Ben Franklin Essay -- essays research papers

Benjamin Franklin stands tall among a small group of men we call our Founding Fathers. Ben used his diplomacy skills to serve his fellow countrymen. His role in the American Revolution was not played out on the battlefields, but rather in the halls and staterooms of governments. His clear vision of the way things should be, and his skill in both writing and negotiating, helped him to shape the future of the United States of America. His most important service was as a member of the Constitutional Convention of 1787. Although it was not accepted, he is reported to have been the author of the single legislative Assembly, instead of two branches. Other statesmen have considered bicameral assembly preferable, and which have since been adopted in all the States of the Union, as, well as in other countries where the experiment of popular forms has been tried. There is no doubt that this was a favorite theory with him, because he explained and gave his reasons for it on another occasion. T he perpetual conflict between the two branches under the proprietary government of Pennsylvania, in which the best laws after having been passed by the Representatives of the people were constantly defeated by the veto of the Governor and Council, seems to have produced a strong impression on his mind. He also referred to the British Parliament as a proof that the voice of the people expressed by their representatives is often silenced by an order of men in the legislature, who have interests to s...

Marketing and Politics :: Globalization, Culture, Informative

Global and Domestic Marketing Cultural: Globalization is an inevitable process, and so are the inevitable issues with different cultures. On the one hand, the world is becoming more homogeneous, and distinctions between national markets are not only fading but, for some products, will disappear altogether. This means that cultural difference is a global issue, not just the United States. On the other hand, the differences among nations, regions, and ethnic groups in terms of cultural factors are far from resolved. It is suggested that the claims for "a right to culture" by national states in recent years can be important criteria for trade policy making, intellectual property rights protection, and the resource for national interests. From a marketing point of view it is very important for marketers to realize the sensitivity of cultural differences. To be aware of and sensitive to the cultural differences is a major premise for the success of the marketplace. To determine the cultural understanding of market means that the professional should positively identify cultural factors that can be used to ease any marketing program. These factors may or may not exist in the targeted markets. One must also keep in mind that marketing can also influence culture. Such is the case in Mexico, where the United States has had such a cultural influence. Currently all the Jones in Mexico want to bye American product and mimic what Americans do. Promotion, for instance, is strongly influenced by the language. Product acceptance is affected by culturally based attitudes towards change. And distribution is influenced by social institutions, such as Versace.

Research Proposal Essay

Overview This dissertation aids in identifying the fundamental, extrinsic aspects influencing the dynamics of employee turnover and how it affects the surrounding atmosphere including internal and external behaviour of an organization. Employee turnover is one of the much talked challenges faced by employers which hinders an organization’s sustainable growth and generates negative synergy among other employees. This review can assist in analyzing strategy for retention and reduction of employee turnover in both public and private sector organizations. Organizations invest immensely in recruiting and developing their employees as it relates to continuous success of the organisation. Hence employee turnover is a potential loss for any firm. HR managers try to prevent the employee turnover by implementing effective retention strategies. Employee turnover is a common issue in Indian IT sector, though the trend has been reduced for the interim due to the recession. This dissertation helps in suggesting productive retention strategy in the organizations; and make recommendations to management of the organizations on how to effectively retain employees and reduce turnover. This review focuses on labor cost being a quintessential factor in the employee turnover process. In order to minimize the costs associated with the turnover, firms are implementing various strategies. Considering the fluctuation in direct and indirect costs of labour turnover, therefore, management does incessant studies to recognize the reasons why people leave organizations so that appropriate action can be undertaken by the management. Providing competitive salaries and other benefits, empowerment, providing stock options, flexible work hours are few of such strategies adopted by the firms to retain their staff. But how significant are these strategies to the employees? (James and Mathew: 2012. 79,page 1) Bussin (2002) asserts that constant training and development of emplo yees’ skills can actually aids employee early turnover rather than strengthening their retention. Providing employees with the latest training and development opportunities enhances the employee skills leading to escalating their chances of mobility. (Samuel and Chipunza; 2009) Our discussion proceeds in following steps. First, we investigate the aspect of money being the main motivator of employee turnover or could there be other motives. Next we identify the role of management to achieve a self- actualised employee and understand the factors that lead to this phenomenon.The final section of this dissertation discusses the results of the study and the conclusion. One of the main challenges to Emiratisation in the private sector is related to adapting the legal framework to accommodate national jobseekers’ needs. While they are well protected and privileged in the public sector, Emiratis find themselves vulnerable in private sector jobs. This is mainly due to a stricter legal framework that is mainly designed for the transient expatriate workforce in the private sector. A simple comparison between the contents of the Labour Law No. 8 of 1980 (and its amendments), which governs the employment relationship in the private sector and the employment legislations in the government sector reveal vast differences in favour of citizens who work in the public sector, as opposed to those working in the private sector. In general, employment legislation in the government sector stipulates in detail various rights and obligations of workers, while much of the employment relationship in the private sector is left to be determined through contractual agreements between employers and employees. Also, residence permits tend to tie expatriates to one specific employer, tipping the balance in labour turnover unfavourably against citizens, who are not tied in this way (Mellahi and Wood, 2002). A study by Abdalla et al. (2010) examining the determinants of employment and wage levels in the UAE found evidence to support the notion of a dual labour market that is segmented by sectors (public versus private) and nationality of workers (citizens versus expatriates). The experience of UAE citizens, who until recently had easy access to public sector jobs with wages inconsistent with the market value of their human capital, makes their expectations regarding wages and working conditions unrealistically high. This makes them unattractive to profit-oriented employers in the private sector. As a result, GCC citizens often prefer to wait for a government job rather than take a private sector job, even if they are aware that the wait might last many years (Shaban et al., 1995) Another 23 per cent of the respondents indicated they would take a private sector job as a temporary measure to earn a salary until finding employment in the public sector. In total, half of the interviewees indicated that they see no future career for themselves in the private sector at all. These answers were consistent across all three groups of interviewees. Respondents were very clear about the factors that make them prefer one sector over the other. For those who prefer the public sector, the main factors were job security (39.5 per cent), salary levels (31.5 per cent), and advancement opportunities (30 per cent). Other significant, but less frequently cited reasons to prefer the public sector, were more vacations (10 per cent) and relatively less working hours (8.3 per cent). When asked what a private sector organisation would need to do to make her apply for a job, a female graduate in our sample answered: â€Å"I don’t want to sign my death paper. The salary, the wor king hours and the contractual conditions I would sign would equal that.† It is interesting to note that while a small number of respondents (15 per cent) indicated that they would prefer to work in the private sector, many (38 per cent) said that good career opportunities exist in the private sector. Those who prefer the private over the public sector cited advancement opportunities (44 per cent) and finding a job consistent with one’s specialisation (33 per cent) as the reason for their preference. However, these attributes were not sufficient to attract many Emiratis to pursue employment in the private sector due to several structural barriers reflected in inferior salary levels and employment conditions in the private sector compared to the public sector. In addition to the basic preference for public sector employment, it was also clear that this preference is supported by a strong sense of entitlement to such jobs and the salary levels coming with it, as one male student puts it: â€Å"We are a rich country – Thank God – and the government pays well because it can afford to do so. It is our right as nationals to have jobs that pay well.† This sense of entitlement (Al Gergawi, 2008) is deeply rooted in the existing social contract, changes to which Forstenlechner and Rutledge (2010) argue need to be communicated urgently if citizens are no longer able to be employed in the public sector at current levels. When asked about factors affecting their decision to accept a job offer from an employer, respondents gave the highest rating to employee rights (48.3 per cent) and job security (45 per cent). These were followed by working conditions and availability of advancement opportunities. Table I further shows that Emiratis in general are unwilling to take risks with regard to their job and career choices. Job security and protection of employee rights are their top priority, followed by working hours and advancement opportunities. Despite the importance of salary and benefits, these were not on the top of the list as shown in Table I. Salary: Salary expectations Our findings support the contention that one of the major barriers to Emiratisation in the private sector is the high reservation wage required by Emirati job seekers. When asked what minimum monthly net salary they would work for, 38 per cent indicated that they would accept 6,000-10,000 dirhams[1]. However, 32 per cent had a reservation wage of 10,000-15,000 and a further 12 per cent said they require 15,000-20,000. The remaining 18 per cent said their required salary would be above 20,000. However, when asked what they think they should get paid, respondents’ answers were higher than their individual reservation wage. In this case only one female respondent said she considered a monthly salary of 6,000-10,000 fair. 37 per cent of respondents said they should get 10,000-15,000, 20 per cent indicated that they should get 15,000-20,000 and 8 per cent said fair pay would be 20,000-25,000 monthly. The remaining 30 per cent, however, considered a fair wage to be upwards of 25,000 monthly, with 10 per cent actually expecting a monthly net salary between 35,000 and 50,000[2]. These expectations are clearly driven by public sector (welfare) wages, as one male student explained: Salary expectations Our findings indicate that young Emirati jobseekers on average have a higher expected salary than their – already relatively high – individual reservation wage. This points to several somewhat troubling conclusions: . The average reservation wage for young Emirati job seekers is high compared to the expatriates they are competing against in both sectors, confirming previous research (Bremmer, 2004; Godwin, 2006; Mellahi, 2007). . The perceived fair pay for young Emirati job seekers is higher than their reservation wage, which means they are likely to experience pay dissatisfaction even when they accept job offers in the generally lower paying private sector. . The perceived fair pay and the reservation wage required by the majority of Emirati job seekers interviewed in this study is comparable to the going rates in the public sector for national employees of similar calibre. This clearly indicates the need to consider the potential impact of pay policies in the public sector on Emiratisation efforts and policies, as they effectively hinder private sector employment. We see the roots of such expectations in the structure of the labour market, where public and private sector are governed by different considerations and different rules and regulations. Therefore, one of the key hindrances remains the salary difference between the public and the private sector. As it is unrealistic that public sector pay will be lowered, as recommended by the IMF (2004), and just as unrealistic to expect the private sector to match public sector salaries and benefits in the context of the UAE, we therefore support a recommendation made by Abdalla et al. (2010) to revise the wage-setting mechanism in the public sector. They suggest to separate the total public sector wage into two parts: pay related to market considerations and productivity of workers (efficiency wage); and (2) a portion motivated by the desire to improve the standards of living and wealth distribution for citizens (welfare). They assume that, in the UAE, only part of the wage paid to national workers in the public sector is related to the value of their human capital or their work performance, while the other part is a transfer payment to raise the standards of living for citizens. Separating the two components has two advantages: (1) it sends the right signal to national workers about the realistic value of their human capital; and (2) it helps to remove the distortion of labour market mechanisms in setting wages according to market forces. Mechanisms to extend the welfare component of pay to those citizens working in the private sector will need to be implemented. Subsidizing wages of citizens in the private sector to bridge the gap between the efficiency and welfare components of pay might be a reasonable alternative. Funding of these subsidies can be secured through fees imposed on employers who recruit foreign workers. Selective application of such fees on employers depending on number of foreigners recruited and affordability to pay might be needed to ensure fairness and avoid excessive burdens on certain employers. As mentioned previously, salary is, of course, not the only aspect where expectations are driven by the public sector. The same is true for days off work, as one male student puts it: â€Å"All I am asking for is normal vacations†, with â€Å"normal† in this case meaning those vacations the public sector offers. Recommendations for further research Further research is needed to clarify the perspective of private sector employers on localisation, for example the perceived threshold of tolerable legislative changes and their perception and intention of compliance. Also, research is needed to analyse the potential effects of employment laws and regulations on the effectiveness of workforce localisation policy and the legislative changes that might be needed to enhance its outcomes. Further quantitative, large-scale testing of some of the conclusions regarding the attitude of jobseekers would also be beneficial to further investigate the perceptions of jobseekers, possibly by delivering a survey to a large number of students enrolled in the higher education system. Understanding the process of employee turnover has been interpreted differently by various researchers depending on the controlling factors of the socio-cultural environment. This is because different factors have been found useful when it comes to interpreting employee turnover, and these have been used to model turnover in a range of different organizational and occupational settings. They include: job satisfaction (Hom and Kinicki, 2001); labour market variables (Kirschenbaum and Mano-Negrin, 1999); various forms of commitment (see Meyer, 2001 for a review); equity (Aquino et al., 1997); psychological contract (Morrison and Robinson, 1997); and many others (see Morrell et al. (2001a) for a review). S. Wren (1980) also suggested that to reduce employee turnover the company should keep employees informed on company matters, encourage employee innovation and setting clear communication channels between top management and lower employees. Also Inge, Peter , Arnold and Jan (2003), sugg ested that work motivation is related to emotional exhaustion which in turn induces employee turnover rate in their longitudinal study. Considering the prolonging economic downturn, the primary stimulating factor impacting employee turnover has been money, as consequently it affects both employees and their respective organizations. However, organizations try to implement other strategies to keep employee turnover to a minimum level by rewarding their employees with better incentives and bonuses. Research has portrayed that even when people’s main motivation for work is not money, if they are offered a higher salary by other organizations, they would not be hesitant to leave their current job, thus leading to high employee turnover. In response, researchers have recently turned their attention towards employee work motivation as predictors for employee turnover (Richer et al., 2002), as motivational sources have been found to influence employee turnover beyond job satisfaction and organizational commitment (e.g. Mitchell et al., 2001). In fact, some authors proclaim that the primary aim of incentives is to enhance better motivation by satisfying an individual employee’s needs indirectly through means of pay and bonuses (Anthony and Govindarajan, 2007; Kunz and Pfaff, 2002). Some UAE scholars pointed out that â€Å"Motivation is an important subject area for researchers and practitioners all over the world. ( Abubakr M and Nawal , p 86)† It is an ongoing universal argument if money is the main motivation causing high employee turnover within an organization. Therefore, this literature review is based on theory testing evidenced by past studies on staff turnover and retention, not supported by theory building. All these theories consolidated as one forecasts potential costs of organizations in diversifying pay, mainly through two kinds of de-motivating factors: first, individuals that don’t earn as much as they feel their work deserves may perceive that they are less-well valued than their higher-paid counterparts; and second, higher-paid individuals may perceive that they are more valuable than they actually are (Kohn, 1998; Carr, 2004). In reference to (Abdulla j., Djebarni R. and Mellahi K, 2011, p138) employees in the UAE put a strong emphasis on salary and incentives especially for non-UAE nationals because of their impact on living standards and importance in providing a sense of security where perceived job security is very low. Furthermore, the high importance of salaries and incentives could be due to the high cost of living in Dubai compared to other Middle Eastern emirates. Having reviewing the EU countries such as Greece, extrinsic rewards such as pay give better outcome in the organizations and their governments actually want to convince private sectors on the importance of intrinsic rewards where workers are motivated to work without expecting a reward and love what they do. (Manolopoulos D., 2008) Crucial factors like employee involvement and the process of performance rewarding impacts the degree to which employees are included in decision-making processes. Are they occasionally asked for input or feedback? Or are they authorized and challenged to make a difference? Obviously, the greater an employee’s level of involvement in the decision-making process, the greater the sense of ownership for the outcomes of such decisions, which, in turn, assures employees that he/she is a part of the organization as a whole. (Dell’Agnese, 2001; Mintzberg, 1994a,b,c, 2001a,b; Pfeffer, 2001a,b; Piggott, 1997). One of the effective ways of reducing staff turnover is making more effective use of existing staff resources and in attempting to put together a pay package which attracts and retains staff, through rewarding them fairly for their performance (A. Baines, (1991) pp. 8 – 10). According to one source (Curtis S. and Dennis W. 2001, p.59), the cost of replacing an employee is higher than recruiting a new staff. This is because of accumulated cost of the loss of skills, knowledge, experience and the investment in training. There is also the disruption to the work and staff, when a new employee is recruited, there are barriers like new challenges of adopting to the culture of the organization, personality conflicts, time taken to familiarize with the job description etc. Also, many other administrative cost associate with the employee turnover process like agency fees for recruitment firms, wasted time in exit interview process and administrative process of recruitment being time consuming and expensive etc. As further discussed by (Curtis S. and Dennis W., 2001, p.61-62), to get employees committed quickly, they should feel emotionally attached to the organization and feel that resigning would be a personal sacrifice for them where they would have an obligation and responsibility to stay. One of the interesting fast track employee commitment mentioned is offering flexible hours. Organizations should have improved retention schemes through flexible working options implementing other family-friendly policies like baby-sitting facilities, special consideration for new mothers and expecting mothers etc. Other initiatives might include workshops aimed at achieving a better work-life balance, access to a range of domestic services, extended maternity leaves, paid vacation breaks and extended parental leave. Since, the UAE is a family oriented culture, majority of employees would appreciate having easygoing strategies in their work place which allows them to have a work-life balanced with fami ly life. A worker lacking motivation is a problem waiting to happen. That’s why companies need to be able to ensure that their workers are fully motivated to do their jobs. If this isn’t the case then all that knowledge that they may possess isn’t fully utilized as a result of them not putting in 100percent (Maria C. Osteraker, 1999, pp. 73 – 77). Money as the sole motivation for work or production isn’t exactly the right solution. As portrayed within the proposal it is an important aspect, but should not be classified as highly crucial, since it is evident that other factors are arising. Taking into consideration that employees may transfer to other companies for a higher rise in money, however the effect is only temporary as behavioral aspects is also taken into account. Therefore it’s a balance of both. As Carolyn Wiley put it, Motivation is not a fixed trait; it is a combination of various aspects. (Wiley C., 1997, pp. 263 – 280). Going by this article (Industrial and Commercial Training, 1975, pp. 508 – 508). It details that it was Herzberg in the 1960’s who determined that money was not the sole motivator. It also goes on to state how the issue of money could be mixed. Both negative and positive, a worker will not accept a job that pays less simply because the all-round package was better. However he/she may accept a similar paying job if other aspects were improved. In other words they are looking for the right balance between the two. The dissertation is crucial because it shows the organizations the reasons behind employee turnover; it explains why it is happening in an organization. The main purpose of this dissertation was examining the impact of the retention on employee turnover; high employee turnover leads to collision on the competence and continuation within the organization. It is seen that many organizations features these kinds of issues with the labor turnover because it can lead to loss of the organizations, time consuming of the management and stress in the workforce plans. The study portrays that; pay can be one of the main motives for staff turnovers, also culture of the organizations and the job satisfactions. These three factors lead to labor turnover within the organization. Employee would stay in the organization if retention strategies are available like training sessions, good work timings, and employee’s proposal. Welfare benefits can be assigned as one of the main motives; as penetration after employee retirement and insurances. And other factors like personal and job satisfaction. (Employee Retention Strategies: IT Industry, Leena James and Lissy Mathew, July-Sept2011), (the impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees, Jichul Jang, B.S, August 2008) This paper can be applied to the UAE. This is because almost half of the UAE population made up of expatriates. As a result the workplace is incredibly varied. So the question is why these people come from far and wide just to seek employment. Is it money or just a better work environment? Judging by the influx of new foreigners each year it is most likely a combination of the two. Humans are different in their own way so one person’s needs may differ from another, however if there’s one thing that’s been proven it is that money cannot be the only factor when selecting a job as then no-one really benefits. References 1. Alan D. Smith, William T. Rupp, (2003),†Knowledge workers: exploring the link among performance rating, pay and motivational aspects†, Journal of Knowledge Management, Vol. 7 Iss: 1 pp. 107 – 124 2. Carolyn Stringer, Jeni Didham, Paul Theivananthampillai, (2011),†Motivation, pay satisfaction, and job satisfaction of front-line employees†, Qualitative Research in Accounting & Management, Vol. 8 Iss: 2 pp. 161 – 179 3. Anders Dysvik, BaÌŠrd Kuvaas, (2010),†Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention†, Personnel Review, Vol. 39 Iss: 5 pp. 622 – 638 4. Kevin M. Morrell, John Loan-Clarke, Adrian J. Wilkinson, (2004),†Organisational change and employee turnover†, Personnel Review, Vol. 33 Iss: 2 pp. 161 – 173 5. Abubakr M. Sulaiman and Nawal Al-Sabri (2009), Surviving through the global downtown; employee motivation and performance in healthcare industries, the open business journal. Vol. 2 Iss: 2 pp. 86 – 94 6. Stuart C. Carr, Matthew R. Hodgson, Duncan H. Vent, Ian P. Purcell, (2005),†Pay diversity across work teams: doubly de-motivating influences?†, Journal of Managerial Psychology, Vol. 20 Iss: 5 pp. 417 7. Susan Curtis, and Dennis Wright (2001), â€Å"Retaining Employees – The Fast Track to Commitment†, Management Research News, Vol 24 p.59-61 8. Jassem Abdulla, Ramdane Djebarni, Kamel Mellahi, (2011),†Determinants of job satisfaction in the UAE: A case study of the Dubai police†, Personnel Review, Vol. 40 Iss: 1 pp. 126 – 146 9. Golnaz Sadri, Brian Lees, (2001) â€Å"Developing corporate culture as a competitive advantage†, Journal of Management Development, Vol. 20 Iss: 10, pp.853 – 859 10. Dimitris Manolopoulos, (2008),†An evaluation of employee motivation in the extended public sector in Greece†, Employee Relations, Vol. 30 Iss: 1 pp. 63 – 85 11. Maria C. Osteraker, (1999),†Measuring motivation in a learning organization†, Journal of Workplace Learning, Vol. 11 Iss: 2 pp. 73 – 77 12. Industrial and Commercial Training, (1975),†Money as a motivator†, , Vol. 7 Iss: 12 pp. 508 – 508 13. Stephen Flynn, (2011),†Can you directly motivate employees? Exploding the myth†, Development and Learning in Organizations, Vol. 25 Iss: 1 pp. 11 – 15 14. A. Baines, (1991),†Appraisal-based Pay†, Work Study, Vol. 40 Iss: 2 pp. 8 – 10 15. S. Wren (1980), â€Å"Motivation is the key to reducing turnover† ,ABA Banking journal. Vol.72 Iss:9 pp.28 16. Houkes, Inge; Janssen, Peter P. M.; de Jonge, Jan; Bakker, Arnold B. (Dec 2003), â€Å"Specific determinants of intrinsic work motivation emotional exhaustion and turnover intention: A multi sample longitudinal study†, Journal of Occupational & Organizational Psychology, Vol. 76 Issue 4, p427-450. 24p. 17. Carolyn Wiley, (1997),†What motivates employees according to over 40 years of motivation surveys†, International Journal of Manpower, Vol. 18 Iss: 3 pp. 263 – 280 18. SCMS Journal of Indian Management July-September 2012, Employee Retention Strategies: IT Industry Leena James and Lissy Mathew 19. The impact of career motivation and polychonicity in job satisafaction and turnover intention among hotel industry employees, Jichul Jang, B.S., August 2008) 20. (Employee retention and turnover: Using motivational variables as a panacea; African Journal of Business Management Vol.3 (8), pp. 410-415, September, 2009 DOI: 10.5897/AJBM09.125 ISSN 1993-8233,2009; Michael O. Samuel* and Crispen Chipunza) Mohammed A. Al-Waqfi and Ingo Forstenlechner, The case of young citizens in an oil-rich Arabian Gulf economy. Of private sector fear and prejudice Vol. 41 No. 5, 2012 pp. 609-629

“Lines composed upon Westminster bridge, Sept. 3 1802” and “London” Essay

These two poems show very different views of London. â€Å"Lines composed upon Westminster Bridge†, written by William Wordsworth, describes London in detail. He captures the beautified city and expresses the calmness of the morning. William Blake, who lived around the same time, wrote â€Å"London† which expresses the chaotic and corrupt side of London. Wordsworth describes the city in much detail. â€Å"A sight so touching in its majesty.† The â€Å"Earth has not anything to show more fair.† He expresses his true feeling about the city from where he sees it. He goes on to personify the city and describe how it † doth like a garment wear The beauty of the morning; silent, bare†. He has captured the city in the morning when it is quiet and in a sense almost naked with no one yet bustling through the streets, there are no fume engulfed traffic jams or shouting street salesmen. There is only the calmness of the morning. All the man made objects and buildings, such as â€Å"ships, towers, domes, theatres and temples lie open unto the fields and to the sky†. The man built objects remain where they were left not yet being used by Londoners. The atmosphere is sublime, the sun is just rising and soaking everything in its light, â€Å"Never did sun more beautifully steep† â€Å"Ne’er saw I, never felt, a calm so deep!† the scene is so peaceful he is feeling peace within himself. The natural body of the city, the river, is gliding in its own free way, the way it wants â€Å"the river glideth at its own sweet will† Its free will is moving it naturally through the city as though it were the countryside. The river has also been personified to give more emphasis of its freedom. He is so overwhelmed by the atmosphere and calmness of the city. â€Å"Dear God! The very houses seem asleep† everywhere he sees is not yet awake, again he has personified an object to give it more emphasis. His final line is describing the city as a â€Å"mighty heart† that is â€Å"lying still†. The capital, like the giant mechanism of a heart is just lying still. The aim from the poem is to describe the amazement he sees when looking over a massive city and seeing the calmness. He wants to express to others how peaceful and calm it makes him feel and pass that feeling on to the reader. The first two stanzas describe what the city is like, and what he sees around him. The sestet after this shows his personal response to what he has already described and how he feels about the city. Blake presents a much more depressing, morbid scene of London describing the corruptness of everything in the city. He is describing the attitudes and goings on in London that are normally never spoken about, the things which people may or may not know but which go on behind closed doors. A lot of repetition is used, unlike in Wordsworth’s poem, to give emphasis to the points which he is trying to make. â€Å"In every cry, of every Man, In every Infants cry of fear, In every voice†¦Ã¢â‚¬  he only lists one example in each line but gives the effect of a lot of crying and pain and fear. He speaks in a first hand account throughout the poem â€Å"I wander†, â€Å"I hear†, and â€Å"I meet†. By speaking in the present tense it makes the reader more inclined to think it is going on here and now however old the poem may be. By beginning the first line with â€Å"I wander thro’ each chartered street† It makes it easier to visualise what he is describing because it is a first hand account. The chartered streets are each set out neatly and ordered, â€Å"the chartered Thames† is also very regulated and gives the impression of it being divided and bought and sold. He notices a mark in â€Å"every face I meet â€Å"Marks of wisdom, marks of woe.† This evidence of scars of weakness and great sadness in faces contrasts with the peaceful and happy atmosphere Wordsworth gave to London. He hears â€Å"mind-forg’d manacles† in cry’s of â€Å"every man† and â€Å"Infant’s cry of fear† he is referring to the fake, made up manacles that he cannot actually hear but knows that something is wrong. His repetition of cry continues to the next stanza where he talks of â€Å"chimney-sweepers† which are doing the dirty, hardest jobs and suffering for their work, an example of the depressed and morbid London. The description of the â€Å"blackening church† shows the soot taking over London and the church becoming almost evil, involved with dirty money or becoming corrupt. Even the church is starting to lose its faith. Another large part of London life is also criticised, â€Å"the hapless soldier’s sigh Runs in blood down palace walls.† Fighting is going on around the palace but going unnoticed, the palace is oblivious to the corruptness going on inside its own walls. He contrasts the third stanza with the 4th final stanza, not only the church and palace and the huge industries of London are corrupt the streets are also. â€Å"Thro’ the midnight streets I hear How the youthful harlot’s curse† there is a lot of prostitution going on in the streets of London but was something that wasn’t spoken about. The STD’s, or â€Å"curses† â€Å"blasts the new born infants tear†. Implying that prostitutes pass on STD’s and then these in turn get passed on to the newborn babies of those who have any disease. Another example of a corrupt system in London, which now effects the innocent. â€Å"And blights with plagues the marriage hearse.† Sleeping with prostitutes while married destroys the whole point of marriage and then if the partner becomes pregnant another generation is born into corruption. The use of hearse shows how marriage is carried away as though dead and not taken seriously. The extremely regular meter helps put across the ordered ways he describes the beginning. These chartered and regulated ways soon give way to the examples of how corruption is slowly taking over the whole city, the government, the church, the palace and the streets. The first poem also used a regular meter, which, also worked well in describing the city peacefully and happily. The two poems contrast greatly in not what they describe but how they describe it. Wordsworth has a much more calming poem, which in effect leaves the reader much more calm and peaceful. This is unlike Blake’s who describes so much evil and chaos going on, his poem leaves the reader much more depressed and almost disgusted with how the people and industries of London are behaving. Their use of language is also quite different, Wordsworth’s entire poem is full of description of â€Å"beauty†, â€Å"bright and glittering† and full of â€Å"splendour†. He uses very grand descriptions of everything unlike the descriptions of Blake, which are quite harsh and blunt, â€Å"blasts the new born infants tear†, â€Å"blights with plagues† and â€Å"runs in blood down palace walls.† I did enjoy both poems but preferred the first, â€Å"Lines composed upon Westminster† because of its use of more soothing, happy descriptions of London. It made me feel much more relaxed after reading it whereas â€Å"London† left me feeling slightly more depressed and sad. Although this may have been the aim of Blake’s poem I preferred Wordsworth’s poem because it was much calmer.

Reading averages for school samples serving K-2 Essay

The sample in Table 1 was uncharacteristic of the all three samples. Grade two MCT reading results for the 2005 school year demonstrated lower reading averages in school one which had a lower percentage of impoverished and non-white students. This was not the case in sample two and three. In order to validate these results, the 2005 reading scores were compared to those of 2004 and 2003. As demonstrated in Table 1, school two has consistently scored lower than school one; however, the reading averages for both schools only vary approximately five percent between the years of 2003 and 2005. This is not enough of a variance to determine if ethnic background is a major indication of the difference between reading proficiencies. The researcher also considered class size (FTE) as a factor in the levels of reading achievement. The amount of students per teacher (FTE) however did not appear to have any influence on the reading proficiency levels of schools one and two since the FTE percentage was the same. Table 1 Sample One: Reading Averages for K-2 Schools (Grade 2) ______________________________________________________________________ Reading Impoverished Ethnicity Three Year FTE Average Students (SES) nonwhite Average ______________________________________________________________________ School 1 93 80 54 ~94 15 School 2 92 74 52 ~89 15 ______________________________________________________________________ Note. The state second grade reading average for Mississippi in 2005 was eighty-eight percent. Appendix B Reading Averages for School Samples Serving K-3 Second grade MCT reading averages for the two sample schools differed greatly for the 2005 school year. School 1A demonstrated a much lower second grade reading proficiency, as well as a higher SES. In contrast, school 2A had a low SES percentage and higher test results. The percentage of non-white students was close between the two schools, the highest however was found in school 2A. The FTE in schools one and two differed slightly with school 2A having an average of seventeen students per teacher versus fifteen students per teacher in school 1A. In order to validate the MCT results, the 2005 reading scores were compared to those of 2004 and 2003. The three year average of second grade MCT scores demonstrates that school 2A has consistently had higher test scores than school 1A. This sample demonstrates that the only probable influence on the MCT scores, and reading proficiency in general would be the SES percentage. Table 2 Sample Two: Reading Averages for K-3 Schools Grades 2 & 3 ______________________________________________________________________ Reading Impoverished Ethnicity Three Year FTE Average Students (SES) nonwhite Average ______________________________________________________________________ 2nd 3rd 2nd 3rd _____________ ____________ School 1A 79 75 94 51 80 ~75 15 School 2A 92 98 73 54 ~96 ~95 17 ______________________________________________________________________ Note. The state second grade reading average for Mississippi in 2005 was eighty-eight percent. The third grade reading average for Mississippi was eighty-four percent. Appendix C Reading Averages for School Samples Serving K-5 The following table demonstrates the reading proficiency in the school samples serving kindergarten through fifth grade. The initial sample had results which were very similar and therefore were difficult to compare, thus the researcher investigated the MCT results of another school. As the reader can see from Table 3, there is a drastic difference between schools 1B and 2B and schools 3B and 4B. The percentage of nonwhite students is similar between all four schools, indicating that ethnicity was not a crucial factor in the results of the MCTs. A major indicator of the differences in MCT scores was the SES percentage. In particular, the schools with the highest SES, the higher percentage of impoverished students, performed drastically lower than the schools with a lower SES. This has been a consistent trend over the past three years in all the schools in the sample. The FTE was seventeen for all except one of the four schools. This could indicate that the higher students-per-teacher ratio did not have an influence on the MCT reading results. Table 3 Reading Averages for K-5 Schools Grades 2 & 3. Reading Impoverished Ethnicity Three Year FTE Average Students (SES) nonwhite Average ______________________________________________________________________ 2nd 3rd 2nd 3rd _____________ ____________ School 1B 91 95 53 54 ~91 97 17 School 2B 93 96 57 53 95 97 17 School 3B 67 77 99 52 ~70 81 15 School 4B 69 77 91 53 ~69 ~72 17 ______________________________________________________________________ Note. The state second grade reading average for Mississippi in 2005 was eighty-eight percent. The third grade reading average for Mississippi was eighty-four percent.

Strategic theory Research Paper Example | Topics and Well Written Essays - 1750 words

Strategic theory - Research Paper Example It is many people’s beliefs that history has provided strategic thinkers with universal principles for the conduct of war. This essay is going to discuss how history provided military strategic thinkers (Napoleon and Carl von Clausewitz) with universal principles for the conduct of war (Buchan 92). The historically known Principles of War, Sun Tzu documented were influential to strategic thinkers of the Wars. There is a belief that, history provided strategic thinkers such as Napoleon and Carl von Clausewitz with universal principles for the conduct of war (Mahnken 29). There are no approved principals of War, although a number of strategic thinkers have their own principles (Cimbala 26). The War principles, which Carl von Clausewitz identified in his essay â€Å"Principles of War† and thereafter discussed in his book, about war were influential to military thinkers of the North Atlantic region. Military strategy is a set of ideas, which military organizations implement ed to achieve desired strategic goals. Founded from Greek strategies, military strategy during its first appearance in the 18thcentury was termed in its sense as the â€Å"general art† and â€Å"arrangement art† of military troops (Buchan 72). ... definition, which had less emphasis on battles, explaining military strategy as â€Å"the art of applying and distributing military means to achieve and fulfill policy ends (Cimbala 31). Hence, the two strategic thinkers gave the supremacy to aims of politics over military objectives. Military strategy was among the â€Å"arts† and â€Å"sciences† trivium that governed how to conduct warfare, and the rest were tactics, the maneuvering forces, and execution of plans in battle, maintenance, and logistics of an army During the 19th century,. This view prevailed since the time of Roman, and the boundary between tactics and strategy during this century was blurred, and in some times, the categorization of a verdict was a matter of personal opinion. Tactics and strategy are almost related and are on similar range, modern thinking puts the level of operation between strategy and tactics (Cimbala 33). All deal with time, distance, and force although the strategy has large scal e, endures for many years, and is societal. On the other hand, tactics have small scale and engage the disposition of less elements lasting for only few hours or weeks. Historically, people understood strategy as governing the prelude to military battle while, on the other hand, tactics governed its execution. However, during the twentieth century world war, the distinction between battle and maneuver, tactics and strategy, expanded due to the advancement of transit and technology (Cimbala 35). Most people hold the belief that, this military strategy history really provided strategic thinkers such as Napoleon and Clausewitz with universal principals on how to conduct wars. History has a lot of guidance on how to plan and conduct military wars, whereby most of strategy thinkers rely on (Collins 59). For

Abstract Article Example | Topics and Well Written Essays - 250 words - 2

Abstract - Article Example The author uses the term â€Å"new public management† to refer to a number of public sector reforms being carried out in a number of developed countries in Europe and North America. Kaboolian (2012) notes that it would be difficult to tell whether the reforms taken in public sector management across countries can be termed as a paradigm shift. He points out that there ought to be a scientific study to ascertain whether the changes can really be termed as a paradigm shift in the true scientific sense. Kaboolian, (1998), notes that most countries are using the market as a model for administrative relationships. He notes that there are three factors that are influencing reforms in public management all across the board. These are transaction cost economies, public choice model and the principal agent-theory. The study notes that, although the amount and the depth of reform being carried out differ from one country to the other, almost all countries carrying out the reforms have similar goals. â€Å"While reform movements are different in depth and scope and success by country they are remarkably similar in goals,† (Kaboolian, 1998, p. 190).The study also found almost all the parties were utilizing similar technologies in carrying out the reform. All management reforms aim to improve the responsiveness of the public service to the needs of the public. Kaboolian (1998) calls for separation between policy making and service delivery. Another article on public management, titled â€Å"Public Management and Government Performance: An International Review† assess the popularity of measuring performance in public management among various governments around the world. In the article Forbes (2005) notes that governments are more interested in performance as opposed to implementation of policy goals. Generally most governments have taken a performance orientation. Countries