Myth`s Theories Essays - Anthropology Of Religion,

Myth`s Theories There are four basic theories of myth. Those theories are: the rational myth theory, functional myth theory, structural myth theory, and the phsycological myth theory. The rational myth theory states that myths were created to explain natural events and forces. Functional myths are what you call the kinds of myths that were created as a type of social control. The third myth theory is the structural myth theory. This theory says that myths were patterned after human mind and human nature. The phsycological myth theory is the fourth myth theory which states that myths are based on human emotion. The rational myth theory states that myths were made to better understand natural events and forces that occurred in the everyday lives of people. This theory also explains that the gods and goddesses controlled all of these happenings of nature. Examples of this type of myth are creation myths from different cultures. Creation myths explain how man was created and explain what the gods and goddesses used and what actions they took to create humans. These myths also tell what substances were used (if any) in order for man to exist. The existence of man is a natural event but creation myths give other explanations. The functional myth theory talks about how myths were used to teach morality and social behavior. It states that myths told about what types of things should and shouldn't be done, and the consequences for those wrong doings. The functional myth theory also states that myths were created for social control and served the function of insuring stability in a society. A story about a tribe who rebelled against the great serpent, Degei, is a good example of a functional myth. This story is about a tribe who learned many skills from their great serpent god, Degei, and then became Degei's workers and servants. Two chiefs of this tribe were sick of working for him and tried to defeat him; they were too weak for Degei. Instead of winning their freedom, they were killed in a great flood caused by Degei. This myth is trying to say that you should not be lazy because if you are, then you will regret it. Structural myths are said to be myths based on human emotion. These types of myths show the two sides of the human mind; the good side and the bad side. They show the divided self and the duality of human nature. Myths about Hercules show how the human mind can be both good and bad. Hercules did both good and bad things. One of the bad things he did was (in "Jason and the Argonauts") he stole a broach pin from the treasure chamber of the god Talos. This sin caused his friend to be killed. Hercules knew that his friend was killed because of his sin, so to make up for it, he vowed to stay on the island until his friend was found. The phsycological myth theory states how myths are based on human emotion and that they come from the human subconscious mind. Cultures all around the world had similar fears, questions, and wishes which, to them, were unexplainable. That is the reason that phsycological myths were made; and that is why there are archetypes shared between cultures. Archetypes are general forms and characters used by all cultures. Some archetypes found between cultures are having a sky god (Zeus and Oleron),a sea god (Poseidon and Olokun), and an agricultural god (Orisha-Oko and Demeter). These archetypes are examples of how people think alike when it comes to things that are to them mysteries and fears. In conclusion, it appears that man created myths for quite a few reasons. These reasons include explaining the unknown, natural events and forces, to show the duality and pureness of human nature and the human mind, and to help societies maintain order and remain stable. There must be more reasons of exactly why myths should have arisen but that is beyond the extent of this essay.

5 steps to make sure your company is diverse and inclusive

5 steps to make sure your company is diverse and inclusive Diversity and inclusivity are major buzz words these days, but for good reason. Culturally, it means embracing differences and understanding that life experience is shared, but varied. Professionally, a diverse employee base can help your organization stay agile and productive, rather than stagnate with the same old ideas and viewpoints.Let’s look at five steps you can take to enrich your diversity hiring initiatives.1. Reconsider what â€Å"diversity† and â€Å"inclusivity† mean to your organization.We all know the textbook definition of diversity pretty well by now- people from a broad range of cultural, gender, or religious backgrounds. But if you’re looking to truly up your diversity factor, it’s time to broaden that definition and think about what it means for your company. Consider other types of diversity: different educational backgrounds, different experience levels, different physical abilities, etc. Hiring for diversity and inclusivity ma y not mean much in the long run if you end up hiring people who technically tick the diversity box because they are in particular racial or ethnic groups, but are in the same educational or experience mold as everyone else in the company. Think about how you can really diversify the perspectives and skill sets in your employee pool.2. Use a committee approach.How do you get more diverse voices in your organization? Start by allowing more diverse voices to help make the decisions. Opening up the process to a committee, instead of putting it all on one person or department, can really help enhance your diversity strategy. If you include team members from various departments or parts of the company, you’re also adding a level of perspective diversity as well. Your committee may also bring fresh ideas about where to look for different kinds of talent, helping you move outside the standard job ad.3. Commit to the process.It’s one thing to say, â€Å"yeah, it’s our s trategy to hire for diversity,† but it’s another to carve out the time and resources to do that, given that both are at such a premium. If you’re prioritizing diverse and inclusive hiring, you need to commit extra time to seek out alternative hiring and marketing methods to recruit that diverse talent. This may mean stepping outside your comfort zone to place ads or do outreach to non-mainstream job boards or resources.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});4. Eliminate as much hiring bias as possible.Just about all of us think that bias is something other people do, and that we never would discriminate against someone for non-professional reasons. But the unfortunate reality is that as, you know, humans, we’re susceptible to all kinds of unconscious biases. Acknowledging that and taking steps to overcome any temptation of bias is the key to any strategic hiring initiative. Studies have found that blind hiring (or eliminating p articular personal details from the hiring process) results in significantly more diverse hires.AI programs can do this at the initial application stage by screening incoming candidates without regard for things like name (which can trigger cultural or gender bias), geographic location, age, or school name. This is also a place where having a committee, or multiple people weighing in during the hiring process, can help, as it creates an open system of checks and balances to limit certain biases- whether they’re conscious or unconscious.5. Broaden your job descriptions.Is everything in your job description an absolute must for the position? If a candidate has two fewer years of experience than the ad calls for, but has other skills, would you consider hiring that person? If someone didn’t have a full B.A., but instead had years of experience doing pretty much the same work, would you consider hiring that person? Your job ads could be turning away qualified applicants fr om the start and you’d never know. Yes, you’ll want to make sure that the ads are reflective of what the position actually demands. But if there are elements that aren’t hard-and-fast requirements, consider leaving them out or making it clear that they’re flexible.A more diverse and inclusive organization tends to be a more productive one, but it also leads to higher employee satisfaction, engagement, and retention. Putting time and resources against this priority and making sure that it’s a solid part of your organizational strategy moving forward will better prepare your company for the needs (and workforce) of the future.

Divisions of the APA Essay Example | Topics and Well Written Essays - 500 words

Divisions of the APA - Essay Example The current president of this division is Dr. Kim Fromme from the University of Texas at Austin. The division oversees the publication of the journals which deal with addiction such as the Psychology of Addictive Behaviors and the Addictions Newsletter. Interestingly, the information provided about the division on the APA website makes it clear that alcohol and smoking are not the only psychological addictions a person can have. It was a new realization for me to note that the division considers things such as gambling, eating, sexual behavior and even spending to be addictions (APA, 2007). As the history of the division makes clear that the division has been active for many years, the current activities of the division also signify that research works as well as studies on addiction are being conducted by the division at the present time (APA, 2007). I personally feel that the study of addiction is an important aspect of psychology and the department will remain a positive force for the APA and its partner organizations in the

Final Examination Employment Law Research Paper

Final Examination Employment Law - Research Paper Example In recent times, the business had determined to go â€Å"public† and became qualified for selling stocks and debentures on the S & P exchange. However, with this new move, the company gained the attention of the local labor union representatives, who further decided to interact with the employees of the company. In this regard, they seek permission from Ms. Clark for their interaction with the employees, which they are not required to do so as they possess legal authority for performing the same. Owing to their professional approach, Ms. Clark permits the union representatives to enter the premises of the company for which she had to face criticism and threat of termination from the top level management of the company. This instance was followed by an offer from the management, which depicted a forceful retirement package with the exclusion of several normal retirement benefits. She did not response to the offer of the management, which eventually resulted in her termination. THESIS STATEMENT In context to the aforementioned case, this research paper will identify and explain the law that will be applicable to assist Ms. Clark to deal with the misconduct of the company made towards her. A few of the law that will be considered in this paper will include EIRSA (Title VII), the NLRB and Tort law of the United States among others. Accordingly, a conclusion will be made about the position of Ms. Clark in the entire scenario. DISCUSSION From the above analysis, it is quite apparent that Ms Clark had certain issues with her disability in Danskin Inc. However, the approach of the company made towards her with regard to promotion and decision of contacting the union representatives can be countered as per the EIRSA (Title VII), the NLRB and state Torts law in order to reach an ultimate conclusion on her rights and stands in the entire scenario. The Employee Retirement Income Security Act (ERISA) is a federal law of the United States, enacted in the year 1974 wit h the intention of protecting the rights of pension plan standards of the employees in the workplace. Contextually, title VII of the Act deals with the aspect of employee discrimination in the workplace on the basis of sex, race, age and other related factor. However, in the case, Ms Clark was restrained from the post of Senior Vice president in the organization due to the reason that she was legally blind and deemed not fit to face the challenges along with the responsibilities involved in that particular designation. Contextually, it can be stated that the approach of company could not be countered or questioned in this regard as its conduct was not discriminatory as per title VII of the ERISA. However, as per the Age Discrimination Employment Act (ADEA), employers should not discriminate the employees on grounds of their age and deprive them from gaining employment opportunities. Accordingly, the approach of the company in terms of not promoting Ms. Clark also has the association of her age factor as a reason. Furthermore, in this similar regard, Ms. Clark can also counter the approach made by the company towards her on the basis of the Americans with Disability Act (ADA) 1990, which states that employers will have the responsibility to treat all the employees on the basis of their competency and not their disability. In this case, Ms. Clark’s promotion was solely restrained on the basis of her legal blindness (Auburn University, â€Å"

International Human Resource Management Assignment - 4

International Human Resource Management - Assignment Example p.65); in that case, multinational corporations have to change and adapt their resources to the shifting global business environment to remain profitable (Caligiuri & Stroh 1995, p.494). MNCs alongside their global subsidiaries have increasingly become fundamental players in the global economy, thereby fuelling a great interest and research in the management strategies and practices of these firms (Mendenhall 1999, p.65). Generally, multinational corporations employ widely varied global management strategies, whose processes, practices as well as systems and structures also vary greatly since different global locations impose varied demands on MNCs operating in them. Establishing effective global strategies is the most daunting task of MNCs because they are caught up in the struggle to enhance their responsiveness to local environments while retaining their controlled corporate structure. This has been encapsulated effectively in the literature of MNCs as one of the most debated ques tions has traditionally been the degree to which subsidiaries’ behaviour resemble that of local corporations versus the degree to which it rhymes with that of their parent corporations (Rosenzweig & Nohria 1994, p.229). This debate has given birth to three typologies of MNCs namely ethnocentric, polycentric, and global; whereas the management strategies of ethnocentric MNCs resemble those of their home countries, those of polycentric MNCs conform to local standards while global MNCs align their management practices to a worldwide standard. Given that cultural differences are more likely to influence organizational behaviour; this paper will draw from empirical illustrations of Multinational corporations (MNCs) to explore the cultural implications for multinational corporations of different approaches to employee voice. HRM is not independent of environmental and various other factors within the enterprise; HRM policy and practices are determined by both internal and external factors

Ulysses program in price water house coopers

Ulysses program in price water house coopers The Ulysses Program is a leadership development program that is partnering with PricewaterhouseCoopers to enhance leadership potentials. The incorporation of Ulysses to PwC has lead to emergence of a diversified team in the global field (PricewaterhouseCoopers, 2000). There are several competitive challenges that motivated PwC in developing the Ulysses Program: Q1 PricewaterhouseCoopers (PwC) and other partners saw a need to initiate a new design in the leadership training that could help in bringing up executives, who would fit in the global diversity and transnational nature of the operations of the firm in late 90s (Storey 2003). The firm needed to orient people to become leaders who had a wider scoop in the leadership skills that did not only fit a particular situation but rather could handle any arising challenge across the globe. The quench to conform to this situation led to the emergence of the Ulysses Program which was perceived to incorporate most of the best traits that were needed in the partnering PwC, to bring out developmental leadership links to various communities. Ulysses was meant to instill concepts of leadership qualities among personnel in the PwC which would enable it meet its core goals (Sparrow et al., 2004). The program was initiated in the year 2001 where the firm sent a number of people to the developing countries where they were supposed to employ their leadership qualities in environments that posed different challenges. Compared to their home countries, the developing countries experienced political, social and economic challenges that called for a totally different approach in both running and management (Pless Maak 2009 pp.58). PwC therefore had to be multicultural oriented and accustomed to relatively poor technological advancements that the developing countries had. In realizing this, small teams were dispatched to operate in these fields on rotational basis, each constituting eight weeks working with NGOs, intergovernmental agencies and community based organizations. The exercise mainly comprised working to confront Aids epidemic scourge, poverty challenges, conflict and environmental degradation (CS). It was back in the year 2000 that the leadership team of the PwC drew attention to the global ever-changing trends in business running and management. PwC however lacked a global leading capacity to meet with the challenges presented by the intricate worldwide business and was at the verge of being left behind as top performing partners in leadership. Other big companies were taking a lead in the Ulysses Program in efforts to nurture leaders all over the globe through exposing them to varied environmental situations so that their leading skills are enhanced. Within a period of five years, the Ulysses Program had already dispatched 80 partners through its program and with 22 participants in the year 2006 (Marquez 2005 pp.50). In the year 2004, the firm resolved to deploy its staff in countries in Africa that were experiencing varied problems that ranged from health to economic. Most important of the teams that comprised of 18 young partners coming from different PwC boundaries was one sent to combat challenges presented by HIV/AIDS in various African countries especially in Namibia and Uganda. Other included landmine improvement in Eritrea, reintegration of ex-combatants in East Timor and the small project development in Ecuador (Hofstede, 2004) Learning activity in the Ulysses project was program to take several levels for each individual team and in the organization levels where there is cross exchange of the acquired knowledge between clients and the organization. All the members who were sent out for a particular mission were supposed to report back to the firm on their experiences during their leadership responsibilities. These briefing were critical in analyzing what was better to adopt which enabled the PwC to keep on refining the Ulysses model so as to meet the global leadership requirements in a better way (Marquez 2005 pp.51). Q2. Ulysses program has been able to make PwCs business strategy and goals successful. On its launching, the firms were more inclined towards the partners from Europe and USA only. This posed a misbalancing which Ulysses came as a solution by ensuring a multicultural and geographical diversity amongst all the teams. Its wider scoop of approximate 8000 partners from member firms of 768 cities coming from 139 countries made it possible to effectively incorporate different cultures and locations. All the participating candidates in the Ulysses project were required to have been selected from the heads of each company from respective territories. These nominations were based on excellence and thus ensured candidates with the best leadership potential per took the leadership roles (PricewaterhouseCoopers, 2000). The joint PwC and Ulysses for instance applied their global business expertise in Southern Belize which turned out to be very successful. In the program, Brian McCann, a PwC client service that was a partner from Boston and who specialized in merges and acquisition, the rewards- both personal and professional, took part in the Ulysses project, was recruited and surprisingly found himself as the only member originating from the US team. This team (Belize) consisted of other colleagues from Malaysia, Sweden and Germany (Patton, 2004). The team lead in activities of leadership with Ta`axche Conservation trust (YCT) which was an NGO located in Southern Belize. The local government and the private sector were also involved in evaluating the growth and income-generating potential of the eco-tourism market in the region. The priority for the team incorporated building capacity in YCT, to ensure excellent services in meeting the needs of the local Mayan people. Economic conditions in souther n Belize were desolate, with approximately half of the population being no employed and 75% earning less than $200 a month (Patton, 2004). In spite of the tough circumstances and a short time framework, the team was able to deliver an exceptional work product for the clients. Through them, an international microgrant program looking for a local partner in Belize was put in place. They also wrote a proposal for YCT which was to offer micro funding for 100 new and on hand small businesses in the region over the following two years. The Ulysses team also started up a business training workshop for members of a Mayan womens craft center, developed a business plan for YCT and its woodworking training center, put up a computerized accounting systems for the Trust, and evaluated income generating opportunities for the Belize Forestry Department (Patton, 2004). Q3. The effectiveness of the Ulysses program can be determined through weighing on the Success of the outcomes of various projects under which were steered by Ulysses. It is therefore important to evaluate them against the programs goals which were: To recognize and build up future leaders of PwC to take on senior leadership responsibilities at national and international levels within a time span of five to ten years. To put up a global network of PwC leadership talent To enhance PwCs capacity to capitalize on its diversity and transnational nature of its operation To train leaders to guide the leadership in the global world of ambiguity and tension between diverse interests and stake holders groups To encourage the business sector to move towards a more responsible and sustainable business model In reflection towards this, Ulysses was successful in promoting a co-learning environment and openly worked with the participants on their interpersonal improvement tactics concerning to what the desired to learn from NGO partners. Further, the program was able to bring out cultural differences as an enabler as opposed to earlier perception that it was a barrier. The incorporation of diverse cultures was able to enhance on team acceptance, quality and more innovations which became part of the culture of PwC. Building relationships with clients and stakeholders across borders brought more collaboration which resulted to more success (CPID, 2005). Reports coming from PwC show that the program cycle has advanced offering the participants with wider global perspectives which are relevant to any company running its businesses all over the world (CS). Douglas Ready, a director in the International Consortium for Executive Development Research noted that the Ulysses Program has helped candidates to confront challenges that are beyond the strict confines of accounting and consultation skills. In addition, he argues that the program has instilled ideals like the community involvement that are elementary to its business culture (CRME, 2005). Ulysses has also offered a chance to partnering firms to rely on. The program has forced them to take on projects that are not in their proficiency. An example is during 2003 summer where McCann developed a business plan for an ecotourism group in Belize (Hempel Porges, 2004 p.74). This development castigated more innovation in diverse fields. McCanns most vivid memory is a dinner that he had with a Mayan farmer after spending a day discussing on a plan; Though the conditions were not favorable due to lack of electricity (CS). All PwC partners agree that theyve already put into practice their experiences to the charge of administrating people and clients. A Malaysian partner Jennifer Chang once pointed out that her team noticed a shift in her managerial style after the Belize trip. She listened more and became more flexible. According to her, it is after witnessing how other organization took long to effect decisions that one gained the patience for the people that one is working with. Ayub was among those promoted in June 2003 who became a manager of 20 partners. In his view, face-to-face conversations were better over e-mail due to the low-tech approach, building trust. The adoption of this technique made him achieve a significant progressive difference in Namibia.ÂÂ   Ulysses is even prone to be more than a expedition of personal discovery for a handful of partners. It could help build leaders capable of confronting the challenges of an increasingly global business (CS). Q4. Ulysses program presents both advantages and disadvantages in offering leadership development programs to its partners. During the short duration that candidates are enrolled in the program, they develop skills of leadership which arms them with good network as future leaders of PwC taking responsibility for longer periods of five to ten years (Evans et al., 2002). This is a relatively shorter training period as compared to other traditional ways where courses take up three to five years. On the other hand, the longer serving term takes the perspective that the world being highly ambiguous with tensions amid varied interests and stakeholders groups exists. Future PwC leaders are then predestined to forefront and shape a business model that is more accountable and sustainable and allows joint venture between business and civic societies (Dickmann Harris, 2005). The Ulysses program poses another benefit in that the concepts instilled to participants are directly related to building leaders who in return can be able to build businesses. The program thus focuses on unlocking performance and embracing diversity that makes its models well versant with global business environments and the demands related. Its can be argument reasonably that, whenever a brand is made, a sustainable business is also created to complement it (Jain 2004 pp. 13). Further, Ulysses eight-week program project in developing countries that merges NGOs and inter-governmental organizations seeks to bring a cohesive forum that is able to meet most of the challenges that a respective country may be experiencing. As opposed to the traditional ways, this program is more involving: participants are required to deliver developmental project managed by a partner organizations which moulds them to be innovative (Bhaskar-Shrinivas et al., 2005). In East Timor for instance, a UN project attempting to give ex-combatants of the independence struggle new meaning to their jobs and lives in their communities; PwC partners were drawn in to access the efficiency of the project. It was able to deploy its multinational teams and transfer them to the area to apply their capabilities and develop strategies that reflected new skills and behaviors. In additional, Ulysses participants benefit in the program, among other the GP initiative where there is a strong focus on su pport for intra-company network building (Harris et al., 2003). On the other hand, Ulysses is an expensive program that snatches away the original glamour of PwC as the enormous leading firm in training global world leaders thus a disadvantage.

United States Governments False Portrayal of Marijuana :: Government Marijuana weed Drugs Essays

United States Government's False Portrayal of Marijuana Abstract I believe that the government’s handling of marijuana has been unethical because they used propaganda and lies to misinform the American population about marijuana. In my casebook, I address how the government made propaganda films and other media to misinform the American population. Some powerful evidence that I used is from the book, On the Trail of Marijuana, in this book the authors illustrate their eight stages of marijuana intoxication: Stage One: Characteristic euphoria, or feelings of unnatural well-being and lightheadedness. Stage Two: Intellectual excitation, dissociation of ideas, and exaggeration of emotion. Stage Three: Illusion in regard to time and space. Stage Four: Intense auditory sensibility, where every musical sound is distorted. Stage Five: Fixation of ideas, which are derived by the suggestibility of near-by stimuli. Stage Six: Overbalancing emotional disturbances. Stage Seven: Culmination of the sixth stage, where the overexcited and distraught subject may commit violent irresponsible acts due to irresistible impulses of suggestive origin. Stage Eight: Hallucination, varied and often terrifying. The opposing argument is supported not by opinion, but by scientific proof. There have been many studies done on the effects of marijuana, but I chose On Being Stoned because the author realized that the effects are only â€Å"potential†. Marijuana is illegal in the United States and in the past, there have been many changes in legislation regarding marijuana possession, production, and use. The knowledge of marijuana usage has been warped and twisted by the American government beginning in the early 1900s. According to the Webster’s Dictionary definitions, ethics are principles of right conduct or a system of moral values, morals are the lesson or principle contained in or taught by a fable, a story, or an event, and government is the act or process of governing, especially the control and administration of public policy in a political unit. It bothers me that neither ethics nor morals were included in the definition of government.

Musical Instruments Essay

1. Do you believe it is still possible that new musical instruments could be invented and widely distributed? Empirically, though the diversity of musical instruments has reached a quite high level, human has never stopped their exploration into music. So, I think it’s highly possible that several new musical instruments can be invented and widely distributed. The musical history has already proved this. Before 19th century, the majority of musical instruments are acoustic, and most people at that time held the opinion that we already have enough instruments. However, accompany with the development of electricity and latter computer technology, electronic music has grown rapidly. Musical instruments are no longer bonded within the acoustic. Maybe in the future, we can even use the photon to make some music. 2. Do you think that existing orchestral instruments will be drastically altered in the future? I think some fine turning may occur on existing orchestral instruments but drastically change may not happen. With hundred years of development and perfection, orchestra has already formed its own system and process. Its requirement to musical instruments is almost fixed. Already some fine turning may be applied in order to achieve better acoustic effect, but the outer shape and essential component of these musical instruments won’t be changed since they have already be a symbol of orchestra. 3. Will the computer and other electronic instruments eventually replace acoustical instruments? Which do you prefer? Definitely not. Diversity is an essential part of music, if all the music is generated by electronic devices, it can be quite boring and people will suffer aesthetic fatigue. Personally, I prefer acoustical instruments, why, just personal taste. 4. Please open YouTube and listen to composition Desintegrations for 17 instruments and computer tape (1983) created by French composer Tristan Murail (1947-). Can you separate sound materials created by the acoustic instruments from the tape material? Are they often fused? Are they created to resemble each other? For those parts in which only one instrument occurred I can figure out the type, while for those with more than two, I can not. Yes, they often fused together, especially in modern music. Yes, they do resemble to each other otherwise the music won’t achieve harmonic sound effect.

American Connector Company Analysis Essay Essay Example

American Connector Company Analysis Essay Essay Example American Connector Company Analysis Essay Paper American Connector Company Analysis Essay Paper Quality and efficiency is the key to American Connector Company ( ACC ) success. ACC has lost market portion to DJC over the recent old ages. which will be exacerbated if DJC opens a production installation in the United States. DJC has gained much cognition from its Kawasaki works and is traveling to come in the US market with mills that will be efficient. ACC is in problem and needs to drastically alter the manner they do concern if they want to last. Looking and emulating DJC is the first measure American Connector needs to follow. American Connector can recover market portion and survive by concentrating on quality and efficiency. ACC needs to make the following to guarantee success before DJC enters the US market:1 ) Redesigning their mill layout for a more streamlined operation. 2 ) Purchase new equipment that is in better form and more efficient. Institute a good care plan to guarantee the equipment runs decently. 3 ) Work with the consumer to make a good simplistic design. 4 ) Continue to maintain employees happy to do certain they remain at the company and ACC retains this rational belongings. 5 ) Implement a Quality Control Division. ACC can non trust on placing faulty parts merely after production. They need to implement quality control throughout the procedure. which will cut down costs and increase efficiency and profitableness. Industry Background Japan and the United States have had a different outlook and work ethic over the past centuries but it has become particularly evident over the last 30 old ages. The United States relies on money. technological edification and reputation/name acknowledgment. Japan has been able to acquire in front with difficult work. inventions. and technological progresss. To the disfavor of many American companies. Japan has taken engineerings created by US companies and change by reversal engineered and improved on them until they were the dominant company in the industry. A good illustration is shown with the DJC Corporation in Japan. They took thoughts. constructs and engineering from American companies and made them even more efficient and successful. The electrical connection industry is big. These connections do everything from attach wires to wires. wires to mercantile establishments. attach wires. constituents or french friess to PC boards. or attach Personal computer boards to other boards. These connections have two chief parts: a plastic lodging and metal socket pins or terminuss. The applications range from military and aerospace to computing machines to telecommunications to cars. There are 1000s of standard connection merchandise lines. The pricing of the connection depends on its degree of engineering and industry usage. In the 1970’s there was a big roar in the United States and companies took advantage of it. Demand slowed in the 1980’s taking to many providers for a decreased demand taking to consumers being able to demand their monetary values. The miniaturisation of circuitry and technological progresss led to the demand for new connections and fabricating techniques. The demands of the consumer were extremely specific. This allowed other rivals to come in the US market. Lessons LearnedA. DJC at the Kawasaki Plant1 ) Efficiency – DJC continued to reexamine and set their production installations to happen the most efficient manner to run. This focal point on efficiency has created a cost efficient manner of bring forthing wire connections that can non be rivaled. It will take other companies old ages to fit the efficiency of the Nipponese production installations. The Just-In-Time bringing of resources and demand on their natural stuff providers to hold about day-to-day bringings of supplies. DJC reduced the demand for big warehouses salvaging money. The usage of tape axial rotations of connections was a design that the consumer liked and found easily for usage at their production installations. The design of their merchandise packaging led to a more efficient manner to palletize and containerise their merchandises for cargo to distributers. While DJC maintains about two months of finished goods. the design of the packaging reduces the room it requires in the warehouse. 2 ) Quality – Japan’s streamlined operations has allowed it to add quality confidence to their production procedure. Through this high quality and deficiency of flawed parts they have gained a good repute. which was something that was usually reserved for American companies. The uninterrupted reviews. replacing or worn parts and the high degree of care of the equipment allowed the mill to run swimmingly. The focal point on repairing jobs before they happened has led to fewer jobs encountered on the production line. 3 ) Links to Customers – DJC maintained a close nexus with its client and took the client input to set the connections to run into client demands. This allowed DJC to be proactive and stay in front of altering tendencies within the computing machine industry. The simplified designs they created required fewer natural stuffs increasing efficiency and cut downing costs. 4 ) Trade Secrets – DJC contrary engineered many of its early connections from designs from other companies. This sped up the design procedure and allowed them to rapidly come in the market. They did non desire the same thing to go on to them so they had contracts written up with providers and created an internal design division that did their work in house. This allowed DJC to maintain their advanced thoughts to themselves. keeping their advantage over the competition. 5 ) Plant Layout – DJC focused on the best manner to bring forth connections. Their works layout and simplified design procedure allowed for an efficient operation. using the mill infinite to its fullest. The procedure was set up in the most logical and efficient mode leting for an addition in quality and decrease in forces. The new Nipponese workss were extremely automated but DJC focused on â€Å"pre-automation† to guarantee the works runs swimmingly. All people that work within the mill understand their function and are decently trained. stuffs are centrally located. quality and ends were clearly laid out and uninterrupted betterments are sought. The limited figure of merchandises that DJC produces for their consumer allows them to schedule long production tallies. 6 ) Goal Setting – The direction was involved in all facets of decision-making. They understood the importance of the holding an overall end that is understood by all divisions. They created the overall end and allowed the directors of the different divisions to make their ain ends that conformed to the focal point of the company. Employees on the line knew the end of the company and what direction expected and solved many of the jobs at the lowest degree. B. American Connector at Sunnydale1 ) Operating Problems – The American Connector installations particularly in California are sing additions in costs and impairment in quality. The public presentation in the works is taking to the consumer losing assurance in ACC. This will take the consumer to other options like DJC with a better repute. 2 ) Investings – Complacency allowed ACC to believe there was no foreign competition in the US. They did non put clip or money into upgrading their installations. quality. or capacity. The equipment within the installation is going outdated and is non being replaced. 3 ) Efficiency – The production installation is non run expeditiously. There five production countries in the works. Different countries run at different velocities go forthing reserves of parts. This leads to inefficiency and an addition in installation infinite required to keep all of the parts expecting farther assembly. The installation is non to the full automated which leads to slower assembly on little tallies. which are assembled by manus. The packaging of the connections is inefficient with the broad scope of bundle designs awkward for storage and cargo. The awkward packaging does non impart itself to proper palletization or containerization taking up excess room in the warehouse. It is difficult to set production lines with the prognosis being done three months in progress. With a trouble among clients of foretelling the success of their merchandises. it is difficult for ACC to acquire in front or adjust rapidly to altering demands. If a different manufacturer is more adaptative they will steal the gross revenues. 4 ) Quality – ACC quality has slipped at the Sunnyvale works. There is a high rate of faulty parts. While most of the faulty parts do non do it to the client. the waste of clip and supplies costs ACC money. RecommendationsAmerican Connector Company has two options: 1 ) stay with the position quo ; or 2 ) learn from the success of DJC and alter their attack to head off DJC’s competition in the US market. Truly there is merely one option for American Connector. Whether ACC believes it or non DJC will come in the US market. They need to alter their mentality and make what is best for the company. With the manner the US connection market has played out. it is unfastened for international companies to come in the market. ACC must alter their mentality and halt being self-satisfied. The deficiency of competition did has non spurred ACC to be advanced and create new thoughts but allowed them to remain with the position quo losing the rush from their rivals. Complacency has led to outdated equipment and an inefficient works operation. By taking the lessons that DJC learned at their Kawasaki works. ACC can increase efficiency. If ACC streamlines their works operations. buys new equipment. plants with their clients to make a simpler merchandise design. and makes more transit friendly boxing they can hold a more efficient operation. ACC has a twosome of advantages over DJC that they need to hard currency in on. First. they are already in the US market. ACC is already established in America and can avoid many of the barriers to entry i. e. duties. revenue enhancements and initial fiscal layout that international companies will see. ACC needs to construct on their good repute with their United states clients. DJC is non maintaining their employees longer than an norm of 9 old ages. While they have a good wage for the entry-level employees. their advantage is reduced as employees advance within the company. They do revolve employees to different occupations annually giving them good experience in different countries but can non maintain them until retirement. If ACC takes attention of their employees and gives them a competitory pay. good benefits and advancement chances they should hold an advantage over DJC with more efficient workers. Mentions: hypertext transfer protocol: //net. Master in Business. wfu. edu/Shafer/FulltimeOpsStrategy/acc % 20handouts. ppt

WATERGATE Essays - Watergate Scandal, Richard Nixon, Free Essays

WATERGATE Essays - Watergate Scandal, Richard Nixon, Free Essays WATERGATE President Ricmard M. Nixon is refereed to as one of the most controversial presidents in the history of the United States of America. He is synonymous with this title, because of his involvement in the great "Watergate" scandal. It all started with the election of 1972, Nixon's bid for a second term of presidency. In his attempt at re-election, Nixon took on a different strategy than any other re-election campaign of the past. Instead of using the usual Republican National Committee for re-election, President Nixon divided his campaign into two separate committees. These two committees were named , the Committee for re-election of the president, headed by Attorney General , John Mitchell, and the finance committee to re-elect the president, headed by Secretary of Commerce, Maurice Stans. "Together these committees managed to raise over sixty million dollars for the president' campaign." (Sam J. Ervin, The Whole Truth, pg.36) The work of these two committees enabled Nixon to defeat democrat nominee, George S. McGovern, by a landslide. This decision, by Nixon, would, in the future prove to be the beginning of the end for a good old "Tricky Dick". In his second term, Nixon was known to be positively involved with foreign affairs. "For example, he worked out an agreement with Vietnam to order a stoppage of the war and commence a prisoner exchange program in 1973." (World Book, Nixon, Vol 17) Also in 1973, he worked hard to improve relations with China. His attempts allowed us to open diplomatic office in their capital and they in ours. His events at home also included many positive advancements. His major accomplishment was ending the military draft in 1973. Many of his efforts were thwarted by his inability to work cooperatively with congress. This began with his refusal to approve of a program, spending billions of dollars on projects created by congress. "In return, they refused to support his bombing of Kampuchea, which Nixon said was needed to prevent a communist takeover on their government." (Sam J. Ervin, The Whole Truth, pg. 79) In addition, congress also disagreed with a resolution introduced by President Nixon to reduce the war powers of the president. This resolution was the strongest action ever taken to spell out the war-making powers of congress and the President. Along with these problems, Nixon also had to endure economic setbacks. In January, 1973, he ended most of the government required limits that had been placed on wage and price increases in 1971, but prices still ballooned. Another brief use of controls resulted in a shortage of beef and other foods. By the end of 1973, inflation had risen to 8.8 percent nationally, the largest increase in any year since 1947. Also in 1973, a fuel shortage hit the nation. It led to reduce supplies of oil for home heating and industry, and to a form of gasoline. In 1974, congress approved Nixon's proposal to establish a Federal Energy Administration to deal with the energy shortage. As you can see, President Nixon had a very eventful term. The whole Watergate controversy came about in 1973, when many Nixon employees were arrested and convicted for the burglary of the democratic headquarters in the Watergate Building Complex in 1972. Two of the major figures of the case were James McCord and Gordon Liddy, two figureheads of Nixon's Committee for re-election of the President. Also, information linking many top White House aids to the break-in of Watergate or attempting to hide information concerning it, was released in 1973. This did not look good for our president, but he still denied involvement with the break-in and ordered an investigation. Nixon thought that he could walk right through this investigation unharmed, but he would find later that he had another thing coming. Archibald Cox, a Harvard law professor, was appointed to head the investigation. The chief witness in the case would turn out to be Nixon's own former counsel, John W. Dean. Upon questioning Dean, Cox learned of Nixon's awareness of the cover-up of the Watergate break-in. For his involvement, Dean served four months of a four year sentence that was handed to him. Also during the investigation, the Senate investigation committee learned of recordings of conversations that Nixon made

South Africa's Criminal Justice System Research Paper

South Africa's Criminal Justice System - Research Paper Example After this, the study discusses the positives and shortcomings of the South African criminal justice system. A contrast of South Africa’s legal system with the US criminal justice system then precedes the conclusion to the study. The Characteristics of the South African Criminal Justice System At the general level, South Africa has a hybrid criminal justice system, promoting legal pluralism as the country’s legal system developed. According to Mireku (2010), common law in South Africa comprises of a mixture of Dutch-Roman variant of civil law and English common law. The Roman-Dutch influences are traced from the 17th century colonization of South Africa by Holland, while the English influence results from English settlers later in the country’s historical account. The Roman-Dutch aspect of South African criminal law concerns the private law subjects including contractual agreements and family law as well as criminal law. Meanwhile, the English aspect involves the law of evidence and a number of other subjects in public law. Besides the two, South Africa also incorporates customary law within its legal system. Customary law is used where applicable and subject to the Constitution, especially operating in traditional/rural communities. Such communities use a combination of customary, civil/common law to regulate issues including marital issues and inheritance. Other than this, South African law is not codified and follows a similar pattern to the English system where interpretation is sought based on court decisions/precedents and individual statutes (Schwikkard, 2009). Another aspect of the characteristics of the South African legal system is its upholding constitutional supremacy and Universal Bill of Rights. Whereas the Apartheid regime was constructed on a parliamentary sovereignty, the contemporary South African criminal justice system is a constitutional democracy. This is underpinned through entrenching the Bill of Rights in law and a specialized supreme constitutional court. This court occupies the highest position in the judicial hierarchy and solely deals with constitutional maters and decisions interconnected with the constitution (Mireku, 2010). Substantive law in South Africa stems from the influence of the English legal system. According to Barratt and Snyman (2002), the British maintained the Royal-Dutch legal system instead of formally introducing their substantive law upon establishing colonial influence in South Africa early in the 19th century. However, the British figured that the Roman-Dutch system would not adequately cater for modern society requirements which led to innovative laws based on English Acts and using English precedents for interpretation. English procedural law was adopted, which were observed to influence substantive provisions. Moreover, the superior court judges and advocates received their training in England and, thus, tended towards English treatises. One of the aspects in whic h substantive law is exhibited is in the Bill of Rights, where 27 substantive provisions are provided for. Such provisions revolve around rights such as the right to life and the right to human dignity. Van der Merwe (2004) discusses procedural law in the South African criminal justice system, stating that it traces its roots to the influence of British occupation of South Africa in the 20th century. The colonial master introduced procedural law in all South African territories through

Dangers of Genetically Altered Foods Essay Example | Topics and Well Written Essays - 500 words

Dangers of Genetically Altered Foods - Essay Example However, the studies revealed that it was not the added lectin that was responsible for these side effects, but the engineering process itself. This is because a control group that was fed with potatoes containing the substance was not affected as they had not undergone the genetic modification processes (Pusztai, p.1). According to the researcher’s studies, food genetics should therefore not be altered for the purpose of making them disease-resistant or improving production to feed the hungry people since the process may bring adverse effects on humans. Regulation and testing of the process of modifying foods genetically has inefficiently been carried out in the past with interventions coming from various interested parties. For instance, in order to quell the public furor that was caused by the researcher’s studies, Philip James, a director at Rowett Institute, fired Pusztai because he had been influenced to take the action by a biotech firm located in the U.S. throug h a $224,000 grant they had received (Pusztai, p.2). In the U.S., their administration on food along with drugs has slowly drifted away from their regulation that food companies within the country should ensure the safety of their products before releasing them to the consumers. The foods are currently being introduced in a stealthy and quiet manner according to reports despite the public’s lack of comprehension concerning the risks that are posed by these foods. It is only due to the criticism that these foods have received across the nation and on the international arena that the American regulators are now thinking of creating new regulations to govern their manufacture (Pusztai, p.3). The production of genetically modified foods should not be advocated since they have many disadvantages that they come with. This is mainly because the engineering may bring imprecise technologies, different side