Issue in Sports Essay Example for Free

Issue in Sports Essay Introduction The element of well-being is a natural concern for the whole of mankind. It involves the maintenance of a balance, within him or her, with his or her fellow being and with the environment. The integral role of the individual’s health however is of extreme importance. The spectator of health care verses medical care. Health care refers to the prevention, remedy and handling of illness and the upholding of mental and physical stature through the services of the allied institutions include social insurance, which is a government undertaking for the underprivileged, injured, aged or even jobless citizenry. A pool of contributions from employers and also government income funds social insurance. Health care also includes medical aid, and is a federal state funded program that avails health care form the needy. Primary health care is the aspect of professional health care availed to the patients or distressed at first contact with the health care system. Medical care or Medicare is an insurance section of health care for the aged, focusing on the age 65 and over, that is funded and managed by the federal system. Whereas medical care is dedicated to serving a given age, health care is a broad section (that also includes medical care). The relationship between Health care, and the roots of our cultural convictions; Cultural convictions, existing as ethical and social values dictate the context within which systems function. Civil values like the special stewardship for safeguarding the sacredness of life and the Hippocratic oath influence health care immensely. The relationship of health care and other society demands creates another set of values i. e.availing consumers their respect, high quality service, provision and good value for money whereas consuming employee safely, fairness and a sensitive system (to their plight) they can be proud of. † Religion; essentially spirituality counts more so in matters of health care. Take the example of the Salvation Army movement on the blood transfusion debate. Some other religions will not allow the grafting of tissue from other individuals other than the patient. Constraining health care outreach to the desired of subject, as doctors and nurses refuse to perform medical procedures due to their personal beliefs. Dr. Saha Somnath in the study of the â€Å"Relevance of Cultural Distance between Patients and Physicians to Racial Disparities in Health care† portends that; â€Å"patients reported better relationship when seeing physicians of their own ethnicity or race. † explains the cultural racial disparities in health care. EXECUTIVE SUMMARY As addressed to the health care forum, in May 1998 by Daniel Yankelovich† Americans have embraced an expanding pluralism of groups, ways of thinking, points of view, subcultures and values. † That as the world changes and newer systems are embraced its necessary that our social values which concurrently impact on the economy and spiritual (belief) beings be on a balance with the health policy we pursue. References 1. Harold G. , A cross cultural Dialogue On Healthcare Ethics, Wilfrid Laurier University Press, 1999, USA. 2. Lee G. , A Cross Cultural Analysis of Values and Political Economy Issues. Greenwood/Praeger 1994, USA. 3. Susan H. , Religions, Culture and Healthcare: A practical handbook for use in Healthcare Enviroments, Radcliffe Publishing, 2006.

A Systematic Model Of Training Management Essay

A Systematic Model Of Training Management Essay Introduction The primary reason for evaluation being adopted in any sector is to determine the effectiveness of processes and the ways to improve them. A single meaning for the term evaluation is not easy to find. Weiss (1972; p.1) saw evaluation as an elastic word that stretches to cover judgements of many kinds. We can thus suggest that one meaning of evaluation in LD is concerned with judgements relating to the value of particular processes. Taken in this way, we can see that evaluating is closely connected with peoples view of LD and the criteria use to make judgements. If one accepts that evaluation is an attempt to judge the value that LD adds to an organisation then Bramley (1991) and other as per (Appendix 1) argues that purpose of evaluation is not only to add value but to discover to what extent the learning is useful for the job and has the learning transferred to workplace. Development activities intended to increase the effectiveness of managers can be evaluated at number of levels. The proposed framework for evaluation by Kirkpatrick (1959) is as follows: Reaction: The reaction of learners following an activity. Learning: The skills, knowledge gained as a result of the activity Behaviour: The effect on the performance of the learner within the workplace Results: The effect of changes in performance on measurable results at work This view has become conventional wisdom with regard to evaluation where different levels can be linked in a chain of consequences (Hamblin, 1974). Another level was added by Phillips (1996) to enable a return on investment (ROI) which could provide direct link between LD and an organisations results. Most organisations carry out evaluation at the reaction level, some measure learning in technical skills, but few attempts to assess changes in behaviour or criteria of organisational effectiveness (Ralphs and Stephan, 1986). Representation of Kirkpatricks and Phillips model of learning analytics showing level-wise measurement objectives Fig 1: Representation of Kirkpatricks and Phillips model of learning analytics showing level-wise measurement objectives (http://leanlearning.wikispaces.com/learning_analytics). Methodology will partly depend on the beliefs held about what happens in LD. The two board approaches of methodology can be identified as positivist methodologies which are based on observations and measurements, whereas phenomenological methodologies are based on action and implementation (Mumford and Gold, 2004). The differing perspectives offered by positivism and phenomenology provide evaluators of LD with different thoughts to inform the choice of evaluation models and methods. In UK, for many years a systematic model of training and evaluation has been regarded as the orthodoxy. A typical presentation of this model is shown below. IDENTIFY TRAINING NEEDS AND SPECIFY OBJECTIVES DESIGN ACTIVITIES IMPLEMENT ACTIVITIES EVALUATE ACTIVITIES Fig 2: A systematic model of training (Mumford and Gold, 2004) The four stages model emphasises the need to evaluate at the conclusion of activities. Data collected can then be analysed and decisions made on the value of the activities and the extent to which the objectives set were valid. The data gathered may be subject to bias and distortion, dependent on the feelings of the group at the time of completion (Smith, 1990). The various meaning of evaluation has tended to focus on the outcomes of LD activities. It also suggests that value can change throughout participation and that objectives at the start of process are not the same during the process and on completion of it. Here we could make use of a distinction that is frequently made between (Appendix 2) summative evaluation, which occurs on completion of an activity and formative evaluation, which occurs while the activity is happening. These variations and presence of different interests make evaluation a complex process for it needs to take into account and respond to different interests and their judgements (Easterby-Smith, 1994). Leadership Development It is hard to overstate the importance of leadership in todays corporate environment, especially in the light of business failures. Leadership can play a critical role in almost every aspect of corporate and communal life (Ashkanasy, 2004: 165). There are many models of leadership; a traditional approach is the trait-based model (Bird, 1940; Mann, 1959; Stogdill, 1948; Zaccaro, Kemp Bader, 2004). This approach seeks to find those attributes of persons that are associated with leadership success. There are few problems associated with this approach as it tends to be modest to moderate and hence can account for only a part of what makes a leader successful, also it undervalues the importance of modification and the approach is static, whereas leadership is dynamic (Antonkasi et al, 2004). Stenbergs WICs Model The theory proposed here views leadership as in large part of how one formulates, makes and acts upon decisions (Sternberg Vroom, 2002). According to this model, the three key components of leadership are wisdom, intelligence and creativity (WICS). The basic idea is that one needs these three components working together in order to be a highly effective leader. Intelligence: academic intelligence (memory and analytical abilities) and practical intelligence (ability to solve everyday problems and manage oneself, others and tasks). Wisdom: using intelligence, creativity and experience moderated by values to reach a common good, balance between own, others and organisational interest, over the short and long term to adapt, shape and select environments. Creativity: skill in generating ideas and products that are novel, high quality, appropriate for the task in hand. generation of ideas that others will follow. Leadership Fig 3: Sternbergs WICs model of leadership (Sadler-Smith, 2006) The WICs model is related to many other models which incorporates elements of transformational as well as transactional leadership (Bass, 1998; Bass Avolio, 1994; Bass, Avolio Atwater, 1996), emotionally intelligent leadership (Goleman, 1998), visionary leadership (Sashkin, 1988, 2004), and charismatic leadership (Conger Kanugo, 1998; Weber, 1968). WICS provides a framework that not only integrates many of the models that have come earlier, but also that have individually included only some of these interlocking skills, attitudes, and situational variables. Leadership development is expected to improve these attributes further and also to maintain balance in negotiating situational demands and tensions. All of these theories propose explanations for developing leaders but they have not been scientifically proven and some might require an in depth analysis to prove their effectiveness. Most of these strategies tend to concentrate on the individual leader but they tend to ignore the effects of dynamic or individuals environment on the leaders performance. Day et al. (2003) mentions that due to constantly changing environment with a variety of stakeholders requests and expectations, the possibility of using one best approach to leadership development is unlikely. In todays dynamic environment organisations might need to take a global approach to follow a mixture of some models of leadership development (Ivancevich Matteson 1996). The importance of effective leadership could be emphasised by looking at the LBG leadership model. Lloyds Banking Group (LBG) Leadership Model Creating a high performance culture, identifying future leaders and building the talent pipeline to expand organisational capability are critical areas of focus for all leaders in the group. In challenging economic times, the groups ability to build distinctive leadership capability will differentiate it from its competitors. JDIE (Judgement; Drive; Influence and Execution Appendix 3) is the leadership model that LBG widely uses across all its divisions. Fig 4: Lloyds Leadership Model (https://www.learningatlloydsbankinggroup.com/exec/exec.asp) The model has 4 capabilities that determine outstanding leadership performance and potential. At the centre of the Leadership Diamond are the Values which underpin all the behavioural capability statements. Individual performance rating is based on their total contribution equally assessing what they have achieved against their objectives in the Balanced Scorecard and how they have achieved it using the LBG values and the JDIE leadership model. The JDIE leadership model describes outstanding leadership in the Group and is based around the organisational values, which drives culture, engagement and performance/potential. Benefits of JDIE model: Enables individual to take ownership and accountability for accelerating personal and team development, achieving higher performance and delivering quality. Builds deep and strong relationship among members of the team. Enlightened individual and collective awareness. Improving coaching and feedback skills among team members. Role of Evaluation in Leadership Development: Evaluations have replaced assumptions with evidence. It has used new knowledge to stimulate discussion or debate, have solved practical problems and have proved the feasibility of innovative programs. The following examples demonstrate the kinds of benefits organisations have obtained from evaluation: Evaluations improve performance and promote accountability through monitoring. Evaluations provide important and action-oriented lessons about implementation. Evaluations provide powerful evidence about impacts. Evaluations provide practical information about who participates and who benefits, thereby improving the targeting of services. Evaluations provide crucial information on costs. Evaluations assess the logic and the knowledge underlying the design of new programs. The following examples demonstrate the kinds of issues organisations might face from evaluations: There could be insufficient knowledge of the value of an appropriate pre-course for assessment of individual and organisational needs. Limited support appears to be provided to aid the transfer of individuals learning benefits to organisation. The organisations need to focus on leadership as a social process for developing leadership beyond individual leaders and thus maintaining equilibrium among human and social capital. It is not yet clear of the potential measurement criteria to assess impact on return on investment. Such criteria need to be re-designed to develop a suitable framework. Currently available leadership development models and theories lay a lot of emphasis on the importance of change, but they may not operate scientifically to validate the change framework. Effectiveness of most of these existing leadership models tends to lay prominence on the initial stages of the change cycle, which assumes that individuals would be able to change themselves at the wrap-up phase of the programme (Bernal, E. 2009). As there is no perfect model for leadership and organisations may tend to use views of different models to achieve their strategic goals, so further we will look at the strategic human resources development models in an organisation. Strategic Human Resources Development Strategic human resource development (SHRD) focuses on integrating HRD activities with organisational goals and values to develop core capabilities that enhance firm competitive advantage (Garavan, 1991). Competitive advantage is secured when organisations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). It promotes practices that enhance the strategic performance of employees and organisations. It also emphasizes proactive change in management which enables organisations to survive in an increasingly complex, unstable, competitive, and global environment (Grieves, 2003). Garavan (1991) proposed a prescriptive model of SHRD outlining three characteristics: focus, orientation, and strategies. Furthermore, the model acknowledges the importance of multiple stakeholders that have emerged in the design, development, and implementation of SHRD, both internal and external to the organization. The model emphasizes horizontal and vertical linkages throughout and suggests various stakeholder-focused outcomes. Fig 5: Conceptual Framework of SHRD (Garavan, 2007) In the period since the original definition, several notable contributions have been made by Horwitz (1999),Walton (1999), McCracken and Wallace (2000), Harrison (2004), Maxwell,Watson, and Quail (2004) and Sadler-Smith (2006). A number of themes emerge from these models: SHRD facilitates the development of core capabilities that are critical in developing and maintaining sustained competitive advantage. SHRD enables the firm to make the best use of existing firm-specific capabilities and through the development of new capabilities and skills enables it to cope with change. SHRD must be sensitive to both emergent and planned strategies. Any of these three SHRD strategies can be adopted to facilitate the focus on organizational learning, organizational change, and organizational performance. LBG has preferred to use organisational performance SHRD strategy along with a small percentage of organisational learning change strategy. Lloyds Banking Group SHRD Model Organizational performance-focused SHRD strategies emphasize skills training, job and competency analysis, and management and leadership development. A key role for organizational SHRD is to identify performance needs and thereby developing core competencies to meet the demands of organizations. Fig 6: Lloyds SHRD Model (https://www.learningatlloydsbankinggroup.com/exec/exec.asp) Leading in the Human Resources function Leading by example within the HR function, role modelling LBG values and one HR approach to work thereby build the capability and structure of the HR function. Strategy, Insights and Solutions Uses deep understanding of the business and the HR function to deliver strategy and sustainable solutions that meet the needs of the business, colleagues customers. Learning and Talent Development Ensures that people at all levels possess the skills, knowledge and experience to fulfil the short and long term ambitions of the organisation and that they are motivated to develop and perform well. Evaluation of LBG SHRD model: Uses and analyses a full range of information and knowledge, using judgement to identify options and make robust decisions. Evaluates information from multiple sources, applying judgement to weigh their value and relevance to the decision at hand. Makes effective decisions in the absence of complete information, ensuring things can move forward while further analysis is conducted. Identifies how best to distil a mass of complex data into distinct, clear and concise concepts others can understand. Maintains a helicopter view of the situation, identifying the key elements while keeping an overview of the detail. Gives concepts meaning, often using powerful illustrations and comparisons. Creates an environment where others can make decisions by clarifying roles and responsibilities and providing appropriate support. Knows the different key questions to ask in complex situations to extract information, view points, risks and potential solutions. The above model emphasises on assumptions in absence of complete information thus the strategy might not be completely effective under the phase of these assumptions. Evaluating the strategy requires a complex skill set which is difficult to acquire. Different organizational stakeholders, such as owners, investors, employees, suppliers, and customers, are likely to evaluate the contribution of SHRD differently. Conclusion: No matter which of the evaluation approaches or models is followed, there are at least two features that need to be considered, namely the credibility and trust, as well as externalization and replication of the validation carried out. SHRD can contribute to the development of both operational capability and enhanced capacity to learn. Appendix 1 The Purpose of Evaluation Source Purposes Bramley (1991) Feedback, research, intervention, power, control Easterby-Smith (1994) Proving, improving, learning, controlling Gibb (2002) Pragmatic, ethical, intellectual, social, business, personal Newby (1992) Quality control, efficient LD design, professional self-esteem, track record, identification of assessment criteria, intervention Reid and Barrington (1999) Investment appraisal, feedback, improvement, learning, achievement of objectives Stewart (199) Promoting (in addition to proving, improving and learning) Source: Sadler-Smith, E (2006, p.382) Appendix 2 Appendix 3 Source: Lloyds Intranet (Internal Database)

The China-US Economic Relationship

The China-US Economic Relationship China and the United States, as the two largest economy groups in todays world who own more than 30 percent of the worlds GDP, have the ability to decide and change the destiny of world economy. The United States has been dominating the worlds economy for a long time as the only superpower after World War II. It has the most powerful currency, US-dollar. The US dollar is the worlds main reserve currency and settlement currency. Most of the oil trading is done by USD, and USD is the only currency that links to gold. The worlds new-star of economy, China, rose since the ending of last century. China has surpassed Japan and become the second largest economy of the world in 2010, two years after its achievement of becoming the largest holder of U.S. debt in September 2008. It is now the largest goods producer of the world, and also a hypo-power in East Asia. The financial crisis last during last four years has proved that it is unsafe to let only one country determine how the world economy should go. China and the U.S. should be working together to ensure the stability of world economy. The relationship between the United States and China is strong, and they are all depending on each other. Chinese goods are demanding greatly by U.S. customers because of its low prices. As the result of the global financial crisis, the U.S. had to lower the value of its debt to due to the bad economy, but this also made the relationship between China and U.S. became unstable. Economists suggest that the relationship has contributed a lot to both countries. In 2010, the U.S. goods trade relation with China hit a record high of $273.1 billion. (Roya and Christopher) China as a large but not well-developed country, while rich in labor and resource but lack of capital and the technological capacity, seeks foreign investment and technologies to help its development. US have the most advanced technologies in the world and a large capital flow in the market. The US and China was naturally a perfect match. US can provide the financial and tech support in exchange for Chinas cheap products and resources. Both sides have benefited in this arrangement. For China, the benefit is not only in the direct investments made by American companies and firms, but also in the massive amount of daily products that are sold to most American people. The growth of Chinas economy is majorly from exporting. For Chinas rising in last thirty years, it is fair to say that the U.S. has played an important role and contributed a lot through trade. From 3% in 1990, the imports from China has grown dramatically for the U.S., 19.1% of U.S. imports in 2010 were from China. And automatically, China became indispensable as an import source for the U.S, from eighth in 1990, to fourth in 2000, to second in 2004-2006, and then to the first in 2007-2012 (Morrison). Chinese trade has grown tremendously, from $20.6 billion and 0.8% of the world total in 1978 to $2.97 trillion and about 7.8% in 2010. Compare to Germany, Japan, and the United States, China has huge advantages on its low-cost labor, growing technology and undervalued currency. These advantages let Chi nese goods have much lower prices than the others. That is the reason why China became the worlds largest manufactured goods exporter. (Brown) As for US, the benefit is obvious. Chinas relative low-cost advantage makes it focusing on producing labor-intensive goods, and thanks to the vast, seemingly unlimited Chinese work force, people in US can purchase Chinese made shirt for a fraction of the price of a US made shirt at a relatively same quality, and its not only the shirts, its almost everything. And for most American companies it was good too. Many companies can benefit from the huge Chinese labor force and Chinese markets. U.S. imports of low-cost goods from China greatly benefit U.S. consumers, and U.S. firms that use China as the final point of assembly for their products, or use Chinese-made inputs for production in the United States, are able to lower costs and become more globally competitive. (Morrison) All in all, it would seem like a win-win for both China and America. While China is getting many jobs from companies from United States, U.S has been experiencing high unemployment rate for years. There are voices from some of the media or even politicians claim that outsourcing to China is one of the major causes for high employment. But in fact, outsourcing actually sustains American jobs in a long run (Zhu). This can be illustrated by a simple example. If China can make a cellphone more cheaply, it makes more sense to import cellphone from China than make it domestically. Such transaction actually is good for both sides, brings real incomes, with added growth in the exporting country, and lower prices in the importing country (Economist). When the price of cellphone becomes cheaper, there will be more people can afford them than before, which is good for the market. Consequently, more cellphone related jobs such as maintenance and communication services are created. Therefore, more free trade between China and the U.S. can increase jobs instead of decreasing them (Yi). By analyzing trade and industry data, statisticians have discovered some fact. They find that job dislocation is not majorly because of outsourcing and offshoring in the manufacturing and service. They find the real causes of job losses were weak domestic demand, rapid productivity growth, and the dollars strength which dampened U.S. exports (Baily and Lawrence). U.S. consumers has greatly benefited from importing low price goods from China, their purchasing power has been increased. This also helped the United States maintain at a low inflation rate. Actually, trade with China has helped directly or indirectly to create jobs in the United States, and this is much more important. The U.S. merchandise trade deficit has increased from $1.7 billion in 1986 to $295 billion in 2011 (US Census Bureau), because U.S. imports from China have risen much faster than U.S. exports to China. The U.S. trade deficit with China has kept growing rapidly during the last quarter century. At present, trade imbalance is huge between China and U.S, 43% of the U.S. trade deficit is accounted for by China. And it is one of the major concerns in U.S. China relation. The U.S. deficit with China is the major part of U.S deficit. It was larger than the combined U.S. trade deficits with the Organization of the Petroleum Exporting Countries (OPEC), the 27 nations that make up the European Union (EU27), and the 10 nations that make up the Association of Southeast Asian Nations (ASEAN). (Morrison) The connection between China and U.S will be even stronger in the future. They will continue to benefit from each other. They are both the most important market to each other. Trades between these two countries will increase even more and create more great opportunities for businesses in both countries. As the two strongest economic powers in the world, if China and U.S keep the win-win strategy, they can ensure the growth of global economy. Work Citied Baily, M. N. and Lawrence, R. Z., Dont blame trade for US job losses. The McKinsey Quarterly, Issue 1. 2005. Web. 9 Nov. 2012 Brown, A.S., Manufacturing at the crossroads. Me-Magazine., 2010. Web. 13 Nov.2012 Karabell, Zachary. Can an Eagle Hug a Panda? Time. Nov. 30, 2009. Web. 1 Nov. 2012 U.S. Census Bureau. 2011. Web. 8 Nov. 2012 Wu Yi. WSJ: Its Win-Win on U.S.-China Trade. Council on Foreign Relations. May 17, 2007. Web. 11 Nov. 2012 Wolverson, Roya, and Alessi, Christopher. Confronting U.S.-China Economic Imbalances. Council on Foreign Relations. November 2, 2011. Web. 11 Nov. 2012 Zhu, Zhi Qun. China and the United States: Learning to Live Together. Centre for World Dialogue . Spring 2007. Web. 7 Nov. 2012

To what extent does Jane Eyre’s past affect her fate? :: English Literature

To what extend does Jane Eyre’s past affect her fate? Charlotte Brontà « uses many different ways to affect Jane Eyre’s fate. By giving Jane a difficult and tiresome childhood from a very young age it has an effect on her adult life. From a very early age Jane Eyre had a very unusual childhood. She started in a very unloving family with her aunts and cousins. She felt unloved and had a sense of refusal. Her cousin John beat her and she always hit back. When she did so, she was often caught and locked in the red room. Her auntie sent her to Loward boarding school. This was a very worrying time for Jane because already at the age of around 10 she has had no love and care in her life. The boarding school didn’t aid her in anyway. At boarding school Jane did not fit in. Again she was not cared for. She felt unsafe, unhappy, but does find her first friend. Helen Burns is a real turning point in Jane’s life. Jane really stood up for her new friend too. When Helen gets punished Jane stays with her. Little bits like this help to shape Jane into a Lady and who she will be when she is older. Jane’s new friend was a good believer in God. When Helen was very ill, Jane realises that Helen is in trouble and could die, Helen tells Jane what will happen when she dies. â€Å"I am very happy, Jane; and when you hear that I am dead, you must be sure and not grieve: there is nothing to grieve about.† This scene takes part in Helen’s bed, and is a very touching scene of the two girls bonding. The scene is clam and relaxed. By using long sentences, you can get a feel that Helen’s voice is soft, and that there is there are no interruptions. Helen goes on later to say, â€Å"I have only a father, and he is lately married, and will not miss me. By dying young, I shall escape great sufferings. I had not qualities or talents to make my way very well in the world: I should have been continually at fault† Jane and Helen have something in common here. The girls both have the sense that their families don’t love them and that they are in life on their own. But, now they have found each other, the girls are comforted that they are not the only ones. Helen has her own beliefs and opinions too. â€Å"†¦my Maker and yours, who will never destroy what He created. I rely

Food as a Metaphor for Unexpressed Emotions in Like Water for Chocolate

Food as a Metaphor for Unexpressed Emotions in Like Water for Chocolate  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      An oppressed soul finds means to escape through the preparation of food in the novel, Like Water for Chocolate (1992). Written by Laura Esquivel, the story is set in revolutionary Mexico at the turn of the century. Tita, the young heroine, is living on her family’s ranch with her two older sisters, her overbearing mother, and Nacha, the family cook and Tita’s surrogate mother. At a very young age, Tita is instilled with a deep love for food "for Tita, the joy of living was wrapped up in the delights of food" (7). The sudden death of Tita's father, left Tita's mother's unable to nurse the infant Tita due to shock and grief. Therefore Nacha, "who [knows] everything about cooking" (6) offers to assume the responsibility of feeding and caring for the young Tita. "From that day on, Tita's domain was the kitchen" (7). Throughout the novel, food is used as a constant metaphor for the intense feelings and emotions Tita is forced to conceal. The story begins with Tita passionately in love with Pedro Muzquiz and he with her. "She would never forget the moment their hands accidentally touched as they both slowly bent down to pick up the same tray" (18). Their romance is cursed from the start, however, because of an old family tradition, stating that the youngest daughter must remain unmarried and care for the mother as long as either may live. Pedro, unaware of the tradition, comes to the ranch to ask Tita's mother, Mama Elena, for Tita's hand. Mama Elena tells Tita, "If he intends to ask for your hand, tell him not to bother. Heà ­ll be wasting his time and mine, too. You know perfectly well that being the youngest daughter means you have to take car... ... other," and "[make] mad passionate love wherever they happened to end up" (242). Unlike the first wedding, Tita too is infected with the powerful enchantment of the food. "For the first time in their lives, Tita and Pedro made love freely" (243). The novel ends with both Pedro and Tita, overcome with pleasure and emotion, dying in each other arms. Metaphors are powerful tools often used by authors to communicate a deeper meaning. Metaphors also tend to make the piece more thought provoking, and thus more interesting and intriguing. Laura Esquivel does a marvelous job of using food as a metaphor for unexpressed emotions in the novel Like Water for Chocolate. She takes the aching soul of a young girl and turns it into a cookbook of feelings and emotions cleverly disguised with food. Work Cited Esquivel, Laura. Like Water for Chocolate. Doubleday, 1992.

Organizing in Coca cola company Essay

Managers in organizations have several functions and duties which they carry out to ensure that the organization is running well. Some of the duties and functions are planning, which is an ongoing process of developing the organizations mission and objectives as well as determining how the set mission and objectives can be accomplished. Directing involves influencing behavior of people by way of motivation, group dynamics, communication, discipline and leadership and controlling function where performance standards are established, (Erven, 2008). Another function is organizing where the internal organizational structure of the organization are established. It mostly focuses on coordination or resources, division and control of tasks as well as good information flow within the organization. Managers also ensure that all the departments and resources in them such as physical assets, finances, the human resource, technology and knowledge are doing the right duties and well organized. Organizing also involves the activities which are carried out in the process of configuring the organization resources in order to implement plans which will be highly effective and also efficient. It is one of the major functions of management where it deals with organizing the managers themselves, designing tasks, roles or jobs to people, organizing the organizations staff, organizing the groups and the general resources in the organization so that they achieve the goals and objectives set. Managers need to organize their human resources in the best way since it is the ground in which the companies depend on,. In organizing the human resource of the organization, the managers reviews the set plans, lists all the tasks that needs to be accomplished, divide the tasks into groups where each person is put into to a group where the person will be able to perform that certain task, this is referred to as division of labor. In division of labor, the related jobs are grouped together in and efficient and logical manner, the jobs are then assigned to individuals and the managers delegates authority so as to establish relationships between the groups of jobs and the jobs themselves. In organizations, the employees wants their work to go on in a manners which excites them and makes them have the commitment needed to accomplish the set goals. In organization such as Coca cola, the managers have ensured that the budgets are invested in people because human resource is the most important assets in an organization. The management has put in mind that when they are hiring the human resource in the organization, they are not just hiring their bodies or their time, rather, they are hiring their training, their experience in the work that they are delegated to do, their energy which they will put in the delegated duties, their creativity as well as their commitment which ensures that the job will be well done and will accomplish the expected or set results, (Warner, 1993). Managers in Coca cola have emphasized and provided the necessary tools for the employees so that they will be able to carry out their jobs well, they provide career counseling so that employees are able to know exactly what is expected of them. Employees are also be provided with professional development opportunities and training in educational design so that they have the required formal knowledge and education for their position. This entails knowledge such as computer knowledge or knowledge of using other technologies for production purposes. Good communication methods between the employees and the management have been provided so that the employees can be able to communicate any problems which they may be experiencing and requires the management intervention. Good communication is necessary between the employees at the same level of management so that can share knowledge pertaining the work that they are doing, help each other and also come up with new ideas of how to carry out their duties in a better manner. The staff in an organization needs to be provided with a chance to participate in the management and decision making processes which incorporates the common goals which needs to be achieved because the employees can contribute and come up with better ideas for managers. Team work and cooperation instead of segregation is also important as employees feel that they are part of the organization. The organization environment should also be risk free with a competition aspect so that the employees can do their best. When managing and organizing employees therefore, managers need to change their thinking style from the span of control to span of support for the employees. When they provide such an environment, the organization will be able to bring together people who have diverse backgrounds, experiences and ideas which will foster the emergence of creative ideas and approaches needed to run the organization. All these have been incorporated in organizing human resource of Coca cola and has yield good benefits. Technology influences an organizations functioning and performance and cannot be separated from expertise, jobs, structures or processes of the organization. Coca cola company has has combined the technology available with the features of the organization and in turn it has created new affordances which have impacted positively on the boundaries of the organization. Managers should know that organizing does not need to take place around a hierarchy and the collection, storage, and distribution of the information as it was the case in the past management which used command and control to run the organizations. The adaption of organizational practices and innovations in technology has made it possible for organizations such as Coca cola to organize around what can be done with information technology. When dealing with technology in an organization, managers should ensure that the technology is up to date so that it can be able to handle the processes being performed by the organization. The technologies should be arranged in such a manner that they are of benefit to the entire organization and that they are used in the right places. Coca cola has organized its technology in such as way that its processes are running well and therefore the company is efficient and effective in its production. It is able to produce the required amount of products on time and there are delay involved associated with with their processes. They ensure that their processes are up to date by using the most up to date technology which is associated with their kind of productions. The company has also harnessed and fueled many of its technological innovations in different arenas so as to stay ahead of other soft drink manufacturers and distribution. Due to its innovative use of technology and good organization, Coca cola has raced to the forefront of the beverage world. Technology has helped it to grow from its humble roots to become part of the larger system and it has also discovered new technologies and techniques of production. Organizing and use of innovative advertising techniques which is harnessed by good management of technology, creation of new technologies and redefinition of how the technologies are used has made Coca cola to achieve greatness which makes the future to be brighter for the company. In conclusion, optimization of organization resources by an organization help it to achieve its goals faster and therefore be more efficient and effective in the industry. Good organization of resources such as human resource and technology helps the organization to be in a better position compared to others and therefore have a competitive edge. Coca cola has been able to optimize these resources in an effective and efficient way which make it a leader in its industry. Its organization of the human resource has made the employees to be experts in their field and therefore carry their duties more efficiently. Management of their technology has also made their processes and procedures effective and efficient an therefore have become leaders in the global market.

Courage in To Kill a Mockingbird Essay

The book, To Kill a Mockingbird, is told from the point of view of a girl named Scout Finch. The story is set in a predominantly white neighborhood. Scout’s father is a lawyer, and the story begins when he is tasked to defend an African-American wrongly accused of raping a white woman (Lee 2002). The involvement of Atticus Finch in this case brings upon them verbal and physical abuse, such that Scout almost fought off her aggressors in school with her fists (Lee 2002). Her father, Atticus, tells her not to be provoked, to keep out of trouble, as they should not mind what other people are saying (Lee 2002).   This shows what Plutarch is saying regarding courage: â€Å"Courage consists not in hazarding fear, but being resolutely minded in a just cause.† For sure, Atticus is fearful for his strong-willed daughter and son; however, he is resolute on defending Tom Robinson. Atticus’ courage is not about skirting fear, but seeing only the justification for taking on Tom Robinson’s case. Like a horse with blinders, Atticus is focused on the case. This is why he does not want Scout or Scout’s brother Jem, to fight other people when they taunt the children regarding the case: other people do not matter. As long as Atticus knows that what he is doing is right, opinions of other people should not bother him. This is what he is trying to instill upon his children. He is also trying to teach them that courage does not only come from one’s fist or the barrel of the gun; courage is being deciding to follow through with a decision whatever it takes, regarding the insurmountable challenges. This for me is one of the aspects of courage. It is important to be resolute on a decision. As people say, obstacles occur when our mind is taken off the goal. It also takes courage to keep one’s eyes on the goal, to ignore the obstacles in our peripheral vision. No matter how insurmountable the challenge is, we still have to go for it, especially if we believe it to be right. Our world is shaped by people faced with impossibilities, yet they did not give up. These people caused the French Revolution, invented light bulbs, fought for women’s suffrage. We all live in a better world today because of them, and they did it because they had courage.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Courage I feel, is also found in everyday decisions. Obviously, it takes courage to sign the document that would start the Manhattan project, but courage is also involved when one befriends a stranger too. Scout does this in the book, befriending and trying to see what the world is like for Boo Radley (Lee 2002). Other people shun him, and make up horrible stories instead, but Scout has the courage of a child not yet corrupted by the world. In the end, she realizes that he is a good person. This is a courageous act, admitting your mistake, and accepting someone ostracized by society. Scout may not be aware of the implications of her action, but she flouted her neighborhood’s notion of propriety (just like her dad), and reinstating the fact that humans are above the standards we set for ourselves. This is courage too. And I believe that this is the hardest of all to do. To fight injustices in your everyday life is not only exhausting but harrowing, yet this is one area you will be able to do your most. Everyday decisions require staunchness of decision; these decisions are not â€Å"one-time big-time† deals. You will live with the effects of these decisions for every single day of the rest of your life, and the effects will be magnified.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Courage also must precede all other qualities. If one does not have the courage to do what is right, even if one has a sense of what is right and wrong, this knowledge will not be put to use, because fear will convolute one’s sense of right and wrong. Winston Churchill once said, â€Å"Courage is rightly esteemed the first of human qualities because it is the quality which guarantees all others.† In the book, Atticus was courageous enough to follow through with his conviction that Tom Robinson is innocent (Lee 2002). He knows he will inevitably lose the case, as the jury is all-white (Lee 2002). Yet, he forges on. If he did not push through with his decision, or if he wavers, we would not have seen his other attributes: a responsible and loving father, an understanding neighbor, an upright man. If he had let himself be dwarfed by fear, we would not have seen the other qualities, as these have all been dwarfed by fear.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There is another aspect to courage I must point out: courage is not being able to not know fear while undertaking a difficult task. Courage knows this fear, even before one accepts the task, and yet goes on with it anyway. Courage, for me, knows fear, of being fully aware of the implications of your decision, and you continue because you will not forgive yourself if you did not do the right thing or if you continue so that those who come after you will not be placed in the same situation. This for me is the essence of courage: of making a decision, and acting upon it, so that other people will not have to make the same decision because you have made the world a better place to live in. Courage prefers to go out like a blaze in the night. It is, to quote Dylan Thomas, to go not gently into the night, and to rage, rage against the dying of the light.