What can neorealism explain Essay Example | Topics and Well Written Essays - 2250 words

What can neorealism explain - Essay Example This concept is therefore based upon the notion of competitive self-interest for the nations where the concerns for security and individual interests are superior to any other ideology. Classical realism outlines that it is the essential and basic nature of the man and the states to put the self-interest above any ideology therefore it is dominated by the will to dominate and gain power. This is considered as necessary in order to maintain the status where a state remains in same position to always safeguard its interests. Neorealism though is driven by the classical realism but goes one stage above that and put more priority on the international system as a whole. The international system therefore is considered as the structure above the states and the individuals are considered as agents below the stage. The neorealism therefore does not view the human nature as essential but maintains that international structure actually works as a constraint over the motivations and interests o f the agents. This paper will therefore comprehensively discuss and explain as to what neorealism actually is and how it can be viewed within the perspective of international politics and relations. Classical Realism Classical realism is often associated with what is called power politics because both the terms outline priority of the national interests over moral obligations of a State. As such any considerations for moral obligations, social reconstruction as well as ideology does not hold any preference over the national interest. Based on the economic concept of competitive self-interest, classical realism advocates that it is the basic human nature and that of state that they pursue their self-interest first. This nature therefore forces states and the man to remain in dominating position and creates the drive for the power. One of the key assumptions of the classical realism is fundamentally based upon the notion that there is no actor above the states therefore the relationsh ips between the states cannot be controlled by a higher authority. As such each state therefore moves in a direction which suits its national interests and without any coercive influence of other states or actors. (Donnelly, 2000)Â   It is however, important to understand that the overall relationships between the states are dominated by the military and economic powers of each state. The extent of power of each state therefore is mainly dominated by the way each state holds the economic as well as military power without having any reference to the moral obligations. It is therefore maintained that the maintaining moral obligations unnecessarily put commitments on the States which may be undesirable for the relationships between states in longer term. Neorealism Neorealism is a relatively different concept than the classical realism as it views layers above the states which may be in dominating position. While departing from the realism’s basic postulate of human nature, neo realism sees States facing structural constraints which can actually limit their strategies as well as motivations. Neorealism is also different from classical realism due to the assumption that the international politics can be considered as a defined and precised structure. This view was not held by the classical realists who view the international politics based upon the individual behaviors of the States at the international level. The focus on the system level thinking therefore has allowed theorists of neorealism to avoid from making any assumptions about the human nature, power and self-interests as well as the moral obligations. It was because of this reason that the Neorealists were able to see

Wal-Mart for a stratgic mangement and business policy essay

Wal-Mart for a stratgic mangement and business policy - Essay Example It has driven lesser retailers out of commerce; forced companies to be well-organized, commonly leading these suppliers to move industrial jobs overseas; and changed the routine that yet large and reputable productions do. Wal-Mart has existence over all the customer supplies industries that endure in the US, for the reason that it is the number-one supplier-retailer of the majority of our customer goods, not still toys, clothes, shoes but home applications, electronic goods, sporting products, food, bicycles, groceries (Anderson, 2003). Business strategy: By viewing the universal compaction and such a huge working structure of the Wal-Mart, I will suggest that they need to adopt low cost leadership theme for Wal-Mart. The reason behind this business strategy selection is that: in the present era we are facing a very hard competition from lot of competitors and the low prices Business strategy is the only solid and more attractive strategy in present environment (McCune, 1994). How this business strategy will facilitate and help the Wal-Mart in becoming a well established business? By this business strategy they can emphasize on selling high-quality. Wal-Mart low price philosophy will cut advertising expenses and reduce other expenses. It will create an image of reliability and fair play in the minds of clients. This Business strategy will become a defense against competition in the industry. Next I will present the program and main decision that they should take for the successful implementation of the strategy. They should develop a mechanism by which management controls the processes for directing, development, scheming, organizing, and controlling program operations. They should create a financial control that comprise comparison of what they have really accomplished with what they have premeditated in their budget and as such it is individual business task amongst a lot of, and encompasses but one facet of the wider practice of management

The Fall of the House of Usher Analysis Essay Example for Free

The Fall of the House of Usher Analysis Essay â€Å"The Fall of the House of Usher† is a short story written by Edger Allan Poe in 1839. Almost everything about the story is very gloomy, dark and depressing. For example, the house is described by the narrator as â€Å"the melancholy House of Usher† and the description of Roderick Usher himself makes you think of a corpse. This theme of dreariness and sorrow pervades the story and is done to a very chilling effect, which really draws in the reader. â€Å"The Fall of the House of Usher† has lots of necessary elements of a traditional Gothic tale: a dreary landscape, a haunted house, mysterious characters, etc. but for all of these elements, the vagueness of the story is a large part of the terror about it. One of the most interesting and endearing elements of this story is its mystery, the fact that Edgar Allan Poe, despite the brilliant description of the setting and physical features of the characters, doesn’t actually give us a lot of information about the characters themselves makes the reader ask a lot of questions: Why is the house in such a state of disrepair? ; If the narrator was a childhood friend of Roderick Usher, why doesn’t he know much about him – like the basic fact that he has a twin sister? Etc. Even the information that Poe does give us begs more questions than it answers, for example, the fact that the Usher family doesn’t have any collateral damage. This feeling of mystery really is a brilliant way of writing a story as it makes the reader want and indeed need to read on in order to answer the questions posed. Due to this, the reader will find it near impossible to put the story down which is definitely a credit to Poe’s talent and style of writing. The characters in â€Å"The Fall of the House of Usher† are very intriguing as well. All three main characters are interesting in their own right and they all have at least something that makes them seem out of the ordinary. Roderick Usher in particular has certain qualities that are extremely interesting and make you want to know more about him. One of them is his appearance; he looks extremely strange and has a look about him that is not easy to forget. He is described as having â€Å"a cadaverousness of complexion; n eye large, liquid, and luminous beyond comparison†¦Ã¢â‚¬  His appearance is especially strange because he had once actually been an attractive man and â€Å"†¦the character of his face had been at all times remarkable. † However, his looks have slowly deteriorated over time. He had in fact changed so much that the narrator â€Å"doubted to whom [he] spoke. † This fact of course then begs the question: What happened to make him change so much? The most obvious quality that makes you want to find out more about him, however, is his mental state. Throughout the story, Roderick displays obvious symptoms of insanity that the narrator picks up on from Roderick Usher’s behaviour: â€Å"In the manner of my friend I was struck with an incoherence an inconsistency; and I soon found this to arise from a series of feeble and futile struggles to overcome a habitual trepidancy an excessive nervous agitation. † The narrator is also an extremely interesting character. At first he seems to simply be a normal, educated man who has a good heart enough to come to the aid of his boyhood friend. However, as soon as he comes into the grounds of the house he becomes more superstitious: â€Å"There can be no doubt that the consciousness of the rapid increase of my superstition†¦Ã¢â‚¬  confused: â€Å"Shaking off from my spirit what must have been a dream, I scanned more narrowly the real aspect of the building†¦Ã¢â‚¬  and even starts to develop a certain insanity and hysteria of his own: â€Å"Rationally Ushers condition terrified, it infected me I felt creeping upon me, by slow yet uncertain degrees, the wild influence of his own fantastic yet impressive superstitions. This shows that, although he is an educated and analytical man, he is susceptible to other influences. He tries to suppress his fears and help his friend throughout the story and is successful until, at the very end, his fear finally overcomes him as Lady Madeline’s reappearance after her death is just too much for him and ends up driving him out the house. Edgar Allan Poe creates a sensation of claustrophobia in this story. The narrator is mysteriously trapped by Roderick’s lure and his need to help his friend. He cannot escape until the house of Usher collapses completely. The house, because of its deteriorated state and seemingly seclusion from everything else, seems to take on a monstrous character of its own—the Gothic mastermind that controls the fate of its inhabitants. Edgar Allan Poe creates confusion between the living things and inanimate objects by doubling the physical house of Usher with the genetic family line of the Usher family, which he refers to as the house of Usher. It is even said in the story that the people of the nearby village refer to both the actual house and the Usher family as â€Å"the house of Usher† which reinforces the idea that they are the same thing. Poe employs the word â€Å"house† metaphorically, but he also describes a real house. The use of description in â€Å"The Fall of the House of Usher† is incredible. The way Edgar Allan Poe uses the emotions of the narrator to enhance the descriptions of the house in particular really helps the reader to paint a picture of the setting in their mind. Personification of the house is used to aid in description as well, which definitely gives it a whole new dynamic and also ends up helping with the actual story being told. The house is described as having â€Å"eye-like windows† which would suggest that the house is like a face staring out at anyone who comes close to it. This really gives the story a new feeling and eeriness about it. Symmetry is a main feature throughout â€Å"The Fall of the House of Usher† and is also a very interesting and important theme. The first aspect of symmetry that we know of is when the narrator sees a reflection of the house of Usher in the tarn in front of it. The second is when the narrator notices a fissure running down the middle of the house itself. The two halves of the house and the house and its reflection seem to represent the two Usher twins, Roderick and Madeline. This idea is reinforced when the two siblings die together as, when they do, the two halves of the house crumble and so the reflection disappears as well. The inhabitants of the village calling the two entities by the same name â€Å"The House of Usher† represent this connection between the family Usher and the actual house of Usher. The Fall of the House of Usher† is a very interesting story that appeals to the modern day person as it undoubtedly did to the people who read it when it was first published. It is a timeless Gothic story that is extremely interesting and intriguing all the way through. There are some faults though such as the fact that the language can be confusing for people nowadays and it’s suggestions, nuances and hints may not be picked up on the first time around. However, it uses different and effective techniques of drawing the reader in and I would definitely recommend this story to anyone who appreciates good literature.

Nandos Management and Leadership Structure

Nandos Management and Leadership Structure Nandos started in 1987 in Rossetthenville, South Africa when two friends, Robert Brozen and his friend, Fernando Duarte went into a restaurant and ordered the offer that was on the menu. The friends had the flame grilled chicken with peri peri and they enjoyed the meal so much that they decided to buy the whole restaurant, Chickenland and changed the brands name to Nandos. Nandos has moved to the UK five years later and since become a world re-known brand name associated with flame grilled chicken. Nandos first restaurant in the UK was based at Ealing, from which they created a unique vision encapsulating many aspects of the South Africa Portuguese experience which played an important part of the ethos of how they developed their restaurants. Robby wanted all restaurants to individually reflect the location and retain the character. He recruited engaging and inspiring people to manage the business, maintained quality of the product by flame grilling the product to be consumed by customers not far from where they seated, over time, the brand was born. Grant, R M (2002) From this time onwards, a remarkable and unique major multi-million dollar business serving in many parts of the world. Today, it employs around 7000 workers in the UK with about 228 restaurants and is growing at a rate of 15 to 20 more restaurants on year by year growth rate. On the international scene, it has developed a strategy by which it expands using Franchising model that allows it to stay close to the core business. It maintains its core values, culture and location attributes making it stay focussed on the nature of the business in its franchise relationships. Culture and leadership According to (Johnson and Scholes 2006): Nandos allows flexibility for the culture of the countries they operate in to be incorporated. The companys leadership has achieved a great deal in the short time that they have been around. The major achievement recently was recorded when in March 2010, the company was awarded first place in the Sunday times top 25 best companies to work for in the UK. The classification is based on being able to employ at least 5000 or more workers. White, C (2004) Grant, R M (2002) Nandos achieved a maximum of three stars in the Best Companies Accreditation Award in 2009. Nandos is the only worldwide company to receive three stars in the United Kingdom. The award measures eight significant areas that include well-being, personal growth and leadership. And in 2010 the company entered the Sunday Times Best Companies to work for and came out first, beating other companies such as Goldman Sachs and Price Waterhouse Coopers. The company again received the full three stars, showing not only quality but sustained commitment to the leadership and management development across the organization. Grant, R M (2002) Training and development The National Training Awards (NTAs) have been running for quarter of a century, the awards recognise and celebrate Investors in People accredited organisations that have delivered outstanding organisational benefits by directly linking the training needs of their people to the business needs of their organisation. Nandos, over the years have achieved awards for five of their in-house training schemes. These are: buddy systems (buddies are much experienced staff who help train new staff); new restaurants opening training; working in management teams (team building); Nandos inductions; and coaching programmes. In addition, Nandos was first recognized as an Investor in People in 1998. They are now celebrating ten years of recognition. White, C (2004) So, what is behind the outstanding set of achievements? According to Nandos human resources director Julia Claydon, Its not just one thing; its a whole mix of different things. At the heart of the business is a unique culture and a set of fundamental values and ways of doing things. Pride, passion, courage, integrity, and family are the five values that drive behaviours and decision making in the company. Fun, friendly, and different, is the way one employee described the feeling of working at Nandos and the sense of belonging that is found within the company or family as it is described. I wanted to be part of a success story and be with a family of like-minded people. They even use different words, tone of voice, and language in everyday life at Nandos. The board of directors are referred to as the Full Monty, restaurant managers are called Patrao (head of the family in Portuguese), Nandoca is a waiter, Grillers are the chefs, and the head office in Putney is referred to as Central Support. All throughout the restaurant interior, on the menus, the walls, internal documentation, company website, and marketing material, you will see the same fun, funky, and different style of language. Barcelos is the Cockerel, was chosen as the symbol of Nandos because Robert and Fernando like the explorers of yesteryear believed in faith, justice and good luck. They refer to CSR (corporate social responsibility) at Nandos as Do the right thing. The spirit of Nandos is alive in each of their restaurants through the hand-selected, diverse mix of global music usually South African, and unique features to ensure you enjoy the Nandos experience. They have the largest collection of art by South African artists in the UK and the support and investment in this industry has changed many lives for the better in deprived areas of South Africa. On the green energy front, a new Nandos restaurant which is located on the Junction 27 on the M62 in West Yorkshire is an eco-restaurant, where h eat energy from the grills are recycled to warm up the water and heat up the central-heating system. Also, the frying fat is recycled for fuel. This approach will be gradually introduced to all the Nandos group of restaurants. The members of staff are encouraged to participate in community projects in their locations of their own sites, and schools and colleges partnerships and the funding of community improvements, as well as the donation of staff time and effort is strongly supported and is also seen as a staff development opportunity. Grant, R M (2002) Pride, passion courage, integrity, and family, the five business values drive the everyday ethical and honest behaviour, and this engaging culture results in an impressive level of 45 per cent of appointments that are filled through career progression within the businesses. The management ethos is to allow as much leadership responsibility and authority for decision making to be at the local restaurant level as possible, once the restaurant has been approved and signed off personally by Robert Enthoven himself. In essence, the leadership and management style is one that can be associated with a hands-on action-orientated, situational, and contingency approach. There is a fairly tight framework, as you would expect, to ensure consistency around the product and brand, that is centrally controlled by the support functions of procurement, marketing, and distribution. Yet almost all else is down to the local leadership of the Patrao (manager/family leader). That is, the recruitment/select ion, resourcing, motivation, training of staff, and the customer service and profitability of the restaurant. Training and facilitation in the Nandos way as well as developing the business profitability and the personal growth of the Patraos themselves, and spotting future talent, are promoted up to the next level up of management, the MDs (managing directors). Even below the conventional management level, all Nandocas are encouraged to challenge substandard quality and service in line with the company values. White, C (2004) There is a widespread development process to support career paths at Nandos. There are some specific and technical courses that member of staff must undergo, such as food hygiene, licensed house, health and safety regulations, etc. Then also many other sessions; coaching, people management, finance, and leadership development, etc. Staff can select as many sessions as appropriate that have been identified in the success management process. In terms of speed of career progression, it usually takes approximately 12 to 18 months to get to first assistant position and a further similar period to get to be Patrao. As can be seen, Nandos investment in training is given high priority as this is considered a key enabler for business success. In fact, the training of staff members costs amount to approximately 75 per cent of the human resources budget. Nandos human resource department is faced with improving the training and development evaluation systems and looking for continuous improvement methods that will really measure worth and added value of this level of training and development. Whilst there is a strong intuitive sense and informal evidence that this investment in training is linked to the success of the business, Nandos would ideally like stronger, more specific assessments. Evans, N Campbell, D and Stonehouse, G (2003). Diversity is also a major factor which differentiates Nandos from any other restaurant groups. It has always employed staff from a wide diverse culture, regardless of their level of English. They are trained in ways that work best for that individual and provided with development opportunities. These members of staff are given opportunities to develop within Nandos and to be the best they can and there are numerous stories and examples of employees from abroad who have fitted in well with the Nandos family culture and gone on to develop successful careers within Nandos. Recruitment and selection are carried out by each restaurants manger itself and the team members are also heavily involved. Normally, a trial shift is set in order to see if a new recruit has the right skills and capabilities, if they have the right attitude, and if they get involved in the fun and delivery of good service within the restaurant. Participation and a high level of involvement by all staff are significant to Nandos. It is a regular occurrence for conferences and formal get-togethers, where staff are consulted and included in introducing new working practices and processes. But its not all work; they also like to enjoy themselves, and one thing about the people at Nandos: they have great annual Nandoscars, which are parties thrown by the company and awards are given to the best members of staff. White, C (2004) Leadership in the organisation In 1987 two major reports Handy et al., and Constable and McCormick, acknowledged that the UK had the lowest number of qualified and degree-educated managers when paralleled to chief competitors of the time and that there seemed to be an association between productivity or organizational success and educational achievement of managers and leaders (Constable and McCormick, 1987), the development of leaders and managers has grown in importance. Handy et al. (1987) found that most managers had little higher education and when a manager got a new managerial role they generally learned about the new job through gaining experience at work. These reports led to the professionalization of managers in the UK and to the realization that leaders were not just heroic characters who appeared in an organizations hour of need, but that there was a diversity in leadership and that individuals could be assisted to develop leadership and management skills. Debates about the connections between leaders and managers similarities and differences are one of the key sections. White, C (2004) Variety plays a vital role in the restaurant since the need for developing and educating leaders and managers was recognized, an increasing range of methods with different interventions were developed, mostly focusing on within the company. Leadership and management development has matured, often in seclusion, from the remainder of personnel and human resources manager, and sometimes even as a separate function from employee training and development. Whilst there may have been worthy reasons for such separation, however, it is important that clear links are made within the major human resource management and development areas-and that these, in turn, are able to contribute to and be part of business strategic planning to secure an organizations future senior managers and leaders. The importance of horizontal and vertical integration of business strategy, organizational development, and the management and development of human resources has never been more obvious as organizations, fro m all sectors struggle for survival in an increasingly difficult national and international environment. Grant, R M (2002) The growing importance of continued improvement of those who are future leaders and managers can be acknowledged by reviewing changes in the external environments in which organizations operate. Within the UK, there are major changes and debates about the nature of work and the working population, with increasing diversity, changing opportunities, and increased external political, economic, environmental, and social influences. Globally, changes and influences are very easy to identify through new developing economies and cultures. Recent crises help to demonstrate that all nations and economies are critically linked and that survival of each is reliant on all. Managers and leaders therefore have to learn how to work in such organizational and international environments, taking account of diversities within. For organizations, there are more opportunities due to greater employee mobility, but with technological development there are requirements to manage increasingly distant and div erse employee groups through technological networks. Evans, N Campbell, D and Stonehouse, G (2003) Theories of motivation Many theories have been proposed by many authors on the subject of motivation in organisations. Among some of the notable contributors to this debate was an industrialist named Frederick Winslow Taylor, who put forward the concept that workers are motivated by rewards in pay. In his Theory of Scientific Management, he argued that workers do not necessarily enjoy to work and therefore need to be controlled and closely supervised. In order to achieve this, managers need to breakdown the production into a number of small related tasks and given training to improve their skills sets which should result in efficiency over a period of time for the tasks they are assigned to do. The second major observation was that workers should be paid according to the production levels they attain over a given period of time, this he called piece rate pay, which as a result would encourage workers to produce more achieving the maximisation of productivity. These methods later were adopted by the business world as they saw the benefits that they offered through increased production levels resulting in lower unit cost of production. Henry Ford was the first to use the methods on a large scale when he introduced the production line to make ford cars. This was the beginning of the mass production systems as we now know them to be. Within Nandos there is a resemblance of the Taylorism which is applied by the workers having division of labour. There are those who simply welcome the dinners and those that serve them on the till. Yet still some ensure that the flame grills are going on smoothly so that the patronage is served on time. There is a good case for a classical production system within Nandos restaurant. Taylors methodology has close relations with the concept of an autocratic management style, where managers decide on all the decisions and simply give orders to staff members that are below them, and Macgregors Theory X methodology to workers in which workers are viewed as lazy and wish to avoid responsibility. Further down the line, the workers soon came to dislike Taylors methodology as they were only given boring, on challenging, repetitive tasks to carry out and were being treated little better than human machines. Businesses could also afford to lay off workers as productivity levels increased which in turn led to an increase in strikes and other forms of industrial action by dis-satisfied workers. Elton Mayo understood that workers are not just concerned with money but could be better encouraged by having their social needs met whilst at work (a factor that Taylor ignored). He presented the Human Relation School of Thought, which concentrated on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realising that workers enjoy interacting together. Mayo carried out a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago where He secluded two groups of women workers and studied the effect on their productivity levels of altering factors such as lighting and working conditions. He anticipated to see production levels decline as lighting or other conditions became progressively worse but what he actually discovered astonished him: whatever the change in lighting or working conditions, the productivity levels of the workers improved or remained the same. From this series of experiments Mayo came to the conclusion that workers are best motivated by three major factors: Improved communication between managers and workers (Hawthorne workers were consulted over the experiments and also had the opportunity to give feedback) White, C (2004).Greater manager involvement in employees working lives (Hawthorne workers responded to the increased level of attention they were receiving) Working in groups or teams. (Hawthorne workers did not previously regularly work in teams) In practice therefore businesses should re-organise production line in order to encourage greater use of team work and introduce personnel departments to encourage greater manager involvement in looking after employees interests. His theory most closely fits in with a paternalistic style of management. Abraham Maslow along with Frederick Herzberg introduced the Neo-Human Relations School in the 1950s; the main focus of the school was the psychological needs of employees. Maslows theory states that there are five levels of human needs in which are essential for employees to have in order to be fulfilled at work. All of the needs are structured into a hierarchy (see below) and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic minimum wage in order to buy food before worrying about having the respect of others. Grant, R M (2002) A company should therefore offer different enticements to workers in order to help them fulfil each of the needs in turn and advance up the hierarchy (see below). Managers should also be aware that not all workers are motivated in the same way and do not all move up the hierarchy at the same pace. They may therefore have to offer a slightly different set of incentives from worker to worker. Frederick Herzberg had a close relationship with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder, the motivators. He also believed that there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder, the Hygiene factors. Evans, N Campbell, D and Stonehouse, G (2003) Motivators are more concerned with the actual job itself, for example how thought-provoking the work is and how much opportunity it gives for extra accountability, credit and advancement. Hygiene factors are factors which surround the job rather than the job itself. For example a worker will only turn up to work if the company has provided a reasonable amount of pay and safe working environment but these factors will not make him work harder at his job once he is there. Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg understood that businesses should motivate employees by accepting a democratic approach to management and by improving the nature and content of the actual job through positive methods. Some of the methods managers could use to motivate employees are: Job enlargement, in which workers are given a greater assortment of tasks to perform (these tasks are not necessarily more challenging) which should make the work more stimulating. Job enrichment which involves workers being given a wider range of more difficult, exciting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. Empowerment means allotting more decision making power to employees to make their own choices over areas of their working life. Managing diversity Multiculturalism is a system of beliefs and behaviours that recognizes and respects the presence of all diverse groups in an organization or society, acknowledges and values their socio-cultural differences, and encourages and enables their continued contribution within an inclusive cultural context which empowers all within the organization or society. White, C (2004) There are the four pairs of action phrases that give substance to the Definition of multiculturism: beliefs and behaviours, recognizes and respects, acknowledges and values, encourages and enables, and a fifth one, empowers. Multiculturalism is a system, a set of interrelated parts-in this case, beliefs and behaviours-which make up the whole of how humans experience and view todays world. It includes what people believe about others, their basic paradigms, and how this impact, and are impacted by, behavior. The outcomes of this framework of beliefs/behaviors are seven important actions. The first is acknowledgement of the rich variety in a given society or organization. For the longest time racial/ethnic minorities, the physically disabled, and women have not been given the same acknowledgement as others. The one-sided approach to history and education has been a testimony to that fact. Grant, R M (2002) With acknowledgement should also emanate respect. Respect and acknowledgement are not the same, since be acquainted with the existence of a group does not necessarily produce respect for the group. In a slave economy, for example, the presence of slaves was recognized but their humanity was not respected. For example, in the United States of America, the presence of   American Indians in the Western expansion of the continent was constantly recognized by whites, but their environmentally conscious cultures were never respected. Thecontribution of women has usually been relegated to a footnote status.   Multiculturalism also entails recognizing the validity of the cultural expressions and contributions of the various groups. This is not to imply that all cultural contributions are of equal value and social worth, or that all should be tolerated. Some cultural practices are better than others for the overall betterment of society. Evans, N Campbell, D and Stonehouse, G (2003) These cultural expressions and contributions that differ from those of the dominant group in society are usually only acknowledged when there is an economic market for them, such as music for African Americans, native Indian dances for tourism or cuisine from India. When the business sector wants money, the advertising industry pictures people of colour in a positive light. But in most other cases the entertainment media simply misrepresentate minority stereotypes, such as women usually in supportive background roles. Multiculturalism means valuing what people have to offer, and not rejecting or belittling it si mply because it differs from what the majority, or those in power, regard as important and of value. Multiculturalism will also encourage and enable the contribution of the various groups to society or an organization. Grant, R M (2002) Women and persons of colour, for example, often experience dissuasion because what they bring to the table for discussion is often regarded as of little value or worth. Not everything can be utilized, however, nor is of the same worth Many different organisations in society, such as colleges, churches, businesses, corporations, as well as communities have also achieved diversity well, but again, for purposes of segregation. Audre Lorde 2010 explains, we have no patterns for relating across our human differences as equals. Without such patterns or models, the prevalent attitude and behavior toward persons of colour and others with biological, physical and sociocultural differences, or those with operating out of different thinking systems, has been one of exclusion and control. Today, to reach potential as organizations and society,that attitude has to shift to one of inclusion. White, C (2004) states that managing diversity is an non-stop process that unleashes the various skills and abilities which a varied population bring to an organization, community or society, so as to create a wholesome, inclusive environment, that is safe for differences, allows people to reject rejection, delights in diversity, and maximizes the full potential of all, in a cultural context where everyone profits. Multiculturalism, as the art of managing diversity, is an inclusive process where no one is left out. Diversity, in its core, then is a safeguard against idolatry the making of one group as the norm for all groups. Therefore, one of the dangers that must be avoided in grasping a proper understanding of multiculturalism is bashism. Bashism is the tendency to verbally and/or physically attack another person or group based solely on the negative meaning given to group membership-due to natural, cultural, political or socioeconomic differences (such as sex, age, race/culture, political party, class, education, values, religious affiliation environmental destruction), one of the principal problems confronting world society today is the problem of racial/ethnic hostility and cultural insensitivity-the new wine of racial/ethnic ferment in conflict with the old wineskins of intolerance. Cultural diversity What is Cultural Diversity? Cultural Diversity means a variety of different cultures or peoples with different ancestries, religions and traditions all living and intermingling together. Britain has profited from its vast cultural diversity throughout its history and is currently one, if not the most culturally diverse countries in the world. The diet we eat, the music we listen to, and the clothes we wear have all been influenced by different cultures coming into Britain. Foreign food, for example, is part of an average British diet, the most common example would be the Indian curry that has been served in Britain from 1773. Nandos restaurant recognises its origins as South Africa, with Portuguese influence and therefore has a policy that encourages inclusion in the work force. Hence appointments at all levels tend to reflect the nature of diversity within the organisation. Conclusion Nandos is relatively young company has the right type of leadership to drive it into the future. Their policies are well inclined to be inclusive taking into account the nature of diverse societies where it operates in. According to Adalfer, workers are motivated to produce efficiently and effectively if they are managed adequately through a good payroll system. Adalfer called these as the Hygiene factors. This position is supported by Maslow who suggested that the basic needs tend to be fulfilled first after which higher needs are sought after until such a time when the individual attains self actualisation.

Disk Jockeys Essay example -- DJ Music Musical DJs Essays

Disk Jockeys In today’s modern world the DJ has become a musician; the turntable, his instrument. It took fifteen years for this amazing resolution. DJ's have actually been around for years; mixing and scratching however, it did not come along until the late 70's or early 80's (â€Å"Disc Jockey 1†). A lot of people were doing this. But the main front line man was and still is Granmasterflash. Granmasterflash, one of hip-hop's founding fathers and the creator of the Quick Mix. He was the first person to change the arrangements of songs by using duplicate copies of records and manually editing/repeating the climatic part by rubbing the record back and forth (â€Å"Grandmaster Flash†). But now the DJ has changed. The kinds of DJ’s are different, the equipment is different, and the scratching is different. A DJ (disc jockey) takes many forms. The three most common forms are Mobile DJs, Radio DJs, and Club DJs. Mobile DJs generally work parties and special events (i.e.: weddings, birthdays, etc.) on site (â€Å"DJ.net Homepage†). This sort of work usually entails entertaining a wide variety of tastes and age groups, as well as a bit of MC'ing. Radio DJs are the least common. Their task is to make sure there is never any dead air time by filling it with either their words or music. Again, there is a certain appeal that needs to be worked on and being a Mr. Personality is important. The third kind, Club DJs can be found, but are not nearly as prominent at mobile DJs. They have a very specific age group and are expected to play the latest and greatest all the time. This sort of DJing often requires the most technical know-how on mixing since style and uniqueness are critical to establish a name for oneself and the club itself. DJs can make anything from 0 to $50,000 a night. It all depends on how good the DJ gets. In the club scene, when he starts off, find that the DJ will probably only going to get work if he works for free As he gets better, he might start getting in around $50 a night. Once the DJ actually reasonably established in your own town, things can jump up to around $400 a night, then as he gets bigger and better, the sky's the limit for how much you can request (â€Å"Get Rich as a DJ†). All three shares the common goal of providing an entertainment for a wide variety of people through various means, mostly however, through music. A DJ's job is to combine all the... ...the forearm and wrist and then "stab" back and forth. The other way of doing it though is just to use the fingers to move the record back and forth through the needle. It is basically the same; all it is trying to do is improve the speed that the DJ can scratch at. Obviously, through doing this, he would want to make the amount of vinyl passing under the needle as small as possible. Then just find the beat or samples that he is scratching through, and keep it on that try not too spill too far before or after the sample (â€Å"Scratching†) The tear involves a bit more skill than the scratches covered so far. Essentially the movement is the same as a baby scratch but is now split into three. The forward stroke stays the same, but the backwards s split into two; the first half being fast and the second being half the pace. Try to practice just the backward stroke first, so that he can get used to changing the tempo (â€Å"Scratching†) DJing requires a lot of practicing. But once the future DJ gets the basics down. He can mature into a pro DJ. But it will take a lot of time, money, energy, and patience. If the DJ sticks with it, he could become next great pro DJ. The sky is the limit.

Reasons for Napoleons Defeat :: European Europe History

Reasons for Napoleon's Defeat The Campaign of 1812 should have been a another crusade for Napoleon, but he now faced 2 new policies that he had never faced before, the severe Russian winter and the notorious scorched-earth policy. On June 23, 1812 Napoleon's Grande Armee, over 500,000 men strong, poured over the Russian border. An equal amount of Russian forces awaited them. The result of the campaign was a surprise. Two authors, General carl von Clausewitz and Brett James, show similarities in reasons why Napoleon had lost this campaign to Russia. Napoleon believed that after a few quick victorious battles, he could convince Alexander to return to the Continental System. He also decided that if he occupied Moscow, the Russian government would crumple and ask for peace. " A single blow delivered at the heart of the Russian Empire, at Moscow the Great, at Moscow the Holy, will instantly put this whole blind, apathetic mass at my mercy." pg 6, 1812 Napoleon's Defeat in Russia This was his belief he expressed in March 1812. However, when Napoleon eventually took over Moscow, the Tsar still did not surrender. Napoleon, sent a message to the Tsar, demanding a immediate surrender. However, the Tsar could not surrender because if he did, he would be assassinated by the nobles. Clausewitz replies by saying, " Napoleon was unable to grasp the fact that Alexander would not, could not negotiate. The Tsar knew well that he would be disposed and assassinated if he tried so." pg 256, The Campaign of 1812 in Russia General Clausewitz said, "Napoleon believed if he defeated the Russian Army and occupied Moscow, the Russian leadership will fall apart and the government would call for peace." pg 253, The Campaign of 1812 in Russia Brett James also agreed that Napoleon's occupation had no result. " The occupation of Napoleon in Moscow did not have a effect on the government." Pg 13, 1812 Napoleon's Defeat in Russia With his battle plan set, Napoleon prepared his troops for the attack on Russia. But, Napoleon did not consider the fierce Russian winter which awaited him. According to Ludwig Wilhelm Gottlob Schlosser, a onlooker, he described the army by saying, " The French, down to the lowliest drummer were very fastidious. These poor French devils were not satisfied with less than soup, meat and vegetables, roast, and salad for their midday meal, and there was no sign of their famous frugality. Reasons for Napoleon's Defeat :: European Europe History Reasons for Napoleon's Defeat The Campaign of 1812 should have been a another crusade for Napoleon, but he now faced 2 new policies that he had never faced before, the severe Russian winter and the notorious scorched-earth policy. On June 23, 1812 Napoleon's Grande Armee, over 500,000 men strong, poured over the Russian border. An equal amount of Russian forces awaited them. The result of the campaign was a surprise. Two authors, General carl von Clausewitz and Brett James, show similarities in reasons why Napoleon had lost this campaign to Russia. Napoleon believed that after a few quick victorious battles, he could convince Alexander to return to the Continental System. He also decided that if he occupied Moscow, the Russian government would crumple and ask for peace. " A single blow delivered at the heart of the Russian Empire, at Moscow the Great, at Moscow the Holy, will instantly put this whole blind, apathetic mass at my mercy." pg 6, 1812 Napoleon's Defeat in Russia This was his belief he expressed in March 1812. However, when Napoleon eventually took over Moscow, the Tsar still did not surrender. Napoleon, sent a message to the Tsar, demanding a immediate surrender. However, the Tsar could not surrender because if he did, he would be assassinated by the nobles. Clausewitz replies by saying, " Napoleon was unable to grasp the fact that Alexander would not, could not negotiate. The Tsar knew well that he would be disposed and assassinated if he tried so." pg 256, The Campaign of 1812 in Russia General Clausewitz said, "Napoleon believed if he defeated the Russian Army and occupied Moscow, the Russian leadership will fall apart and the government would call for peace." pg 253, The Campaign of 1812 in Russia Brett James also agreed that Napoleon's occupation had no result. " The occupation of Napoleon in Moscow did not have a effect on the government." Pg 13, 1812 Napoleon's Defeat in Russia With his battle plan set, Napoleon prepared his troops for the attack on Russia. But, Napoleon did not consider the fierce Russian winter which awaited him. According to Ludwig Wilhelm Gottlob Schlosser, a onlooker, he described the army by saying, " The French, down to the lowliest drummer were very fastidious. These poor French devils were not satisfied with less than soup, meat and vegetables, roast, and salad for their midday meal, and there was no sign of their famous frugality.

Mokshagundam Vishveshwariah Essay

Mokshagundam Vishveshwariah, KCIE,, (popularly known as Sir MV; 15 September 1860 – 14 April 1962 was a notable Indian engineer, scholar, statesman and the Diwan of Mysore during 1912 to 1918. He was a recipient of the Indian Republic’s highest honor, the Bharat Ratna, in 1955. He was knighted as a Commander of the British Indian Empire by King George V for his myriad contributions to the public good. Every year, 15 September is celebrated as Engineer’s Day in India in his memory. He is held in high regard as a pre-eminent engineer of India. see more:bangalore essay He was the chief designer of the flood protection system for the city of Hyderabad, as well as the chief engineer responsible for the construction of the Krishna Raja Sagara dam in Mysore. He is also revered a lot in the state of Karnataka. Sir MV was born in 1861 in a Telugu Brahmin family to Mokshagundam Srinivasa Shastry and Venkatalakshmamma in Muddenahalli village, 40 miles from Bangalore, India. Their family migrated from Mokshagundam village in Prakasam district in Andhra Pradesh. His father was a Sanskrit scholar and an authority on Hindu Dharmashastras (theology), besides being an Ayurvedic practitioner. Visvesvaraya lost his father at the age of 15. He enrolled for primary school in Chikballapur and attended high school in Bangalore. He earned his Bachelor of Arts from Central College,Bangalore affiliated to Madras University in 1881 and later studied civil engineering at the prestigious College of Engineering, Pune, popularly known as CoEP. Upon graduating as an engineer, Visvesvaraya took up a job with the Public Works Department (PWD) of Mumbai and was later invited to join the Indian Irrigation Commission. He implemented an extremely intricate system of irrigation in the Deccan area. He also designed and patented a system of automatic weir water floodgates that were first installed in 1903 at the Khadakvasla Reservoir near Pune. These gates were employed to raise the flood supply level of storage in the reservoir to the highest level likely to be attained by a flood without causing any damage to the dam. Based on the success of these gates, the same system was installed at the Tigra Dam in Gwalior and the Krishna Raja Sagara (KRS) Dam in Mandya/ Mysore,Karnataka. In 1906-07, the Government of India sent him to Eden, Africa to study water supply and drainage system and the project prepared by him was implemented in Eden[disambiguation needed] successfully. Visvesvaraya achieved celebrity status when he designed a flood protection system for the city of Hyderabad. He was instrumental in developing a system to protect Visakhapatnam port from sea erosion. Visvesvaraya supervised the construction of the KRS Dam across the Cauvery River from concept to inauguration. This dam created the biggest reservoir in Asia when it was built. He was rightly called the â€Å"Father of modern Mysore state† (now Karnataka): During his period of service with the Government of Mysore state, he was responsible for the founding of, (under the Patronage of Mysore Government), the Mysore Soap Factory, the Parasitoide Laboratory, the Mysore Iron & Steel Works (now known as Visvesvaraya Iron and Steel Limited) in Bhadravathi, the Sri Jayachamarajendra Polytechnic Institute, the Bangalore Agricultural University, the State Bank of Mysore, The Century Club, Mysore Chambers of Commerce and numerous other industrial ventures. He encouraged private investment in industry during his tenure as Diwan of Mysore. He was instrumental in charting out the plan for road construction between Tirumala and Tirupati. He was known for sincerity, time management and dedication to a cause.