since the last few years, the data brokers are having the field day to sell every data they could scoop up from anyplace they could find over the Internet. This practice has been rising and unfettered till the privacy laws limiting the use get enacted. There has no or little accountability or any guarantees that the data has been accurate. Other threats and risks after moving to SaaS application: The multi-tenant architecture of the SaaS has been raising concerns regarding data privacy. The rising popularity of the cloud technologies has been putting critical effect on the data security. By using the SaaS the critical data of DAS has been stored at the distant location outside the range of corporate control (Hudson Pollitz, 2017). This has been leading to the extreme dependency on the expertise and integrity of the vendors concerned about the private data. The data has been placed at the site of the supplier that might have various customers. According to principle the strategy of general security has been defined for the various owners. Despite these it has been raising issues as it had not been tailored to the needs of the customers. There has been infrastructure in SaaS shared between various customers. Thus the threats are regarding the fact that the information has been stored and then processed distantly. This also includes the rise on virtualization usage and the platform sharing between the users. The protecting of the sensitive and sensitive data that had been stored in the infrastructure of the SaaS provider is highly important. Another fundamental aspect of the SaaS is that it has been generally web based. The providers have been delivering the service on the Internet (Abowd, McKinney Zhao, 2015). The network security and cryptography has been vital to give confidentiality to data-in-transit of the clients. Moreover, the SaaS has been a changeable and complex environment. In such situations the enough privacy of the data has needed to be maintained. There resulting severity of threat and risk to the employee data: The data breaches have been impacting the employee records that have been present in a particularized threat. This is because of the sensitive information that DAS kept about their employees. The kind of data that the HR department has been holding has been personal in nature most of the times. This could include the employee address, health information along with the information regarding financial account and social security (Rusinek Rycx, 2013). As the employee data gets targeted it possesses high significance and long-term effect that just stealing the credit card number. This results in the fraudulent charges that could be rectified by the card issuer. The loss of the passwords and the usernames has been also an issue. This is because this kind of information could be utilized in overcoming the workarounds based on authentication for accessing the other confidential data. Moreover, any data breach tied to the government agency has been permitting anyone for creating the synthetic IS for stealing the sensitive data of government. This includes the trade secrets and the patents (Feher, 2016). DAS also required to identify the employee data breach has been carrying the legal risk same as the breaching of customer data. As DAS responding to the data breach handles that improperly, the employees could file the class action lawsuit. As the data of the employee gets breached, the DAS require working quickly for protecting the employees and then account for any loss of DASs information. Digital Identity Issues: The risks and threats to the digital identities originating from the move to SaaS for the government employees are discussed hereby. With the automated technologies of face recognition, location tracking, tagging and the broader digital authentication systems, various actions of the individuals gets associated with the identities (Taylor, Fritsch Liederbach, 2014). Due to this the privacy gets lost and the security becomes subverted. The identity system building on the confirmed pseudonyms could deliver the privacy. This can also raise the security for the digital transactions and the services. The cyberspace generates the scopes to identify the thefts. The exact same copies of everything could be sent over the channels of digital communications could be recorded. In this way the cyberspace requires the system that would permit the people in verifying the identity to the others. This has been without revealing the digital notation of the identities. There has been confusing authentication with the identities present here. Various efforts have focusing on the authentication as the solution instead of addressing strength of the underpinning attribute authorization and collection process. There has been the enabling of the transaction completion instead of the user activity (Sundararajan, 2014). Lastly there has been building of the consensus instead of driving action. Various efforts has been focusing on the creating the agreement across the processes and standards apart from generating a complete identity solution. Thus it never results in the solutions that are implementable to the private sectors like DAS. Provider Solution Issues: The operational solutions and locations of the SaaS providers for HR and Contractor management: The process in which DAS could manage the HR and the contract managers could be highly private. However there have been particular primary features and capabilities that DAS must look for in any case. This is to make sure that one picked could change and grow with the needs of the organizations. The operational locations and solutions are described hereby. The first one is the applicant tracking that considers the capability for manage the job postings, applications and the on boarding of the latest employees. The next one is the benefits of the administration that has been crucial for most of the HR operations and what the HRMS software makers have been offering here (Lewis, 2013). This could vary from the easy managing of the employee enrollment in the way to offer the particular benefit pans to the clients. Then the shift and scheduling planning can be considered, that have been often dedicated tools by which the capability could show up as the part of broader HRMS locations. This could also the one that concentrate on the business of DAS where the ability has been crucial. The next one is the performance management that is the capability for simply keeping the record of the employee aims or it could track the aims down to the level of tasks and bind the success automatically and directly to the payroll and compensation. The online learning could be other offshoot for the performance management (Frankenberger, Weiblen Gassmann, 2013). This has been permitting the managers to deliver the training to the employees for achieving higher goals and keeping DAS in compliance as the certifications are needed for particular jobs. Lastly the eLearning authoring could be considered that could let DAS build own training resources to be provided or on any learning hub accessible publicly. Efficiency of the operational locations and solutions: Both the operational location and the solution could mitigate the threats and risks recognized for the privacy and security of the employee data. The first way is the integration. Most of the above operational solution and location has been offering either canned integrations or the open APIs (Sari, 2013). The canned integration has been the list of partner apps with which HRMS vendors create direct integration ability opting into through paying extra or by downloading any connector. The open APIs has been permitting to create the individual integrations between the systems that DAS like till they both support that API. The company must also possess some in-house talent of programming. The next one is the mobility that has not been much-have feature for the successful implementation of HRMS. The data of HR rends to be the data that the employees have been required to access. This includes particularly the time off requests and the benefits information. The last one is the security where it required ensuring to investigate the manner in which the location solutions protect the customer data (Zhao, Li Liu, 2014). Maximum of the systems have been based on cloud that indicates that the employee data would wind up stored somewhere in online. Data Sensitivity: There have been various issues of data sensitivity or jurisdiction which is required to be considered. It has been crucial to factor every relevant consideration in designing the data sensitivity policies. For instance there have been various regulations that the system designer should consider. This ultimately creates the unified approach consistently addressing them all (Pandey, 2016). Various examples might help in fleshing this out. Numerous jurisdictions implements regulations regarding how the private data could be managed. The EU Data Protection Directive has been differing from the regulations in the US and the compliance issues of the PCI (Gaddam, Aissi Kgil, 2014). However this has not been regulatory but has been affecting the requirements of data protection directly. Every requirements of the data protection has not been the same. For few data the confidentiality has been critical. Instances of this are the intellectual property of the corporate and the financial records. For the data over which the business life or the continuity has been depending, the availability has been critical. In the other cases, the integrity has been the most crucial (Gholami Laure, 2016). The substituting and spoofing of data causing any system to behave improperly have been the instances assuring data integrity. DAS should not conflate confidentiality with the data protection alone. The quality of forum interaction: Name of the team members Selection of issues for the risk assessment Reasoning behind the risk analysis for the issues selected Divya Data discrimination The main reason is due to the risk with which DAS has been incurred. This is on the basis of how they have been using the particular SaaS app. Nagesh Embarrassment of the breaches The reason behind this is billions of the IoT devices have been remaining rampantly insecure. Mahender Data getting brokered DAS has been gathering and selling the consumer data used for profiling individuals without any much limits or controls. Since the last few years, the data brokers are having the field day to sell every data they could scoop up from anyplace they could find over the Internet. This practice has been rising and unfettered till the privacy laws limiting the use get enacted. There has no or little accountability or any guarantees that the data has been accurate. Conclusion: It could be concluded by saying that the report has examined the privacy, business and legal requirements for the cloud deployment model for DAS. The report has also helped in evaluating the risk management necessities for the model. This has been useful in critically analyze the business, ethical and legal concerns for the privacy and security of data that is needed to be implemented in the cloud. Various risks with the SaaS have been same as the risks faced by the in-house IT services. This has been particularly in the cases where data passes outside the control of corporate network. The bottom line has been that with the help of proper procedures, controls, policies and contracts in place, the risks associated with SaaS could be managed easily. References: Abowd, J. M., McKinney, K. L., Zhao, N. (2015). Earnings Inequality Trends in the United States: Nationally Representative Estimates from Longitudinally Linked Employer-Employee Data. NBER Chapters. Feher, K. (2016). Digital identity: The transparency of the self. In Applied Psychology: Proceedings of the 2015 Asian Congress of Applied Psychology (ACAP 2015) (pp. 132-143). Felbermayr, G., Hauptmann, A., Schmerer, H. J. (2014). International trade and collective bargaining outcomes: Evidence from German employeremployee data. The Scandinavian Journal of Economics, 116(3), 820-837. Finkin, M. (2015). The Acquisition and Dissemination of Employee Data: the Law of the European Union and the United States Compared. Studia z zakresu prawa pracy i polityki spo?ecznej, 2015. Frankenberger, K., Weiblen, T., Gassmann, O. (2013). Network configuration, customer centricity, and performance of open business models: A solution provider perspective. Industrial Marketing Management, 42(5), 671-682. Gaddam, A., Aissi, S., Kgil, T. (2014). U.S. Patent Application No. 14/303,461. Gholami, A., Laure, E. (2016). Security and privacy of sensitive data in cloud computing: a survey of recent developments. arXiv preprint arXiv:1601.01498. Heining, J., Klosterhuber, W., Seth, S. (2014). An Overview on the Linked Employer-Employee Data of the Institute for Employment Research (IAB). Schmollers Jahrbuch, 134(1), 141-148. Hudson, K. L., Pollitz, K. (2017). Undermining Genetic Privacy? Employee Wellness Programs and the Law. New England Journal of Medicine. Kristal, T. (2017). Who Gets and Who Gives Employer-Provided Benefits? Evidence from Matched Employer-Employee Data. Social Forces, 1-33. Kristal, T. (2017). Who Gets and Who Gives Employer-Provided Benefits? Evidence from Matched Employer-Employee Data. Social Forces, 1-33. Lafuente, G. (2015). The big data security challenge. Network security, 2015(1), 12-14. Lewis, L. (2013). Digital identity: are students' views regarding digital representation of'self'gendered?. Mller, K. U., Neumann, M. (2015). How reliable are incidence estimates based on cross-sectional distributions? Evidence from simulations and linked employer-employee data. Pandey, S. C. (2016, October). An efficient security solution for cloud environment. In Signal Processing, Communication, Power and Embedded System (SCOPES), 2016 International Conference on (pp. 950-959). IEEE. Pfeifer, C. (2016). InTRA-fIRM WAge COMPRessIOn AnD COveRAge Of TRAInIng COsTs: evIDenCe fROM LInkeD eMPLOyeR-eMPLOyee DATA. ILR Review, 69(2), 435-454. Rusinek, M., Rycx, F. (2013). Rent?Sharing under Different Bargaining Regimes: Evidence from Linked EmployerEmployee Data. British Journal of Industrial Relations, 51(1), 28-58. Sari, K. (2013). Selection of RFID solution provider: a fuzzy multi-criteria decision model with Monte Carlo simulation. Kybernetes, 42(3), 448-465. Smith, M., Ross, A. (2014). Workplace law: Employee privacy: Take care when dealing with records. Proctor, The, 34(4), 42. Sundararajan, A. (2014). Peer-to-peer businesses and the sharing (collaborative) economy: Overview, economic effects and regulatory issues. Written testimony for the hearing titled The Power of Connection: Peer to Peer Businesses. Taylor, R. W., Fritsch, E. J., Liederbach, J. (2014). Digital crime and digital terrorism. Prentice Hall Press. Zhao, F., Li, C., Liu, C. F. (2014, February). A cloud computing security solution based on fully homomorphic encryption. In Advanced Communication Technology (ICACT), 2014 16th International Conference on(pp. 485-488). IEEE.

The Finesse of Dealing With Difficult Clients - The Writers For Hire

THE FINESSE OF DEALING WITH DIFFICULT CLIENTS We all dread those emails. The ones where you can almost hear the client yelling at you through the computer screen. When those emails arrive, it’s hard not to immediately jump on the defensive and start to fight back. However, addressing those situations in a professional and polite way is imperative to maintaining good client relations. But how do you do that?!? Try to see things from another perspective Sure, it may sound clichà ©, but there is a lot to be said for having a bit of empathy in these situations. Often, a client is upset about something that could be easily remedied, if you just take the time to try to understand exactly what the issue is.Tweet this It’s also important to remember that there are sometimes communication breakdowns when relying on emails. Things frequently come across differently than how they were meant. So, pick up that phone and make the call. Chances are that a quick conversation can iron out any issues, and your project can be back on track in no time. But what if they start to yell? Unfortunately, this happens more often that we’d like. You call a client, intending to address their concerns, and they immediately start to get volatile. Once again, your defense mechanisms kick in, and you find yourself fighting the urge to get caught up in their anger. Doing that will only escalate the issue, though, so take a deep breath and follow these tips: Listen Many problems arise when people feel like they are not being listened to or heard. Resist the urge to immediately talk back, and just listen to the problem from their point of view. This does not mean that you have to sit there and let them yell at you, though. If their tone and language become borderline abusive, it is important to respectfully remind them that you want to hear what they are saying and try to find a solution, but you cannot do so unless they stop yelling. Acknowledge & Empathize Let them know that you realize they are upset and that you really do care and want to resolve the issue. Simply stating â€Å"I understand,† and then re-iterating what you believe to be the problem will show them that you are listening and trying to see where they are coming from. Stay Calm Do not engage in petty arguments or finger pointing. Keep a low voice and maintain your composure. Do not fuel the fire—just state the facts and focus on finding a solution. Keep in mind that it is not personal, and do not react emotionally. Accept Responsibility Nobody is perfect. Be willing to admit to any wrongdoing on your part and offer a way to make it right. Propose a Solution Try to come up with a way to fix the issue that all parties can be happy with. But don’t make compromises you are not okay with just to make the customer happy. Follow Up Once you are done with your call and have come to some kind of resolution, be sure to send a follow-up email. This will ensure that everyone is on the same page and can alleviate any other possible issues in the future. What if they refuse to take your call? Sometimes a client gets so upset that they refuse to speak with you on the phone. They send you an angry email, but your calls go straight to their voicemail. This is when good written communication comes into play. Again, it is important that you don’t get caught up in their anger and respond in an emotional way. Before you even hit the â€Å"reply† button, carefully read through their email again, and try to understand EXACTLY what the cause of their frustration is. Once you have re-read their email (and taken a few deep breaths), get ready to draft a reply using these steps: Acknowledge Tell them that you see that they are upset, and then explain your understanding of the problem, based on what they told you in their email. As tempting as it may be to just ignore their snide remarks, failing to address the main issue will just make it worse. Propose a Solution Are they upset because they don’t like something you have written? Offer to go over the things they did not like, so you can understand what they were unhappy with, and re-write those sections. Are they panicking because a deadline is approaching? Re-assure them that you know when the deadline is and that you have a plan to complete the work in plenty of time to meet that deadline. Whatever the issue may be, you almost always can find a way to fix it. Stick to the Facts Occasionally a client will get angry because you did not complete something. What they are failing to admit, though, is that the item was not completed because THEY did not provide you the information needed to complete it. If this is the case, politely remind them that while you would be happy to complete it for them, you still need â€Å"xyz† before you can do so. If you previously provided them with a list of deliverables that they promised to send you, this is a good time to send that list again and let them know that once you receive the outstanding items, their project can be completed. Keep a Polite Tone This can be tricky to do in an email. Too often your words can be construed as rude, even when you did not intend them to come across that way at all. Be sure to read, and re-read what you write, to ensure that nothing you have written could be taken the wrong way. Suggest a Phone Call The quickest and best way to resolve any issue is to get on the phone and talk it out. At the end of your email response, it’s always a good idea to suggest that you set up a time to talk, so that you can be sure that everyone is on the same page. The client may still refuse to talk to you, but it is always worth a try. Know when to walk away You’ve emailed, you’ve called, and they’re still upset. You’ve proposed solutions, but they are not responsive to your efforts. They seem set on being angry, and it’s clear that nothing that you do is going to change that. It happens. Occasionally there are those clients who will never be happy, no matter what you do. In those circumstances it is okay to recognize that they are this type of client, and be okay with walking away. It’s not worth compromising yourself (or your sanity) to bend over backwards, trying to make them happy. In the end, you can only do so much. And that’s okay.

Learn How to Do English Creative Writing Essays without Breaking a Sweat

Learn How to Do English Creative Writing Essays without Breaking a Sweat Learn How to Do English Creative Writing Essays without Breaking a Sweat Do you need help with English creative writing essays? Not to worry, help is here. This guide on creative writing essays will help you with your next imaginative masterpiece. What is a Creative Writing Essay? A creative essay is a non-fiction work that gives specific care to the visual quality, look and feel of the writing, describing details in such a way that the reader can live the story in their mind as well. This type of essay is generally told from the writer’s perspective. While they are non-fiction, they are an imaginative and vivid telling of true events. Pre-Writing Exercises Before you start writing take some time to do a few prewriting exercises. Start by journaling your thoughts. This is just a random collection of your thoughts so no subjects are off limits and no style is required. Just write down your thoughts and ideas for the paper. With a creative essay you might talk about an event that happened to you or someone you know. Try and think of an event others would be interested in hearing, or an event you are able to talk about imaginatively. Just write whatever details come to mind. Be sure to spend some time here and return to the task after setting it aside for a while to give your mind time to think about new ideas and process what you have written. Paper Organization Begin creating an outline. In a creative writing essay, if it is a story, generally something happens. Write the timeline of events from your point of view. You can list events sequentially, if that is how you plan to tell them. Or, if you want to add a twist to your paper, you could even start the paper describing the end scene, and then circle back and explain the event. It is up to you as to how to tell the story. This is also a good time to write a character sketch for each participant in the story so you can include interesting details about your characters and reference the sketch if you run out of ideas. Writing Your Essay Once you have the outline completed, this part should flow better. Now you just need to tell the reader about the events in the outline in a way they will find interesting and engaging. Be sure to describe events in detail. Include details like what you or others were thinking, how certain things felt. Consider all the senses, sight, sound, touch, taste can all be described. Was certain music playing during the event? How does listening to that same sample of music feel today? Does it bring back memories of the event? Remember facial expressions or any unique movements you remember and describe those to the reader. Any interesting detail can be included to put the reader into the scene you have in your mind. Since this is creative writing, you do not need to limit the way you express the events, they only need to have actually occurred, since it is also non-fiction. Following these steps and keeping these details in your mind will really help when it comes to creative writing paper.

States Where Recreational Marijuana Use Is Legal

States Where Recreational Marijuana Use Is Legal Eleven states have legalized  recreational marijuana use  in the United States. They are Alaska, California, Colorado, Illinois, Maine, Massachusetts, Michigan, Nevada, Oregon, Vermont, and Washington.  Washington, D.C., also allows the recreational use of marijuana.   They are among 30 states that allow the use of marijuana in some form; most others allow for use of the substance for medicinal purposes. The eleven states where recreational use is legal have the most expansive laws on the books.   Here are the states in which marijuana use is legal. They do not include states that have  decriminalized the possession of small amounts of marijuana  or states that allow the use of marijuana for medical purposes. It is also important to note that growing and selling marijuana is illegal under federal law, though that rule is not enforced by the U.S. attorney general. 1. Alaska Alaska became the third state to allow recreational marijuana use in February 2015. The legalization of marijuana in Alaska came by a ballot referendum in November 2014, when 53 percent of voters supported the move to allow use of the substance in private places. Smoking pot in public, however, is punishable by a modest fine of $100. Private use of marijuana in Alaska was first declared a right in 1975 when the state Supreme Court ruled that possessing small amounts of the substance was protected under the state constitutions guarantee of the right to privacy. Under Alaska state law,  adults 21 and older can carry up to an ounce of marijuana and possess six plants. 2. California California state lawmakers legalized the recreational use of marijuana with the passage of  Proposition 64 in November 2016, making it the largest state to legalize pot. The measure had the support of 57 percent of the legislature. Sale of marijuana became legal in 2018. Cannabis is now legal in the most populous state in the country, dramatically increasing the total potential size of the industry while establishing legal adult use markets across the entire US Pacific Coast given the legalized states of Washington and Oregon, stated New Frontier Data, which tracks the cannabis industry. 3. Colorado The ballot initiative in Colorado was called Amendment 64. The proposal passed in 2012 with support from 55.3 percent of voters in that state on Nov. 6, 2012. Colorado and Washington were  the first states to legalize recreational use of the substance. The amendment to the state constitution allows any resident over the age of 21 to possess up to an ounce, or 28.5 grams, of marijuana. Residents can also grow a small number of marijuana plants under the amendment. It remains illegal to smoke marijuana in public. Also, individuals are not able to sell the substance in Colorado. Marijuana is legal for sale only by state-licensed stores similar to those in many states that sell liquor. Colorado Gov. John Hickenlooper, a Democrat, officially proclaimed marijuana legal in his state on Dec. 10, 2012. If the voters go out and pass something and they put it in the state constitution, by a significant margin, far be it from myself or any governor to overrule. I mean, this is why it’s a democracy, right? said Hickenlooper, who opposed the measure. 4. Illinois The states General Assembly passed the Illinois Cannabis Regulation and Tax Act on May 31, 2019, and it was signed by Gov. J.B. Pritzker on June 25. The law goes into effect on Jan. 1, 2020. It allows Illinois residents at least 21 years old to possess up to 30 grams of marijuana. The limit is 15 grams for non-residents. 5. Maine Voters approved the Marijuana Legalization Act in a 2016 referendum. Individuals can possess up to 2.5 ounces (71 grams)  of cannabis, up to three mature plants, 12 immature plants and an unlimited number of seedlings. The state did not, however, begin issuing commercial licenses to sell the drug immediately because state lawmakers could not agree on how to regulate the industry. 6. Massachusetts Voters legalized recreational marijuana in November 2016. Individuals can possess up to one ounce of cannabis and grow up to six plants at their homes. Homes with more than one adult can grow up to 12 plants. Pot must be locked up and not visible in cars, and smoking while driving or in public is illegal. The states Cannabis Advisory Board continues to work on regulations but is reportedly planning to allow use of the substance in retail spaces, unlike most other states.   7. Michigan Voters legalized the recreational use of marijuana in November 2018. The Michigan Regulation and Taxation of Marijuana Act allows individuals to possess up to 2.5 ounces of marijuana outside their home and 10 ounces inside their home. Up to 12 plants per household  are allowed. Licensed retail businesses can grow up to 150 plants for sale. 8. Nevada Voters passed Question 2 in the 2016 election, making recreational marijuana legal as of 2017. Adults ages 21 and older can possess up to one ounce of cannabis and up to an eighth ounce of concentrate. Public consumption is punishable by a $600 fine. The measure had support from 55 percent of voters. 9. Oregon Oregon became the fourth state to allow the recreational use of marijuana in July 2015. The legalization of marijuana in Oregon came by ballot initiative in November 2014, when 56 percent of voters supported the move.  Oregonians are allowed  to possess up to an ounce of marijuana in public and 8 ounces in their homes. They are also allowed to grow as many as four plants in their homes. 10. Vermont The state legislature passed HB511 in January 2018, which allows an individual to possess one ounce of cannabis and two plants. No commercial sales are allowed. The law took effect on July 1, 2018. 11. Washington The ballot measure approved in Washington was called Initiative 502. It was very similar to Colorados Amendment 64 in that it allows state residents ages 21 and older to possess up to an ounce of marijuana for recreational use. The measure passed in 2012 with the support of 55.7 percent of voters in the state. The Washington ballot initiative also put in place substantial tax rates imposed on growers, processors, and retailers. The tax rate on recreational marijuana at each stage is 25 percent, and the revenue goes to state coffers. District of Columbia Washington, D.C., legalized the recreational use of marijuana in February of 2015. The measure was supported by 65 percent of voters in a November 2014 ballot initiative. If youre in the nations capital, youre allowed to carry up to 2 ounces of marijuana and grow as many as six plants in your home. You can also gift a friend up to an ounce of pot.

An investment scheme to finance boot camps Research Proposal

An investment scheme to finance boot camps - Research Proposal Example This is to ensure that children attention is arrested before they are swayed by peer pressure. Behavioral finance is a new field that tries to combine both the behavioral and cognitive physiology in explaining the reasons why people make financial decisions that are irrational. The financial decisions being made by various institutions mandated with protecting the interests of the vulnerable children are failing to capture the real issues that need to be addressed in order to improve the living standards of the children. Exposing the children to some environment is playing a significant role in diverting them towards the education. As a result, they end up not helping their parents once they grow up (Maisel 2014). Therefore, it is critical to understand the importance of behavioral finance especially while making financial decisions that will affect other people. Investor behavior keeps on deviating from logic and reason. The behavior is mainly affected by emotional processes, mental mistakes, and individual personality. These make it very hard to make decisions. Therefore, investment is not a matter of analyzing numbers. Instead, a large part of investment is embedded on the individual behavior. There are many types of behavioral biasness while investing. For instance, cognitive bias can be seen as a rule of thumb which can lead to a systematic deviation from the correct judgment. Some of the common behavioral biasness that can affect the investors’ decisions includes representativeness, worry, disposition effect, familiarity bias, anchoring, and self-attribution biasness (Maisel 2014). In economics, financial intermediation is a process that involves borrowing money and lending it to other parties that are in dire need for financial support. Children act as an important investment for any government or society. Therefore, in this case, the money from the investors will be used to finance different activities being undertaken in the boot camps.

Consumer Relationship Essay Example | Topics and Well Written Essays - 2500 words

Consumer Relationship - Essay Example Consumer relationship management is one area of organizations that calls for proper intelligence and understanding to achieve. Most organizations look into satisfying the needs of their customers without first understanding themselves. By giving so much focus to consumer satisfaction and ignoring the organization itself, in the long run even the customers themselves hardly get satisfied (Liveris 2011, p. 17). This paper critically analyzes the contribution of organizational/product- consumer relationship trends in the global beer industry by taking into consideration the demands of consumer relationships, theories around consumer relationships and the techniques that have been employed by organizations so as to achieve customer relationships. In purchasing goods and services, consumers are always faced with dilemmas before arriving at the decision to buy some specific products or services. In the beer industry, one may ask such question as, why do I need to buy â€Å"Heineken† but not â€Å"castle lager† for instance. Well, depending with the individual, different factors such as price, quality and satisfaction will start ringing in their minds. To others, however, the producer of the product matters a lot. It is common that people tend to choose products from well established organizations as opposed to the upcoming organizations. Described below is the process that most consumers undergo before arriving at the decision to purchase certain products: What triggers the mind of any individual to buy a certain product is the need to solve a certain need or problem that such a consumer may be facing. Here, the consumer tends to believe that by purchasing specific products, their problems will be solved. Most organizations start influencing the customer decision making from this point. Companies try to put to customers that those customers actually have problems and those problems can only be  solved with products from such organizations. A good example is alcohol consumption.  

A governing body Essay Example for Free

A governing body Essay A governing body is eminent in every populace. Although the governing bodies of the United States and Sweden are both administered by Executive, Legislative, and Judicial branches, the role they play in the politics of their respective countries differs greatly. Both countries are subject to laws set forth by age-old constitutions. There is also variance in the number of representative parties for the population of each country. It is important to look at the age of the country and its influence on the government. The period of time in which countries are founded is very important in showing why certain countries have the institutions that they do. The early Swedish government was formed by aristocrats who nominated a king that used his rule to influence religion. This aspect of Sweden’s political history differs from that of the U. S. , which was founded hundreds of years later to be ruled by representation. U. S. Government The United States is the worlds oldest representative democracy. The government is regulated by a system of checks and balances defined by the Constitution. Citizens are subject to three levels of government: federal, state, and local levels; most areas are subject to multiple local governments, such as county or metropolitan governments in addition to municipal government. The federal government is comprised of three branches, which are designed to check and balance one anothers powers. The Legislative branch is made up of the Senate and the House of Representatives, which makes federal law, declares war, approves treaties, and has the power of making decisions regarding the budget and taxation, also known as â€Å"Power of the Purse. † The Executive branch is comprised of the President, who appoints, with Senate approval, the Cabinet and other officers. The Cabinet administers and enforces federal laws. The president is also Commander-in-Chief of the military. The Judicial branch is the Supreme Court and lower federal courts, whose judges are appointed by the President with Senate approval. The Judicial branch interprets laws and can overturn laws they deem unconstitutional. The United States Constitution is the supreme legal document that governs the American system. The document is considered a social contract for the people of the United States, regulating their affairs through government chosen by and populated by the people. All laws and procedures of both state and federal governments are subject to review, and any law ruled by the Judicial branch to be in violation of the Constitution can be overturned. The Constitution can be amended by two methods, both of which require the approval of three-fourths of the states. Officials at all three levels are either elected by voters in a secret ballot or appointed by other elected officials. Executive and legislative offices are decided by a plurality vote of citizens in their districts. Judicial and cabinet-level offices are nominated by the Executive branch and approved by the Legislature in the federal government and most states, although some state judges are elected by popular vote. American politics is dominated by the Republican Party and the Democratic Party. Members of these two parties hold the majority of elected offices across the country at federal, state, and lower levels. Independent or third party candidates tend to do better in lower-level elections; however, there are currently two independent members of the Senate. Within American political culture, the Republican Party is considered conservative and the Democratic Party is considered liberal. Swedish Politics Information published by Nations Encyclopedia advises Sweden is a constitutional monarchy, of which King Carl XVI Gustaf is currently the head of state, but royal power is limited to official and ceremonial functions. The nations modern legislative body is the Swedish Parliament, also known as Riksdag, with 349 members, which chooses the Prime Minister. The Riksdag holds supreme authority in modern Sweden. The Riksdag is responsible for choosing the Prime Minister, who then appoints the ministers. The legislative power is then shared between the parliament and the Prime Minister-led government. The executive power is exercised by the government, while the Judiciary, unlike that of the United States is independent. Sweden’s judiciary system also lacks the ability to review laws that may be in violation of the constitution. Acts of the parliament and government decrees can be made inapplicable at every level if they are against constitutional laws. Legislation may be initiated by the Cabinet or by members of Parliament. Members are elected on the basis of proportional representation, or full representation versus the plurality voting system used in the U. S. The Constitution of Sweden can be altered by the Riksdag, which requires an absolute majority and two decisions with general elections in between. Since 1932, the Cabinets have been dominated by the Social Democrats. The following political parties currently hold seats in the Riksdag: Social Democrats, Moderates, Centre Party, Liberal People’s Party, Christian Democrats, Left Party, and Greens. There are six other parties, however, they do not currently hold any of the seats of the Riksdag. The six parties are: Swedish Democrats, Feminist Initiative, The Pirate Party, June List, The Health Care Party, and National Democrats. Religious and Cultural Aspects of Government Historicizing the formation of the Swedish government is to review the affects of aristocracy on government and government on religion. In the middle ages, struggle for power between powerful families and Great Men, also known as Stormannen, caused politically unstable situations. Sweden was a kingdom where the king was elected by members of a council of aristocrats; therefore, the throne was not inherited. The presence of powerful Great Men and chiefs meant that the kings influence was often quite limited. His political and fiscal control over the country depended upon support from the aristocracy. During the late Middle Ages political anarchy came about in Sweden. Constant struggle for power between a number of families and the Danish King Kristian II ended in the Bloodbath of Stockholm in the early 1500s. The result of this struggle enabled Gustav Vasa to become king in 1521. The most important reform Gustav Vasa made was the reformation of the Church. â€Å"The king was able to gain political control, as well as control the property of the Church, all Swedes suddenly became Protestants instead of Catholics†(History World, 2007). This made it possible for the king to establish himself, not the Pope, as head of the Church, and also to use the Church as a pedagogic tool on the people according to History World. Because everyone had to attend church on Sundays, the state could reach almost the entire populace with information, propaganda, and a certain amount of education. The Bible was, for instance, translated from Latin to Swedish during this time. This had a positive impact on literacy among the ordinary people. In the United States, the formation of the government was influenced by agenda and innovationists rather than religion or how politics could influence religion. â€Å"Our Founding Fathers were not known to practice Christian orthodoxy†(White House, 2007). Although they supported the free exercise of any religion, they believed there could be dangers in incorporating a religion into the creation of a government to serve all people. Most of them believed in deism and attended Freemasonry lodges. According to John J. Robinson, â€Å"Freemasonry had been a powerful force for religious freedom†(Free Masons, 2007). Freemasons took seriously the principle that men should worship according to their own conscious. Masonry welcomed anyone from any religion or non-religion, as long as they believed in a Supreme Being. Washington, Franklin, Hancock, Hamilton, Lafayette, and many others accepted Freemasonry. According to the Free Masonry Organization, in order to be a Free Mason, one must believe in the existence of a â€Å"Supreme Being,† which includes the â€Å"gods† of Islam, Hinduism, or any other world religion. Although many believe the anti-Biblical and anti-Christian beliefs and practices of this organization are partially hidden beneath an outward appearance of a supposed compatibility with the Christian faith, the organization supports every religion. The influence of a non-uniform Christian society on the U. S. government was probably due to the combinations of cultures and backgrounds of the individuals making up the fairly new society. The compilation of cultures that continues to make up U. S. society varies greatly from those of the Swedish culture at the time their government was developed. Sweden was a very old country; therefore, the majority of the inhabitants had lived there most, if not all, of their lives. The governments of the United States and Sweden both represent their diverse populations through their respective governments. The greatest variance in the way branches operate is in the Judicial system. In the United States, the Judicial System ensures that laws are upheld and amended to meet changing times without going against the Constitution. The Swedish Judicial branch lacks the ability to review laws that may be against their constitution.

The Crucible Coursework Essay -- Essay on The Crucible

The Crucible Coursework Essay The Crucible was written in 1952 by the playwright Arthur Miller. It is an allegory of the McCarthy ‘witch-hunts’ which occurred during the 1950’s. It was effectively the arrest and questioning of those suspected of communist views or that sympathised with communists. The USA was very suspicious of communists due to the Cold War between itself and the USSR. Joe McCarthy, leader of the governmental organisation, the Anti-Democracy Policy, headed the hunts. Arthur Miller was himself arrested by McCarthy. Miller was very irritated by this and decided that he wanted to protest by writing a satirical play. To have his play shown on Broadway he had to write an allegory based on his treatment and the insanity of the ‘witch-hunts’. The play is set in a fictional town named Salem in Massachusetts, USA in 1692, a period of American history when people were strict Christians. In Acts I, II and III we see a portrayal of local farmer John Proctor as he becomes involved in the injustices and realises the stupidity of the witch-hunts of Salem. In Act I we are introduced to Reverend Samuel Parris, a corrupted clergyman. He is insecure, bitter and paranoid about witchcraft infecting his parish, giving him a bad reputation. We learn that he has seen several girls dancing naked and casting spells in the nearby woods, including his daughter, Betty, niece, Abigail Williams and his housemaid, Tituba. Parris’ perversion could be seen as the ‘perversion’ of the autocratic 1950’s America. We also briefly establish John Proctor’s relationship with Abigail. An orphan, Abigail worked for him and his wife, Elizabeth as a housemaid until Elizabeth discovers that they were having an affair, ... ...cating that Proctor’s conscience has been eased. Danforth looks defeated here, showing us that Proctor’s truth and ability to stay strong has quashed the judge. Proctor is then sent to be hanged, and arrives in a cart carrying Goody Nurse, an innocent woman also condemned to death. In the shot both he and Goody Nurse are standing implying that they are closer to Heaven than the crowds below that have come to see them executed. We see a close-up of Elizabeth and at this point the music becomes powerful, showing her strong character. As they begin to recite the Lord’s Prayer we see that the accused are true Christians, though by not being allowed to finish the prayer, we see that justice has now been overcome. Through his own interpretation, the director presents the film in a way that remains true to the original themes and ideas of Miller’s play.

Comparative Essay for Poetry Unit Essay

Cultural conflict is when a new set of beliefs and habits overtakes and conceals the old set, deteriorating the sacred cultural connections established at birth. Sujatas â€Å"Search for My Tongue† and John Agards â€Å"Half-Caste† are both excellent examples of cultural conflict. In the both cases, the authors are attempting to depict the hardships involved with a clash of culture. In Search for My Tongue, Sujata Bhatt finds conflict between two languages: what would you do/if you had two tongues in your mouth (3-4). In Half-Caste, Agard protests the racial discrimination towards the Guyanese interior hidden by the British exterior. Both poets express these cultural conflicts with the use of perspective, cultural context, literary devices, imagery and variations to syntax. The similarities in these poems show that cultural conflict is abundant and ubiquitous, whereas the differences provide uniqueness amongst the cultural conflicts. In Search for My Tongue, Bhatts poem encompasses the conflict between mother tongue and the foreign tongue. These very physical objects replace her native language of Guajarati and foreign language of English. The use of this metaphorical analogy is widespread, such as in the French language, where the word langue means both tongue and language. According to Bhatt, if you had to/speak a foreign tongue,/your mother tongue would rot (10-12). The conflict between languages continues in the subconscious world, where the mother tongue always returns and blossoms out of my mouth (38). Similarly Half-Caste is also a conflict of cultures, specifically race. John Agard is a mixed race of black and white light an shadow (13). His life in Britain has allegedly suppressed his black, unwanted side. This protest poem is the black side attempting to be freed just as how Bhatts mother tongue wants to grow(s) back (31). Agard often describes himself as half a person, standing on one leg (2), Half-a-eye (41), half-a-dream (43), half-a-shadow, (46). Bhatt searches for her two tongue but only finds one. Contrastingly, Half-caste is a poem of external conflict between Agard and the disapproving English society, whereas Search For My Tongue is about self-discovery and internal conflict. In Search for My Tongue, lines between 1 and 14 are all in the 2nd person, which connects the poem to the reader.  It is more dramatic and heartfelt than a narrative. Bhatts internal conflicts are voiced out to the world, searching for an answer to the question I ask you, what would you do (3). Half-caste uses the exact same strategy in order to achieve a different goal. The 2nd person narrative is installed between lines 4 and 37. He uses phrases like Explain yuself/wha yu mean (4-5), which directly targets the discriminating British (you need proof of that from his poem) yo put the on metaphor with the sun dont pass in England society, it fits really well here . External conflicts between Agard and the society are immediately voiced. Both poems employ the perspective of the it is not 2nd person , JUDD told me that on Search for my tongue isto connect with the reader, but one does it to apply the internal conflicts to the outside world whereas the other does it to be heard. Bhatt brings out her internal conflicts so that she can connect with the reader. In Search for My Tongue, many literary devices are used to bring out these internal conflicts. Her metaphorical tongues actually symbolize languages. She often changes between the ambiguous meanings. For example, she states that if you had two tongues in your mouth,/and lost the first one, the mother tongue, (4-5). Bhatt is giving supernatural qualities to the physical tongue. In an another example, she states that your mother tongue would rot,/rot and die in your mouth (12-13). In this case, Bhatt is creating personifications by giving lifelike, natural properties to a language. This shows how Bhatt is switching between the multiple meanings. In Half-Caste, Agard also draws on multiple examples. Contrastingly, he uses allusions or references to external literary works. The two apparent allusions are Picasso and Tchaikovsky. Put the lines Both of these artists use contrasts to create a greater piece of work. According to Agard, a mixed person is a living example of beauty derived from two contrasting cultures. Although the meaning of these allusions is not ambiguous, they are often sarcastic and direct. The differences in the use of literary devices have to do with the fact that Bhatt is unclear about her cultural conflict, whereas Agard understands his cultural conflict. Both poets use the literary device of repetition to express cultural conflict. For example, in â€Å"Search for My Tongue,† the words tongue and mouth are very abundant. The word â€Å"tongue† ends lines 2, 5, 7, 11 and 37. The word â€Å"mouth† ends lines 4, 13, 34 and 38. Not only does the repetition bring the poem together, it strengthens the message Bhatt is trying to send. It resembles a distress signal from a person with dire need. Similarly, John Agard repeats the phrase â€Å"Explain yuself† in lines 4, 10, 23 and 31. This reminds the reader of the aggressive tone in this rebellious poem, and ties the poem together. Every time a new idea is brought up, â€Å"Explain yuself† is the introductory line. Another way the poets attempt to describe cultural conflict is by the use of imagery. At the end of the poem, Sujata Bhatt writes â€Å"It grows back, a stump of a shoot† (31). This is a metaphor, comparing the mother language to a growing bamboo. The metaphor adds to the clear imagery. Continuing,Grows longer, grows moist, grows strong veins,It ties the other tongue in knots,The bud opens, the bud opens in my mouth,It pushes the other tongue aside. (32-35)These lines paint a very explicit picture in the reader’s mind, helping the poet come across with the meaning. Similarly, John Agard also appeals to the many senses. The â€Å"red an green† (8) on the â€Å"canvas† (9) feed on the human sense of sight. The â€Å"black key† (28) and â€Å"white key† (29) in the â€Å"symphony† (30) by â€Å"Tchaikovsky† (26) affect the human sense of hearing. Together, it allows the reader to fully experience the idea of â€Å"Half-Caste.†Finally, both poets use a strange form of syntax. In â€Å"Search for My Tongue,† Bhatt adds a full section of Gujarati. This symbolizes the rebirth of the mother tongue within Bhatt’s subconscious mind. In addition, between lines 31 and 35, there are no periods, replaced by commas. This section holds the imagery explained above, and periods would add unnecessary breaks. Similarly, â€Å"Half-Caste† has no punctuations. Together with the differing dialect, it shows the poet opposing his surroundings. This is a form of  protest, since Agard is not following the general rules of writing set by his racist opponents. Therefore, both poets express cultural conflict with variations to syntax. When reading Search for My Tongue, a monolingual person would not be able to fully comprehend Bhatt’s cultural conflict, except when it is described physically. By allowing the reader to picture two tongues in their mouth, Bhatt’s internal conflicts are expressed externally, allowing her to share her pain with the world. However, someone who is bilingual may have already experienced similar cultural conflicts. Therefore, this bilingual reader will understand â€Å"Search for My Tongue† much better than a regular monolingual reader. Similarly, â€Å"Half-Caste,† is also geared towards two different types of people. A person who isn’t mixed will not be able to comprehend this poem as well as someone who is mixed. In addition, Half-Caste protests against discriminative English people. In a less discriminative culture such as Canada where the use of racial slurs like half-caste is scarce, it is much harder to comprehend Agards cultural conflicts. Therefore, both Half-caste and Search for my Tongue are both good examples of how cultural context impacts how the poem is perceived. In conclusion, both poems are affected by cultural context, which dictates the effect on the reader. For example, as previously stated, a bilingual person will be able to comprehend Search for My Tongue better than a monolingual person. However, Sujata Bhatt needs to ensure that the monolingual demographic will still be able to extract the full meaning. Both Bhatt and Agard achieve this by employing very similar methods. The narrative, metaphors and personifications, vivid imagery and variations to syntax all contribute to expressing cultural conflict. Although the two poems have many commonalities, they are based on different subject matter. Search for My Tongue is about Bhatts internal conflict with herself, whereas Half-Caste is about Agards external conflict against his society. These conflicts differ, but are all linked to culture the overriding link between these entwining poems.

American Civil Rights Movement: A Mass Protest against Racial Segregation and Discrimination Essay

The American civil rights movement was a mass protest movement against racial segregation and discrimination in the southern United States that came to national prominence during the mid-1950s. This movement had its roots in the centuries-long efforts of African slaves and their descendants to resist racial oppression and abolish the institution of slavery. Although American slaves were emancipated as a result of the Civil War and were then granted basic civil rights through the passage of the Fourteenth and Fifteenth amendments to the U.S. Constitution, struggles to secure federal protection of these rights continued during the next century. Through nonviolent protest, the civil rights movement of the 1950s and ’60s broke the pattern of public facilities’ being segregated by â€Å"race† in the South and achieved the most important breakthrough in equal-rights legislation for African Americans since the Reconstruction period (1865–77). Although the passage in 1964 and 1965 of major civil rights legislation was victorious for the movement, by then militant black activists had begun to see their struggle as a freedom or liberation movement not just seeking civil rights reforms but instead confronting the enduring economic, political, and cultural consequences of past racial oppression. (http://www.britannica.com/EBchecked/topic/119368/American-civil-rights-movement) In the time of the Civil Rights movement, lots of African American people were measured by how they managed difficult situations. The Civil rights movement had many influential leaders and events. The overall importance of the movement was the profound impact it had on American life. The Civil Rights Movement had many important leaders, like Martin Luther King Jr., Little Rock Nine, and Malcolm X, whose actions largely influenced the movement. Of the leaders involved in the Civil Rights Movement, one man stands alone; Dr. Martin Luther King Jr. Martin Luther King is known best for his contributions to the civil rights movement, for instance his policy of non violent protests and forming the Southern Christian Leadership Conference (SCLC). (http://www.123helpme.com/civil-rights-movement-preview.asp?id=188121) In the 1950’s black people were discriminated and mistreated beyond belief whilst white people lived a life of luxury with cars, televisions and money. Statistics from the ‘US Department of Commerce’ state that 18% of white people lived below the poverty line whilst 56% of black people lived below

Organizational Management Essay Example

Organizational Management Essay Example Organizational Management Essay Organizational Management Essay 1. Core premises of classical and neoclassical theories of organizational management There are several core premises each for both the classical and neoclassical perspectives of organizational management – with similarities and differences between the two schools of thought. The classical perspective is characterized by its key assumptions that a) Organizations’ purpose is to achieve output-related and financial goals, b) The scientific method is the means to discovering the best organizational structure for the aforementioned goals, c) Job specialization and division of labor maximize production, and d) Rational economic principles dictate how people and organizations act (Jang, Ott, Shafritz 2005:28). The quintessential classical theorists include Max Weber, Henri Fayol, Fredrick Taylor, and Luther Gulick. Weber described bureaucracy as the ideal organizational structure for rationality and efficiency with the characteristics of clearly defined rules, impersonality, hierarchy/levels of authority, and training of employees (Jang, Ott, Shafritz 2005:73-74). Fayol articulated general principles of management – characteristics under which the ideal organization operates which include division of labor, authority and responsibility, discipline, unity of command, unity of direction, subordination of individual interest to general interest, and remuneration of personnel (Jang, Ott, Shafritz 2005:48-52). Taylor (1915) championed what he called â€Å"scientific management†, a philosophy in which the scientific method applies to the management of an organization and the workers therein to increase productivity. So meticulous was Taylor in his concept of applying scientific evidence to factory jobs, that he conducted â€Å"time studies† in which a stopwatch was used to time a worker’s motions – the idea being there is one best method for performing any physical task. NetMBA 2002-2010) Perhaps less radically, Taylor also advocated for careful selection and training of workers by management, as well as the familiar classical principle of dividing work according to specialization. Gulick (1937) considered the merits of building an organization from the top-down and the bottom-up; and contributed his idea of organizing the executive according to his acronym â€Å"POSDCORB†: Planning, Organizing, Staffing, Directing, Coordinating, Reporting, and Budgeting ( Jang, Ott, Shafritz 2005:86). Gulick described the functions of this acronym as ideally being subdividing among the executive – wherein the executive is not just the chief executive, but other offices and departments including the chief executive’s private secretary (Jang, Ott, Shafritz 2005:86). The neoclassical theory of organizational management accepts the basic tenets of classical theory but adds several points to challenge and expand upon it. These points are a) The human factor in organizations: How people in the organization will cooperate with each other in an organization and how much they will be committed to organizational values and goals – particularly in the mechanistic, bureaucratic organizational model Weber constructed, b) The importance of internal-external organizational relations, and c) Decision-making processes (Jang, Ott, Shafritz 2005:88). The human factor in organizations was explored by Barnard (1938), who emphasized the importance of motivating workers properly to work within a cooperative organizational system. Barnard articulated a method of incentives that gave more consideration to motivating factors such as opportunity for power, position, and prestige, beneficial social relationships at work, greater participation in decision-making, than to monetary compensation. Underlying assumptions about human nature of classical and neoclassical theory The classical school assumes that organizations are primarily concerned with tangible, economic rewards (profits), and that organizations should be constructed according to the general and/or scientific management principles outlined earlier in order to maximize organizational productivity and efficiency. People are motivated primarily by money; other motivating factors such as sense of accomplishment and relationships with coworkers are relatively unimportant. Classical theory assumes that each part of an organization (leadership/management and workers) must have clearly defined roles that must be adhered to, and cooperation between each of these segments is important in making sure the organizational goals are being reached. Neoclassical theory agrees with classical theory insofar that conomic/financial rewards are indeed a big motivator for organizations, their leaders, and their production workers – but exposes the classical theorists’ explanation (or lack thereof) of the importance of human relations and group dynamics in the organizational setting. Neoclassical theory considers to a degree the effects of organization on individuals – particularly worker cooperation and motivation, as well as coordination among leaders and administrative units. One such neoclassical theorist, Robert Merton (1957, 1985), argued that bureaucracies inhibit individual freedom and creativity and cites Thorstein Veblen’s idea of â€Å"trained incapacity†, John Dewey’s idea of â€Å"occupational psychosis†, and Daniel Warnotte’s theory of â€Å"professional deformation† to illustrate his point (Jang, Ott, Shafritz 2005:104). Another point of disagreement between classical and neoclassical theorists comes from the concept of rules and procedures in organizations. This perceived ultimate supremacy of formal rules and procedures was challenged by Merton, who argued that formal rules and procedures lead to overconformity: Formalism, even ritualism, ensues with an unchallenged insistence upon punctilious adherence to formalized procedures. This may be exaggerated to the point where primary concern with conformity to the rules interferes with the achievement of the purposes of the organization An extreme product of this process of displacement of goals is the bureaucratic virtuoso, who never forgets a single rule binding his action and hence is unable to assist many of his clients. Merton via Jang, Ott, Shafritz 2005:106) Thus, neoclassical theory gives credence to human adaptability according to situation, warning that rules and procedures often disallow people in organizational settings from exercising their best judgment. To reinforce this point, this is in stark contrast to the classical view that rules, procedures, and roles in an organizatio n according to work specialization dictate, or at least constantly guide, the behaviors and interactions of people in the organization. In essence, neoclassical theory puts more faith in individual judgment and discretion than does classical theory, while placing less emphasis on the importance of rational goals like money to organizations and valuing more value-oriented organizational goals and actions. The same holds true for people: Classical theory implies that people are really only in it for the money while neoclassical theory says money is just one motivating factor – there are also incentives such as pride, social relationships at work, and augmented responsibility and decision-making power that are powerful motivators for working people. Accuracy of assumptions and adequacy in explaining contemporary organizational dynamics and effective management Both the classical theory and neoclassical theory are adequate in some respects while inadequate in others, and some of each is both shared and exclusive between the two respective viewpoints. The classical principles of division of work and specialization of labor as means to maximize productivity and efficiency were innovative at the time and still largely hold true today. Many companies today divide their workforce by skill/qualification into different roles/departments within the company. For example, nearly every vehicle manufacturing company today uses the assembly line manufacturing system, in which assembly workers each have a task or a specific set of tasks, and they are (both the workers and their tasks) are sequentially ordered. In the case of the typical automobile assembly line, the chassis is made first, then the body is added to the chassis, and then the interior is defined with seating, electronics, etc. Obviously, these are broad steps that contain smaller tasks within, and factory machinery helps efficiency a great deal (especially given how much technology has advanced over the past century), but separation of labor is still alive and well today. Taylor’s theory of scientific management was highly influential in its own time and still is today. In Taylor’s time, Henry Ford adopted scientific management as described by Taylor in his factories (the assembly line being the most notable manifestation of Taylor’s principles in action), and even families started to carry out their household chores based on the results of time and motion studies (NetMBA. com 2002-2010). Taylor’s principles can be seen in action today, particularly in the fast food service industry where achieving efficiency is vital to meet customer expectations. A glaring inadequacy of classical theory, in this case Taylor’s scientific management, is that it treats workers as tools instead of human beings. As stated before, there is a noticeable lack of consideration of employee morale and motivation beyond salary, and organizational culture as well as organizational goals and values beyond maximize efficiency and profits are neglected by much of classical organization theory. Another flaw of classical theory is one that neoclassical theorist Herbert Simon (1946) raised, which relates go the general principles of management as described by both Fayol and Gulick. Simon exposed flaws in the logic of several of the principles, arguing that they are confusing, conflicting, and unrealistic: The principle of unity of command is perhaps more defensible if narrowed down to the following: In case two authoritative commands conflict, there should be a single determinate person whom the subordinate is expected to obey; and the sanctions of authority should be applied against the subordinate only to enforce his obedience to that one person†¦ it [unity of command principle] also solves fewer problems†¦ it no longer requires, except for settling conflicts of authority, a single hierarchy of authority. Jang, Ott, Shafritz 2005:114) Neoclassical theory is more adequate than classical theory when applied to current organizations and effective ones because it takes more factors into account – namely the factors of individual motivation and Phillip Selznick’s (1949) notion of â€Å"cooptation†, which asserts that organizations introduce and absorb new elements from the outside into the organization in order to prevent those elements from â€Å"coming b ack to bite them†, so to speak (Jang, Ott, Shafritz 2005:90). At the same time, the overarching classical view that rational goals such as productivity, quality, and efficiency are the most vital of all goals has never been wholly rejected by any other theory – neoclassical included – and many organizations today maintain a structure and culture in which these goals are valued most. Since neoclassical theory does not reject these values, but instead tweaks and adds some values of its own to them, it is more relevant to contemporary organizational dynamics and effective management. . The question of whether organizations should be hierarchical or whether they should offer employees broad autonomy/discretion is based largely on misunderstanding between the two supposed â€Å"sides†. I will dispel any notion that these principles are separate and exclusive from each other, and argue instead that both organizational hierarchy and employee discretion and the balance of the two principles offer a path for organizational success. First, what do the terms hierarchy, autonomy, and discretion mean? Hierarchy is a structure/system in which there is at least one dominant-subordinate relationship. Autonomy and discretion are synonymous, meaning the power to act according to one’s own judgment, or freedom of choice. Considering these definitions, they are seemingly complete opposites – and exclusive ones at that. After all, how can there be a dominate-subordinate relationship and employee power to work and act as he/she pleases? But upon further review of the terms and the literature, these principles actually are meant to be together and cooperate. Hierarchy and discretion can and should act as checks and balances towards each other. The hierarchical organization structure serves to control discretion but not eliminate it – just as discretion prevents the hierarchical structure from becoming overbearing and thus not giving the employee(s) the necessary flexibility and freedom to do the job the way it should be done. It is order and liberty: Ordered liberty if you will (though granted, the familiar concept of ordered liberty as applied to constitutional law has a very different meaning). Why is hierarchy desirable? Because it holds people accountable, by means of authority. In other words, employees are held accountable for the work they do and how they do it by their manager(s)/supervisor(s). If there were no managers to hold employees accountable, there would undoubtedly be a decrease in productivity and increases in delinquency and absenteeism in many organizations. In his article â€Å"In Praise of Hierarchy†, Elliot Jacques (1990) acknowledged the merits of the hierarchical structure: â€Å"The reason we have a hierarchical organization of work is not only that tasks occur in ower and higher degrees of complexity – which is obvious – but also that there are sharp discontinuities in complexity that separate tasks†¦ The same discontinuities occur with respect to mental work and to the breadth and duration of accountability. † (Jang, Ott, Shafritz 2005:231). The organizational structure most often associated with hierarchy is and has been bureaucracy, but in r eality, hierarchy exists in almost every organizational model and in virtually every organization today. Businesses have chairmen, CEOs, and other top executives; governments include the President at the federal level (governors at the state level) and even charity organizations have their chief organizers and administrators. These are the top officials in these respective organizations; everybody else in the given organization is subordinate in terms of function and/or rank. Therefore, hierarchy exists in each of these examples. Perhaps more obviously, autonomy for employees is also desirable in organizations. There is evidence to suggest autonomy at work increases employee job satisfaction and commitment. According to the National Educational Longitudinal Study (1988-2000), job autonomy is a highly significant factor in five distinct areas of job satisfaction: Salary, fringe benefits, promotion prospects, job security, and relevance of work (Bradley, Nguyen, Taylor 2003). It is also a much more flexible and efficient policy of problem solving than would exist in a bureaucratic structure, where there would be stricter supervision as well as SOP’s. In the bureaucratic model, an employee tasked with solving a customer’s problem, the solution to which is not defined in any SOP or is not part of company norms, would require the employee to scale the chain of command for the appropriate superior who could solve the problem. This is because employees have narrow span of controls and are bound by defined rules and procedures in a bureaucratic structured organization. The bureaucracy is considered a mechanistic model of organization by Tom Burns and G. M. Stalker (1961) of the Tavistock Institute in London. Burns and Stalker divided organizations into two broad types: Mechanistic systems, and organic systems. They describe mechanistic systems as having layered hierarchy or a chain of command and formal rules of procedures, and organic systems as offering more participation, horizontal communication, and more autonomy and discretion to employees (Jang, Ott, Shafritz 2005:194). As they explained it, the mechanistic system is more hierarchy-oriented, whereas the organic system is more autonomy-oriented, and they suggested that the mechanistic system is more suitable for a static, stable environment while an organic system is better for a dynamic, changing environment (Jang, Ott, Shafritz2005: 194). But where does the authority come from in the non-hierarchical, organic system? â€Å"The location of authority is settled by consensus†, explained Burns and Stalker (Jang, Ott, Shafritz 2005:199). The idea of group consensus having authority in organizations seems beneficial, until it becomes denigrated into groupthink. Groupthink is, as Irving L. Janis defined it, â€Å"†¦ the mode of thinking that persons engage in when concurrence-seeking becomes so dominant in a cohesive ingroup that it tends to override realistic appraisal of alternative courses of action† (Jang, Ott, Shafritz 2005:186). Hierarchy, as inflexible as it can be, still protects against groupthink to a large degree. This supports the general idea that no system is perfect as well as Burns and Stalker’s assertion that the effectiveness of hierarchy and autonomy, respectively, depends on the organizational environment and situation. My opinion is that in many organizations, a balance or equilibrium between the two values (hierarchy and autonomy) is the most desirable, and Burns/Stalker acknowledge that this is possible: â€Å"Finally, the two forms of systems represent a polarity, not a dichotomy; there are, as we have tried to show, intermediate stages between the extremities empirically known to us. † (Jang, Ott, Shafritz 2005:199) So how can an employee have a manager who is dominant, – that is, higher up on the organizational ladder – yet also have the autonomy/discretion to do his/her job as he/she sees fit? How can this tension be resolved? The answer is guided discretion. I propose two forms of guided discretion that keeps both principles of hierarchy and autonomy. The first form of guided discretion I propose is what I call â€Å"complete guided discretion†. This form of guided discretion allows the subordinate employee complete freedom about how to do the job/assignment/task/etc. , on the one mitigating condition that the employee accomplishes it. The supervisor/manager of that employee’s job is simply to check on the employee to make sure the work is getting done, and to collect and/or verify it once the work is done. The manager may apply time-specific deadlines for the assignment to be completed if the nature of the position consists of time-oriented tasks, but if the job is more fluid and not based on specific projects/assignments, then the good manager would check on the underling employee periodically – not only to monitor job effectiveness but to address any questions, requests, or concerns that employee might have. Furthermore, if the subordinate employee has multiple options as far as task selection goes, he/she would have the discretion to choose which task(s) to do if only a certain number were required to be completed, and/or the order in which he/she wishes to do the assignments required ones notwithstanding. I akin this type of discretion to the relationships between students and professors at college; the student often has a wide range of options as far as how to do an assignment (although this is truer in the social sciences than in more technical fields of study), the only stipulations being that the assignment is completed and turned in on-time and no cheating/plagiarizing was involved. This is the type of conditional working relationship that would characterize guided discretion as I see it. The second type of guided discretion I offer limits employee discretion on the basis of fairness and ethics. This type I call â€Å"limited guided discretion†. To elaborate, an employee may do his/her job according to his/her own best judgment as long as he/she does not act in opposition to accepted company values and norms. Company values and norms are typically customer related, usually emphasizing putting the customer above all else and exemplified by the familiar business cliche â€Å"the customer is always right†. Nevertheless, if such action considered outside of company ideals and ethics were to occur, it would be the responsibility of his/her manager to discipline him/her, which may call for a punishment up to and including termination of employment. Depending on the severity and extent of the infraction(s) however, the more appropriate sanction could be to return the employee to the less desirable strict hierarchical relationship in which the employee is more closely supervised and standard operating procedures may apply. Certainly the manager of that offending employee would ensure that said employee would exercise company-sponsored values and ethics henceforth. Of course, the employee would be given fair counsel beforehand of the wisdom to essentially ask him/herself â€Å"Am I acting in agreement with company values? † Because the employee is a representative of the company, he/she should represent company values. I have argued that it is necessary and desirable for organizations to maintain a balance between organizational hierarchy and employee autonomy/discretion. I will add that organizations need not have an equal balance of hierarchy and autonomy; an organization can effectively be either more hierarchy-oriented or more autonomy-oriented (and many organizations fall into one of these two camps). But to have both principles in action in an organization is desirable because it minimizes the negative effects of either principle, while maximizing the positive ones. They check and balance each other; hierarchy provides better accountability and prevents groupthink, while autonomy gives the organization flexibility to handle a wide range of problems and contributes to employee motivation and job satisfaction. By considering my ideas of complete guided discretion or limited guided discretion, organizations have at least an interesting idea about a healthy balance between organizational hierarchy and employee autonomy could be achieved. References Bradley, Steve, Jim Taylor and Anh Ngoc Nguyen, 2003. Job autonomy and job satisfaction: new evidence, Working Papers 000192, Lancaster University Management School, Economics Department. Accessed 14 November 2010. http://ideas. repec. org/p/lan/wpaper/000192. html Jang, Yong Suk, Steven J. Ott, and Jay M. Shafritz. 2005. Classics of Organization Theory: Sixth Edition. Belmont, CA: Thomson Wadsworth. NetMBA Business Knowledge Center. 2002-2010. â€Å"Frederick Taylor Scientific Management†. NetMBA . com, Internet Center for Management and Business Administration, Inc. Accessed 12 November 2010. netmba. com/mgmt/scientific/