Amending the Constitution Essays - James Madison, Free Essays

Amending the Constitution Essays - James Madison, Free Essays Paper #1 Amending the Constitution Article 5 of the U.S. Constitution prescribes the process by which the document can be amended. Almost immediately after the Constitutions ratification, the Bill of Rightsa package of 10 amendmentswas introduced and adopted. Since then, though, the Constitution was been amended just 17 times, most recently in 1992. With this in mind, write a four page paper that addresses the following: Why did the Framers of the Constitution allow for an amendment process? That is, what purpose does this process serve? What does the role of the states in this process suggest to you about how the Framers tried to balance power under the new system? Which amendments stand out to you as particularly necessary? Which amendments seem odd or strange? Propose at least three changes to the Constitution or American government by way of constitutional amendments. Ask yourself, which amendments do not exist, but should? And which amendments do exist, but need to be updated? Justify your changes. Should the amendment process be easier, or is it fine the way it is? Why? Your paper should be typed, double-spaced with standard (1) margins, and organized with an introduction, body, and conclusion (see me with questions about this). Visits to EKUs Noel Studio for Academic Creativity are encouraged. Make sure to cite elements of the reading, when relevant. No electronic submissions will be accepted you must turn in a stapled copy. Finally, it should go without saying that I will not evaluate you based on your expressed ideological beliefs or positions. You will, however, be graded based on the coherence of your thoughts/writing and how well you address the components above.

Autocorrelation (Econometrics)

Autocorrelation (Econometrics) Free Online Research Papers Autocorrelation can be defined as correlation between the variables of some observations at different points of time if it is about a â€Å" time series data†, or it will be correlation between the variables of some observations at different space if it is about â€Å" cross sectional data†. The classical linear regression model (CLRM) according to the regression context does not exist in the error (ui) this can be written in this form E(uiuj) = 0 i ? j The classical model have an assumption saying that the disturbance of a certain observation does not change or be effected from the disturbances of any other observations, but if the equation was like this: E(uiuj) ? 0 i ? j then in this case the disturbance in a certain observation can be affected by the disturbance in other observations. When the autocorrelation is calculated, the number that results can fall between +1 and -1. When the result is autocorrelation of +1 this means that perfect positive correlation which explains that an increase that happens in one time series will result an increase proportional to the other time series, while if the result was -1 this means that perfect negative correlation occurs and this explains that if an increase happened in one time series the results will be proportionate decrease in the other time series. This type of value can be used in a useful way for computing for security analysis. For example, â€Å"if you know a stock historically has a high positive autocorrelation value and you witnessed the stock making solid gains over the past several days, you might reasonably expect the movements over the upcoming several days (the leading time series) to match those of the lagging time series and to move upwards.† There are some consequences if we used OLS while the presence of autocorrelation, the estimators of the OLS will be still linear unbiased as well as â€Å" consistent† and â€Å"asymptotically† normally distributed, but they will not be efficient any more, the same thing also happens with the heteroscedasticity. There are four methods to detect the autocorrelation which are: Graphical Method The Runs Test Durbin-Watson d test A general test for autocorrelation: the Breusch-Godfrey or (BG) test Let’s talk about each one separately The first is the graphical method: â€Å" the assumption of non autocorrelation of the classical model relates to the population disturbance ut , they are not directly observable, but instead of them we have their proxies ?t which we can obtain by using the normal OLS steps.† There are a lot of ways to examine the residual, the easiest is that we can plot them against time and this is called â€Å" Time sequence plot† also we can plot the â€Å" Standardized Residual† against time, the standardized residuals are not the real residuals they are the samples which are made like this â€Å"?t â€Å" their values are always pure numbers and we can make a comparison between it and the standardized residual of another regression. The second is the â€Å" Run Test† and sometimes it is called â€Å"Geary test which is a â€Å" test that we make no assumption about the distribution from which the observations are drawn or it is called a non parametric test† : this occurs when the set of data that we are working on is divided in to negative and positive observations, then in this data we will find several residuals that are positive and another several residuals that are negative. The run is defined as â€Å" an un interrupted sequence of one simple† which means that for example if we have in the observation ten positive numbers under each other then they are in a set alone and then we had eleven negative numbers they will be in a set alone and then we had another five positive numbers so this will be another set and not added to the other positive set they are written like this: (++++) () (+++++++) The runs length is determined through the number of elements inside every set for example in the example here we have three runs the first is containing four pluses the second is containing six minuses and the third run is containing seven pluses. â€Å" One can derive a test of randomness of runs, by examining how runs behave in a strictly random sequence of observations.† We must look to the number of runs that we have for instance in the previous example they are consisting of three runs and seventeen observations. â€Å" we must look if this is too many or too few compared with the number of runs expected in a strictly random sequence of seventeen observations.† â€Å" if it is consisting of too many runs it means that the residual changes signs a lot so the indicates negative serial correlation, and if they were containing of very few runs they may suggest positive auto correlation.† There are some shortcuts that are done to make things become easier which are: â€Å" N: Total number of observations = N1+N2† â€Å" N1: Number of the plus residuals† â€Å" N2: Number of minus residuals† â€Å" R: Number of runs† â€Å" Under the null hypothesis the successive outcomes are independent and we make an assumption that N1 > 10 and N2 > 10† â€Å" Mean: E(R) = (2 N1N2 )/N+ 1† â€Å" Variance: ?_(R= (2N_(1 N_(2 ( 2 N_1 N_2-N)) ))/((?N)?^2 (N-1)))^2† The third is the â€Å" Durbin Watson d test† it is the most known test for getting the serial correlation and it is defined in the following equation: d = (?_(t=2)^(t=1)(?t-t ?_(-1))^2 ?)/(?_(t=1)^(t=n)t ?^2 ) This equation is the â€Å" ratio of the sum of squared differences in successive residuals to the RSS† the number that we get from the numerator of the â€Å" d statistic† equation is â€Å" n-1†. There is a great advantage of the â€Å" d statistic† which is that it is â€Å" based on the estimated residual, which are calculated in the regression analysis.† There are six assumptions used in the d-statistic which are: â€Å" The regression model includes the intercept term. Sometimes it is not presented as in the case of the regression through the origin, it is essential to rerun the regression including the intercept term to obtain the RSS† â€Å" The explanatory variables are non stochastic or fixed in repeated sampling.† â€Å" The disturbance are generated by the first order autoregressive scheme: ut = put-1+?_t. Therefore it cannot be used to detect higher order autoregressive schemes. â€Å" The error term ut is assumed to be normally distributed.† â€Å" The regression model does not include the lagged values of the dependent variable as one of the explanatory variables.† â€Å" There are no missing observations in the data.† There is a line that is from 0 till d From o till dL â€Å" Reject Ho evidence of positive autocorrelation.† From dL till dU â€Å"Zone of indecision† From dU till 2 and from 2 till 4-dU we do not reject H0 or H0* or both From 4 – du till 4 – dL: â€Å" is called the zone of indecision. From 4 – dL till 4 reject H0* evidence of negative autocorrelation. There is a rule that says H0: No positive autocorrelation and H0*: No negative autocorrelation. There are some rules that we have to define from it:Type equation here. p ?= ((U_(t ) ) ?(U_t ) ?-1?)/((U_t^2 ) ? ) By using the previous equation we can say that d?2(1-p ?) There is another equation says -1 ? p ? 1 implies that o ? d ? 4 any estimated d value must lie between these limits. In the first equation if p ? = 0, d = 2, this is only in the case if there is no serial correlation, then d is expected to be 2, if d was 2 in an application then there is an assumption that can be made that â€Å" there is no first order autocorrelation, either positive or negative, if p ? was +1 this indicates perfect positive correlation in the residuals. When d is closer to zero this means that the evidence of positive serial correlation is great, and if there is autocorrelation the residuals will be bunched together and their differences will therefore tend to be small, and as a result of this the numerator some of squares will be smaller in comparison with denominator sum of squares, if p ? was -1 this means that there is a negative correlation among successive residuals, d?4 the closer the d to 4 the greater the evidence of negative serial correlation. After we assume the assumptions that are listed above then we can go in the procedures of Durbin Watson test correctly which are: â€Å" Run the OLS regression and obtain the residuals.† â€Å" Calculate d from d = (?_(t=2)^(t=1)(?t-t ?_(-1))^2 ?)/(?_(t=1)^(t=n)t ?^2 ) and this is a step that most of the computers do.† â€Å" For the given sample size and the given numbers of explanatory variables find out the critical dL and dU variables.† The fourth and last one is the Breusch Godfrey or (BG) test: It is a test that is made to not do the wrong things that happened in the Durbin Watson test of autocorrelation, and this test allows â€Å" no stochastic repressors such as the lagged values of the regressand, and higher order autoregressive scheme.† Y = B1 + B2Xt +Ut Assume that the error term (Ut) is as follows: Ut =P1Ut-1 + P2Ut-2 ¬ + †¦+ PpUt-p + ?t The Ho that is going to be tested is P1 = P2 = †¦ = Pp = 0 The Breusch Godfrey test steps is like this: â€Å"Estimate Y = B1 + B2Xt +Ut by OLS and obtain the residual.† â€Å" regress Ut on the original Xt.† â€Å" if the sample size is large (BG) have shown that: (n – p)R2~ X2p There are many tests for autocorrelation because there is â€Å" no particular test has yet been judjed to be unequivocally best and thus the analysts are still in the unenviable position of considering a varied collection of test procedures for detecting the presence or structure or both of autocorrelation.† There are some steps that we have to do when we find autocorrelation the first is to try to find out if the autocorrelation is â€Å"pure autocorrelation† and not as a result of mis-specification of the model, the second thing is that it was â€Å"pure autocorrelation appropriate transformation of the original model can be used, because in the transformed model we do not have the problem of pure autocorrelation, the third thing is â€Å" in a large sample we can use the newly west method to obtain standard error of OLS estimators that are corrected for autocorrelation.† The fourth and last thing is that â€Å"in some situations we can continue to use the OLS method† Research Papers on Autocorrelation (Econometrics)Research Process Part OneStandardized TestingIncorporating Risk and Uncertainty Factor in CapitalHarry Potter and the Deathly Hallows EssayThe Fifth HorsemanThe Relationship Between Delinquency and Drug UseEffects of Television Violence on ChildrenDefinition of Export QuotasInfluences of Socio-Economic Status of Married MalesBionic Assembly System: A New Concept of Self

Global Environment of Business Essay Example | Topics and Well Written Essays - 6000 words

Global Environment of Business - Essay Example It would be wise to look into dividing the development into two components with an Asian software development for less critical components of the software to take care of issues with customers that are not in the same time zone as those of the software development team in the United States. The use of an Asian development team also allows for global infrastructure embracement wherein it satisfies all the components of PARC. The advantage of Option 1 is in the recruiting section that would look into recruiting outside of North America and hire international project managers to handle international projects. This could work well within the scope of not necessarily having a VP of software development in Europe, but could have the project managers report to the VP of software development within North America. Option 2, although viable in the sense that the organization needs to be streamlined between North American and European management teams it is not necessarily a wise move to move to hire additional Vice-Presidents for operations with respect to Europe and North America, but rather review the current managerial functions and fix areas of redundancy and focus on how each of the departments can be utilized in a more streamlined fashion. One of the areas that require further discussion in the area of recruitment with respect to the areas that ZAK-Squared is recruiting in. Although it is important for cultural diversity and following employment standards, it is important to look at the bottom line in hiring in the countries that have a large increase in the standard of living. In such countries as Asia, it is less expensive to hire programmers, but, there are items that are required for staff with respect to compensatory measures. For instance, in India, women are automatically driven home via taxi in the evening for safety reasons. This needs to be considered

Ploicy Research Paper Example | Topics and Well Written Essays - 750 words - 1

Ploicy - Research Paper Example icial system and based on constitution that is intended for public good while a policy is set up by policy markers that must be in accordance with the law and intended for all organizations. The increasing use of IT in any organizations had widespread the free access of private information to the unauthorized. To assess the company’s unauthorized computer network is sometimes valid and sometimes not as authorities do not deal with it as such; however, assessing another personnel file is another story because these are usually dealt as private company records. Almost every state in the United States and all parts of the world viewed this unauthorized use as a criminal act, but in California â€Å"an employee might use an employer’s computer service for his or her own purpose without permission if no damage is caused and if the value of supplies and computer services does not exceed $100† (Oz 429). However, such exception is considered morally incorrect if the company itself expressly imposed a policy against such activity. To provide employees with clear guidelines, employers have developed a privacy policy posted in any conspicuous locations for emp loyee notifications and they are requested to sign as a proof that they are being informed. The policy states that â€Å"access or use of any equipment or data unless such access is work-related and required to fulfill that employees’ duties, or alter, damage, or destroy any company data or documentation† is forbidden, and anyone who violated this policy is considered to be criminally liable (Oz 429). This policy is a reminder that the company / customers / employees have their right to reckon their private files to be left confidential. Every company wanted to provide their customers a high work standard and keep their workplace safe, comfortable, and productive that is why it does not tolerate abusive used of alcohol and drugs among its employees. They are true anymore with the risk and liabilities brought by

Tanglewood Essay Example for Free

Tanglewood Essay There are thirteen strategic staffing decisions that should be identified and examined when developing a staffing plan. A change to any of these decisions can completely alter the entire staffing plan. Tanglewood department stores are a unique brand based upon how operations are handled, especially in relation to human resources and staffing. With the rate of Tanglewood’s expansion it is critically important to align all human resources policies and practices, especially those on staffing. Acquire and Develop Talent-Most operations use a â€Å"pure staffing strategy† which basically means focusing on quality and not quantity. Tanglewood should not adopt this strategy at this time. With the acquisition of stores, the focus should be on training and development to have a uniformed style of employee. This means that when staffing plans are developed they should look for candidates who are willing to learn about the company, the customers and develop skills to meet the requirements of the company. This does not mean we won’t be diverse in the hiring process but it does mean that meeting the minimum qualifications is not enough. Lag or Lead System -Tanglewood should implement and operate with the lead system. Tanglewood has no option here as people have already been acquired from the previous mergers. External or Internal Hiring-For corporate and management positions it is recommend that Tanglewood use internal hiring. This allows new managers to use their tanglewood experience to their advantage in their new role. This also works well due to our acquisitions because there may be operating procedures by the individual stores that would be beneficial to the entire company. For entry level positions, it will be necessary to hire externally. Core of flexible workforce-With the industry being retail, there will be a need to have both core and flexible workers. Core workers provided stability and help keep training costs down while for seasonal purposes flexible workers allow Tanglewood to operate effectively. Hire or Retain- Retaining employees allows Tanglewood to expand and grow because there will be experienced personnel more readily available. There must also be an effort on external recruitment to recruit talent and new personnel who may have exceptional experience with another retail outlet. National or Global- National staffing plan should be in plan; globalization leads to increased recruiting costs and has no benefit to the company. Attract or Relocate- The effort to relocate should be made, if this is unable to occur due to lack of internal candidates whom are eligible, then attracting new candidates would be necessary. Understaff or Overstaff- Tanglewood should overstaff employees with the current expansion in place. In a retail environment there will be call offs, early outs and no shows. Having staff allows tanglewood to move associates to other departments and call associates in with short notice. Hire or Acquire- There is no option as Tanglewood has recently acquired many employees. Person/Job or Person/Organization match- This should be implemented to assure new hires are able to blend into company culture and ensure customer satisfaction.

Absence of Evidence, or Evidence of Absence; A paper on Animal Consciou

Absence of Evidence, or Evidence of Absence? A paper on Animal Consciousness   Ã‚  Ã‚  Ã‚  Ã‚  Consciousness is a difficult term to grasp; so much so, that many scientists will not even attempt to define the term, much less search for it’s evidence. Most however, do agree that consciousness must include certain aspects; specifically cognition, self-awareness, memory, and abstract thought.   Ã‚  Ã‚  Ã‚  Ã‚  Lesley J. Rogers describes consciousness as, â€Å"related to awareness, intelligence, and complex cognition, as well as language. Consciousness may be manifested in self-awareness, awareness of others, intentional behavior, including intentional communication, deception of others, and in the ability to make mental and symbolic representations (13).†   Ã‚  Ã‚  Ã‚  Ã‚  There is no question that humans carry these attributes, but what about animals? Some philosophers, including Descartes, claimed that while humans are conscious, animals are like machines, with no thought process or sentience. Others claim that animals are very capable of consciousness, and that we just have not had the capabilities to test the aspects of it through the scientific method. As Donald R. Griffin expressed: Conscious thinking may well be a core function of central nervous systems. For conscious animals enjoy the advantage of being able to think about alternative actions and select behavior they believe will get them what they want or help them avoid what they dislike or fear. Of course human consciousness is astronomically more complex and versatile than any conceivable animal thinking, but the basic question addressed†¦is whether the difference is qualitative and absolute, or whether animals are conscious even though the content of their consciousness is undoubtedly limited and very likely quite different of ours. (3)   Ã‚  Ã‚  Ã‚  Ã‚  This paper will look at what evidence there is that may imply that some, if not all, vertebrate animals may have the capacity for conscious thinking. Cognition, for example is something that animals may require in order to adapt to their changing environments so quickly. Cognition is an animal’s ability to make a decision by evaluating or processing current information based on some representation of prior experience (Kamil in Pepperberg 127). Some animal studies, such as Franci... ...th other animals, because we do not share the same forms of communication. We can not ask what other animals are thinking, what they want or feel, or even determine if they have a sense of self. What is known right now is that we do not know, but that is no reason to throw the baby out with the bathwater and assume animal consciousness does not or can not exist. Until further observations or tests can be developed that will start to lead man to a closer understanding of the animal mind, it is important to remember that absence of evidence does not imply evidence of absence. Works Cited Griffin, Donald R. Animal Minds: Beyond Cognition to Consciousness.   Ã‚  Ã‚  Ã‚  Ã‚  Chicago, IL: University of Chicago Press, 2001. Patterson, Francine, and Eugene Linden. The Education of Koko. New York,   Ã‚  Ã‚  Ã‚  Ã‚  NY: Holt, Rinehart, and Winston, 1981. Pepperberg, Irene. The Alex Studies: Cognitive and Communicative Abilities   Ã‚  Ã‚  Ã‚  Ã‚  of Grey Parrots. Cambridge, MA: Harvard University Press, 1999. Rogers, Lesley J. Minds of Their Own. Boulder, CO: Westview Press, 1998. Wynne, Clive D.L. Animal Cognition. New York, NY: Palgrave, 2001.

Performance Management and Performance Appraisal Essay

Evaluating the performance of an employee has become and important task for managers. This way they know were or in what aspects they need to work more to achieve the companies goals. â€Å"Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year. It is as important as managing financial resources and program outcomes because employee performance, or the lack thereof, has a profound effect on both the financial and program components of any organization.† 1 (US department of the interior) This essay talks about performance management and performance appraisal, the difference between them, and how a successful performance management plan work and their common mistakes. To understand the difference between performance management and performance appraisal first we need to understand the meaning of both concepts. These two terms are usually used while evaluating employee efficiency in an organization. Lets start by learning what performance management is â€Å"Performance management is simply a term used to describe a set of activities that assess whether goals or objectives are being met. These activities include defining work, setting goals, providing feedback and encouraging development. Performance management is about shared responsibility and understanding of roles, expectations and standards† For better understanding about PM is really about the university of Berkeley posted this example in their web-side â€Å"The campus carries out its mission through the individual and collective contributions of its employees. To do their best, staff members need to know that those contributions will be recognized and acknowledged. Performance Management is one of the key processes that, when effectively carried out, helps employees know that their contributions are recognized and acknowledged. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results† 2. (University of Berkeley). The Office of Personnel Management defines performance management as the systematic Process of: 1. Planning work and setting expectations 2. Continually monitoring performance 3. Developing the capacity to perform 4. Periodically rating performance in a summary fashion; and 5. Rewarding good performance Know lets look at the meaning about Performance appraisals it is â€Å"The process by which a manager or consultant (1) examines and evaluates an employee’s work behaviour by comparing it with preset standards, (2) documents the results of the comparison, and (3) uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained, or fired† 3 (Business dictionary) A great appraisal needs to be fair, objective, two-way, realistic, clear, on-going and specific. Just by reading the definitions it easy to see that Performance appraisals is just one part of performance management. Although one helps the other there are a few differences that can be noticed: it can be said that performance management is the older and traditional approach. On the other hand performance appraisal is a sort modern method or approach of evaluating the performance of an employee of a firm or an organization. â€Å"Performance appraisal consists in the setting of job standards and evaluation of the past performance†¦.† On the other hand performance management concentrates on managing the performance in state time so that the performance can reach the expected level† 4 (Aaron 2011) Also performance appraisal only focuses on the past performance and its done normally twice a year on the other hand performance management â€Å"is a continuous function in the sense that it is done in an on-going fashion to ensure that the employees discharge their capabilities in such a way that targets are achieved in real-time basis. Hence it is often said that performance management is continuous in purpose whereas performance appraisal is occasional in purpose.† 4 (Aaron 2011) If we start talking about methodology there are a few differences performance appraisal is more of a formal structure while performance Management has a more flexible and casual nature. Know that we know what they mean we can talk more about performance Management. To achieve greater organizational success an organization needs a strong performance management, that process organizations put in to measure and reward the abilities of their workforce to achieve their goals. Improving morale, creating loyalty and increasing overall productivity in your employees through performance management is the key to your company outperforming the competition? Performance management not only ensures that the employees do their job but they do it the right way After reading about performance management I came across a lot of steps to make an effective one, the following are the 5 steps that I agree will make a successful PM plan. 1. Planning your Business workload; set the organizations goals strait where do managers want to take the organization, what tasks need to be done and how. For example â€Å"Have you ever tried to drive somewhere without proper directions? This almost always turns out to be a frustrating experience. Sure, if you stop and ask enough people you may eventually reach your target destination, but think of all the wasted energy, time, and resources needed to accomplish your goal. Let’s take this concept and move it to the realm of managing a business. Does it make sense to expect your employees to reach a goal or strategic objective without providing them a road map of where they are headed? â€Å" (Josh Greenberg 2011) Employees need to be involves in this process, by this they improve the morale, helps managers make sure they are no gaps in the communication process, and gives employees a clear idea of what is expected from them. 2. Monitoring business and individual performance: managers need to watch carefully the work of their employees to make sure it is done on time and the right way and see how well employees are able to function. It is also useful to keep track not only of the tasks already done but also the ones to come. 3. Individual and team performance development; involve employees to keep and upgrade standards, develop new skills, teach new procedures. It may also mean to give new responsibilities to those employees that deserve them, the ones that show they have outgrown their old ones. 4. Rating individual performance; Evaluate the employee performance address in which areas the employee needs to grow but do not forget the ones where he has already excel. It’s telling the employee where he/she is standing. 5. Rewarding great performance; this may seem like the least important but it is actually one of the most important ones, when a manager rewards their employees for their hard work it helps keeping them motivated and happy. When an employee is happy they usually keep performing at a high level (Martin Haworth) In order not to have an unsuccessful performance management, it is important to make sure that the process is well understood; managers and employees need to understand the process and its use. There might even be a training to use the system â€Å"it’s not just using the tool but using it properly.† So develop a good process and make sure everyone’ uses it. The plan must be relevant and â€Å"strategic and be part of the fabric of the organization†¦. Employees need to be able to see how working their plan will make both them and their organization more successful. In order to do that, the plan must link, at least in part, to organizational, departmental and job specific mission and planning. Other elements must enable the success of the individual.† 5 (Erik Britten, 2011) so make the plan meaningful and useful to the employee and the organization. Lets remember that performance management is an everyday activity, â€Å"If plans are developed and aligned properly, employees and managers should be able to link what they are doing almost daily to something in their plan. Managers need to connect those dots frequently in group or individual meetings.† 5 (Erik Britten, 2011) these is why it’s important to make performance management an ongoing activity. Mistake usually happen when something is not a 100% understood so lets remember to use a meaningful and useful plan for the employee and the organization, develop a good process and make sure everybody uses it and not do it twice or tree times a year but everyday, to avoid some mistakes. The biggest error that can happen is that not to manage performance, it is easy to come with excuses not to do so but it is a risky move. The most common excuses are: â€Å"my staff don’t want to be performance managed,† â€Å" not enough time,† â€Å"It’s easier to ignore underperformers and move them on to someone else to manage, † â€Å"It’s not worth the effort and does not pay off.† The list can go on and on but all these are wrong. As we have learned before performance management â€Å"The effective management of performance is a primary managerial responsibility and has significant impact on employee performance and retention.† All employees expect feedback, â€Å"Ignored underperformance rarely goes away and it gets increasingly harder to tackle.† 6 (Government of South Australia) Other errors include improper documentation or preparation. Fix the mistake by being prepare, use your time more effectively. The employee may assume the manager does not know what is going on or that she simply doesn’t care enough to prepare. Not knowing employees, get to know your employees and the quality of their work, managers need to listen, and not expect their employee to know everything and exactly how he wants the task done. Accepting excuses, don’t give a chance of a poor performance in an organization. Find a solution and establish an action plan to avoid the problems in the future. Avoiding the tough issues, It’s hard for an employee to correct their problems without any help. It’s hard to give â€Å"bad† feedback but it is really worth it if not the problems or when the work gets harder it will be all-wrong. There is a saying in my country that says â€Å"el que no habla trabaja doble† It basically says that the one that doesn’t speak or doesn’t address its problems works double. Not following through, â€Å"Most of the time and effort spent in planning for and conducting an effective interview is lost if you don’t follow through with the actions/plans discussed in the evaluation†. 7 (HRN performance solutions) Not giving the proper feedback, â€Å"critical aspects of managing an individual’s performance are daily interactions and feedback. Performance that is not actively managed is nonetheless influenced by default. Failure to provide feedback means employees are unaware of whether their performance is acceptable and valued and can be a major disincentive to stay with the organisation. Furthermore, failure to manage negative performance can have harmful consequences on the morale of the rest of the work team† 6 (Government of South Australia) Listen to employees feedback, do not ignore the employees comments, if the manager does not agree he can tell them why and then they can discuses it, but ignoring a comment can be very damaging, it can even lead to an employee not to participate in meeting or share their ideas. Overemphasizing Good Performance, â€Å"compliments quickly become meaningless if they aren’t specific and substantive. They can also give an employee the false impression that you are completely pleased with everything he does. Be honest and direct.† 7 (HRN performance solutions) â€Å"The Halo Effect, â€Å"Allowing one highly favourable (or unfavourable) employee behaviour or characteristic to affect judgment about the entire appraisal ignores other employee strengths and weaknesses.† 7(HRN performance solutions) Performance Management is a method by which a business Owner can ensure that his or her business is constantly growing and achieving at the level they desire, its important to do it no matter what, it will help achieve the employee and organization goals. With a good plan in performance management creates an engaged and aligned workforce. Without one, your organization could lose more than just time and money – you could lose knowledge, employees and, in the end, your competitive edge. 8 (Josh Greenberg) Sources 1. US Department of the interior â€Å"Performance Appraisal Handbook† 2004 http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf 2. Human Resources at UC Berkeley â€Å"Concepts & Definitions† http://hrweb.berkeley.edu/guides/managing-hr/managing-successfully/performance-management/concepts 3. Business dictionary â€Å"Performance Appraisal† http://www.businessdictionary.com/definition/performance-appraisal.html#ixzz1rdm7iVn5 4. Aaron 2011 Difference between Performance Management and Performance Appraisal http://www.differencebetween.com/difference-between-performance-management-and-vs-performance-appraisal/#ixzz1rdoPSf7O 5. Erik Britten, 2011 â€Å"Performance Management Best Practices: What are your 3 tips for managing employee performance?† http://www.focus.com/questions/performance-management-best-practices-what-are-your-3-tips/ 6. Goverment of South Australia â€Å"Managing People, Managing Performance† page 17 http://www.espi.sa.gov.au/files/Managing_people_Managing_Performance_good_practice_guide.pdf 7. HRN performance Solutions, 2012, â€Å"15 Common Errors Managers Make When Appraising Employees† http://www.hrnonline.com/tryit/AppraisalTips-15CommonErrors.asp 8. The Key to Successful Performance Objectives By Josh Greenberg http://performance-appraisals.org/experts/succobj.htm Other Sources: – Cleland David, Munsey Wallace. 1967 â€Å"Who Works with whom?† Harvard Business Review.page 84 – Goldman, Marshal and Conner Alice, â€Å"Businessmen Appraise East-West Trade†.1966. Harvard Buisness Review page 6 -Barrett Rowena â€Å"Factors affecting Perseptions of workplaces Industrial Relations Climate† International Journal of Emplyment Studies, volumen 3 number 2 october 1995 page 77 – http://www.riverlogic.com/documents/effective_performance_management.pdf – Martin Haworth Performance Management – Five Easy Steps To Success http://www.articlesbase.com/management-articles/performance-management-five-easy-steps-to-success-204895.html – http://www.focus.com/questions/performance-management-best-practices-what-are-your-3-tips/

Maasranga Communication Limited

[pic] Assignment On Maasranga Communications Limited Submitted To: Maksuda Hossain Lecturer FBA Eastern University Submitted By: Name |ID | |Dewan Abdullah |101200205 | |Nadim Ali Mollah |101200208 | |Shahina Akter |101200211 | |Jahangir Sharif |101200210 | |Abrar Faisal |101200207 | SEC-4 Faculty of Business Administration Submission: 07/11/2011 [pic] [pic] Terms of Reference December 8, 2011 Maksuda Hossain Lecturer Faculty of Business Administration, Eastern University Madam, The report at your hand is on â€Å"Maasranga Communication limited†. You assign us to prepare this report as a part of the Management (MGT 201) course requirement.While preparing this report, we have tried to follow your instructions given in the class. We believe our report contains information help us to make a clear recognize about â€Å"Maasranga Communication limited†. We really enjoyed doing such a challenging report. If you have further queries regarding this paper, we gladly re main stand by whenever you ask for it. Finally, we are grateful to you for giving us a nice opportunity to work on this report, which we have considered as a great chance for us to develop our analytical skills. Sincerely yours, Dewan Abdullah †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Nadim Ali Mollah †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Abrar Faisal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Shahina Akter †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Jahangir Sharif †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Table of contents Chapter: 1 Introductory Part Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Objective or purpose of the study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 Methodology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Limitations of the study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 Chapter: 2 Body of the Report Overview of the company†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 Environment of the firm†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 Major competitors of the firm†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10 Environmental turbulence (Recent problem)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Major uniqueness of the channel†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 SWOT analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦11 Chapter: 3 concluding Part Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 Findings†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Appendix†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 Maasranga Communications Limited Introductory Part Cause behind named â€Å"Maasranga† It is a sister concern of Square Group. Before that, Square had a production House that is renowned as Maasranga Production. For that, the Name of that our channel is Maasranga communication limited. It starts its operation from 30 July 2011officially. Introduction: Maasranga Television, part of the SQUARE Group, has turned to Grass Valley for a complete newsroom system, production and master control switchers, and infrastructure equipment as part of the rollout of an HDTV station in Bangladesh.It is the first High Definition (HD) TV channel in Bangladesh. At the heart of the channel is a complete digital news production system based on the Aurora production suite, with Grass Valley K2 media servers for content storage and exchange, and EDIUS editing workstations. Each of the two studios is equipped with a Grass Valley Kayak video production switcher. The central infrastructure of the new channel also relies upon Grass Valley technologies, including Maestro master control switching. Maasranga Television began test transmissions from its new center in Dhaka on Oct. 10. Maasranga TV started broadcasting on July 30, 2011 through an hour inaugural show.Maasranga TV will be the first television state that will broadcast in High Definition television, 3G format. #Achievement in these two years Maasranga TV became champions in the Pepsi-DRU Media Cup cricket tournament beating The Daily Star by 33 runs in the final at the Maulana Bhasani National Hockey Stadium on 21/11/2011. Minister for Information and Cultural Affairs Abul Kalam Azad witnessed the final and distributed prizes among the teams. Objective or purpose of the study: Firstly, we like to mention that, we are preparing this report as our Teacher influenced us to do this. There are others purpose to do the report those are given below———– * To find out the problem they are facing as a new TV channel. To find out who are the competitors of the channel & who are the customers. * In this report, we are trying to focus the whole position & Activity of the channel. Meth odology: We used both primary and secondary data to prepare this report. We visit Maasranga TV channel office and there by the marketing executive provide some information. As they are new in the market and they cannot provided much information in the web site, so we cannot find huge information in the web site about them. Based on this little information we are trying to complete the report. Limitation or barriers to complete this report: We were face many problem to complete the report those are highlighting below –When we visit Maasranga TV we meet there marketing manager he give us some information but some of the information he want to provide through e-mail. We told him that it would be ok. We contract with him several times and every time he tries to convince us, that he will send the e-mail. However, he sends the e-mail six days before of submission date of the report. As the channel is new and they are very busy in maintenances (As they inform us through the e-mail) they cannot uploaded much information about their channel, so we faced trouble in finding information on the web site. Body of the Report Overview of the company (Product or Service): As the marketing executive said that, they sell duration, which they called â€Å"Time Product. Especially they receive money to telecast an advertisement. They charged money based on how long the advertisement will telecast. They charged at least 25000? -30000? for an advertisement that will telecast for thirty seconds. At the very beginning some advertisement agency were strongly disagree, they suggest them as they are new they need to decrease the price. However, when they hear that â€Å"Maasranga† is the first HD channel in Bangladesh they were ready to pay money as the channel demand for an advertisement. Environment of the firm (External & Internal): Division of the channel environment is showing below through a chart—– [pic] Discussion about the above components are given below—External Environment (General): Economics: When we try to know about their economic dimensions, they informed that it is highly confidential or top secret. They were not ready to share anything about daily expenditure, profit etc. related to economy. Technological: They are using the latest HD technology to telecast program. They use digital video camera and many other latest and high technology. Political: The ministry of information and technology has emphasized to develop the principles of telecasting our cultural values, history and the significant measures of our nation that are helpful to enlighten our image to the world itself. External Environment (Task):Competitors: As they are new in the market, so they have to compete with many channels like ATN Bangla, Channel I, Bangla Vision, Baisakhi and many other channels of Bangladesh. Customers: All aged group. â€Å"Maasranga† telecast different types of programs in different times as example they telecast car toon on every Sunday and Monday for children. Suppliers: There main suppliers are those who supplies information to them as an example they mention one name who supplies information, is â€Å"Sirius. † Regulators: This Organization is a member or part of Square group. They mention that â€Å"Square group† works as the regulators. Internal Environment: Owners: The owner of the channel is â€Å"Square group† Board of directors: |Chairman |Shamson H.Chowdhury | |Managing Director |Aanjan Chowdhury | |CEO |Syed Fahim Munaim | |Executive Director |Ajoy Kumar Kundu | Employees: Near about four hundred people are working in the channel. Major competitors of the firm: There are many satellite channels in Bangladesh; â€Å"Maasranga† is not the first one so they have many competitors, their major competitors are Bijoy TV, G TV, My TV, Mohona TV- as they are also newly launched TV channels in Bangladesh. There are many other giant competitors of â€Å"Maasrangaâ⠂¬  like ATN Bangla, Channel I, Bangla vision, Diganta TV and many more – as they are very famous TV channels in Bangladesh. Environmental turbulence: (Recent problem) 0 July 2011 the channel is started officially so they passed near five months (Until the submission date 08/12/2011) after starting, so the every single problem faced by them is â€Å"recent problem† for them. They did not mention any problem specifically. They mention that, this topic is very secret. They only talked about that, there employees working very hard to solve the entire problem. Major uniqueness of the channel: The HD technology differ them from other channels. SWOT Analysis: |Strengths |Weakness | | |New in the marked. | |Strong and experienced management. | | |Not much popular. | |First HD channel in Bangladesh. | | | |Cannot create much awareness among people. | |High quality picture. | | | |Lake of well-trained employee. | |Quality full program. | | | |Lake of information sour ce. |Telecasts programs in time. | | | |High investment to competing with the competitor. | |Took short breaks in programs. | | |Opportunities |Threats | | | | |Can be launched a new program. |Hard competition in the market. | | | |Experienced in using high technology. |Political instability in the country. | | | | |HD technology will increase their demand. |Profit will low then investment. | | | | | |Big threat for them, that they are new. | Concluding PartConclusion: By analyzing the whole report we can say that, the firm or channel are facings many problems as they are new. In addition, their main strength is that, they are using high technology. To peak up the channel they must be choosy in selecting employee, program etc. Findings: From the overall report we can find that, the main problem is awareness. Awareness among people is very important for them. To compete with the competitors they must create awareness among people. Recommendation: †¢ They must select quality full programs. †¢ They must select hard working employee. †¢ They must telecast those programs, which will acceptable for all aged people. Take part in some social work to get emotional benefits. †¢ Choose good presenter and try to telecast true news. Appendix: We provide a soft copy of the report through a CD. That will help you to judge the report. [pic] [pic] [pic] [pic] [pic][pic][pic] ———————– |Competitors | |Customers | |Suppliers | |Regulators | Task |Economics | |Technological | |Political | General |Owners | |Board of directors | |Employees | Internal External Environment ———————– 1

The Leader’s Choice to Serve Life Essays

The Leader’s Choice to Serve Life Essays The Leader’s Choice to Serve Life Essay The Leader’s Choice to Serve Life Essay The shared values of humanity proclaim the choice to serve life as the most desirable goal for a human being to have.   No wonder, some of the greatest leaders in the history of humanity, such as the Buddha, the Christ, Gandhi, and Martin Luther King, Jr. continue to inspire people to choose to serve life.Any leader who makes this choice is expected to serve the wider interests of living beings.   Such a leader may help to eradicate illiteracy and poverty across the globe; find ways to cure AIDS and cancer; or simply save the planet from the effects of global warming.   This leader would not be motivated by his self interests alone, such as the maintenance of his high status in society, or the hoarding of wealth.   Rather, he would inspire his followers to help him serve the life on our planet.   It does not matter whether his efforts are far-reaching and all-encompassing or not.   It is his intention alone that matters, seeing that his followers are expected to continue his work in any case.While the leader inspires people to join him voluntarily in serving a cause, management requires subordinates rather than followers.   Besides, a leader is one who inspires his followers to work with him on changing something that is believed to be undesirable.   A manager, on the contrary, directs or controls his subordinates to follow values and principles that are already established.   Thus, the leader is always known for his vision, while the manager is simply recognized for his authority.   In terms of the choice to serve life, the leader is expected to come up with new ideas for change that would benefit society.   On the other hand, a manager working for an NGO may direct his subordinates to serve the goals of the organization, the leader of which has chosen to serve life.

Amritsar Massacre, 1919

Amritsar Massacre, 1919 The European imperial powers committed many atrocities during their period of world domination.  However, the 1919 Amritsar Massacre in northern India, also known as the Jallianwala Massacre, surely ranks as one of the most senseless and egregious.   Background For more than sixty years, British officials in the Raj had viewed the people of India with mistrust, having been caught off-guard by the Indian Revolt of 1857. During World War I (1914-18), the majority of Indians supported the British in their war effort against Germany, the Austro-Hungarian Empire, and the Ottoman Empire.  Indeed, more than 1.3 million Indians served as soldiers or support staff during the war, and more than 43,000 died fighting for Britain. The British knew, however, that not all Indians were willing to support their colonial rulers.  In 1915, some of the most radical Indian nationalists took part in a plan called the Ghadar Mutiny, which called for soldiers in the British Indian Army to revolt in the midst of the Great War. The Ghadar Mutiny never happened, as the organization planning the revolt was infiltrated by British agents and the ring-leaders arrested. Nevertheless, it increased hostility and distrust among British officers toward the people of India. On March 10, 1919, the British passed a law called the Rowlatt Act, which only increased disaffection in India.  The Rowlatt Act authorized the government to imprison suspected revolutionaries for up to two years without a trial. People could be arrested without a warrant, had no right to confront their accusers or see the evidence against them, and lost the right to a jury trial.   It also placed strict controls on the press. The British immediately arrested two prominent political leaders in Amritsar who were affiliated with Mohandas Gandhi; the men disappeared into the prison system. Over the following month, violent street scuffles broke out between Europeans and Indians in the streets of Amritsar.  The local military commander, Brigadier-General Reginald Dyer, issued orders that Indian men had to crawl on hands and knees along the public street, and could be publicly lashed for approaching British police officers. On April 13, the British government banned gatherings of more than four people. Massacre at Jallianwala Bagh On the very afternoon that freedom of assembly was retracted, April 13, thousands of Indians gathered at the Jallianwala Bagh gardens in Amritsar.  Sources say that as many as 15,000 to 20,000 people packed into the small space. General Dyer, certain that the Indians were beginning an insurrection, led a group of sixty-five Gurkhas and twenty-five Baluchi soldiers from Iran through the narrow passages of the public garden. Fortunately, the two armored cars with machine guns mounted on top were too wide to fit through the passageway and remained outside. The soldiers blocked all of the exits.  Without issuing any warning, they opened fire, aiming for the most crowded parts of the throng. People screamed and ran for the exits, trampling one another in their terror, only to find each way blocked by soldiers. Dozens jumped into a deep well in the garden to escape the gunfire, and drowned or were crushed instead. The authorities imposed a curfew on the city, preventing families from aiding the wounded or finding their dead all night. As a result, many of the injured likely bled to death in the garden. The shooting went on for ten minutes; more than 1,600 shell casings were recovered.  Dyer only ordered a ceasefire when the troops ran out of ammunition. Officially, the British reported that 379 people were killed; its likely that the actual toll was closer to 1,000.   Reaction The colonial government tried to suppress news of the massacre both within India and in Britain.   Slowly, however, word of the horror got out.  Within India, ordinary people became politicized, and nationalists lost all hope that the British government would deal with them in good faith, despite Indias massive contribution to the recent war efforts.   In Britain, the general public and the House of Commons reacted with outrage and disgust to news of the massacre. General Dyer was called to give testimony about the incident.  He testified that he surrounded the protestors and did not give any warning before giving the order to fire because he did not seek to disperse the crowd, but to punish the people of India generally. He also stated that he would have used the machine guns to kill many more people, had he been able to get them into the garden.   Even Winston Churchill, no great fan of the Indian people, decried this monstrous event. He called it an extraordinary event, a monstrous event. General Dyer was relieved of his command on grounds of mistaking his duty, but he was never prosecuted for the murders.  The British government has yet to formally apologize for the incident.   Some historians, such as Alfred Draper, believe that the Amritsar Massacre was key in bringing down the British Raj in India.  Most believe that Indian independence was inevitable by that point, but that the callous brutality of the massacre made the struggle that much more bitter. Sources Collett, Nigel.   The Butcher of Amritsar: General Reginald Dyer, London: Continuum, 2006. Lloyd, Nick. The Amritsar Massacre: The Untold Story of One Fateful Day, London: I.B. Tauris, 2011. Sayer, Derek. British Reaction to the Amritsar Massacre 1919-1920, Past Present, No. 131 (May 1991), pp. 130-164.

Nursing - Literature Search Essay Example | Topics and Well Written Essays - 1000 words

Nursing - Literature Search - Essay Example The rise of internet has made it easier for researchers to locate information from online journals, books, government documents, and websites through choice of search words simply typed on the search engines to expose different sources with relevant information to the topic of choice. The entire process of literature should be guided by a well-formulated research question. This paper entails literature research for the research topic, how effective is cognitive behavioral therapy in the treatment of anxiety and depression in adults? The main objective of the study revolves around demonstrating how five articles on the chosen topic were arrived at. The topic on the effectiveness of cognitive behavioral therapy in the treatment of depression and anxiety is relevant to the field of mental health owing to the increased concerns on the best intervention on the increasing incidences of depression and anxiety among the aging people in health care. The literature search provides evidence on the application of the intervention thereby contributing to the resolution of the dilemma on the effectiveness of the cognitive behavior therapy intervention on depression and anxiety in adults. ... The next step involved selection of the target sources with secondary sources such as journals articles as main evidence sources targeted in this literature study. This was followed by selection Medline, EBSCOhost, ProQuest as the main databases where relevant journal articles could be located. The literature search involved different search words including, effectiveness of cognitive behavioral therapy and depression treatment in adults, Cognitive behavioral therapy in adult anxiety disorders, and evidence for effectiveness of cognitive behavioral therapy treatment in treatment of adult anxiety and depression disorders. The use of ‘effectiveness of cognitive behavioral therapy and depression treatment in adults’ as the search word in the EBSCOhost database resulted in 20 hits. Upon review of the article abstracts and titles of the hits, two articles were identified based on their relevance to the research topic. Literature search in the EBSCOhost database provided numer ous articles on the cognitive behavioral therapy topic although most were eliminated on the basis of the targeted group. The articles chosen from this database included cognitive-behavioral therapy for adult anxiety disorders in clinical practice: a meta-analysis of effectiveness studies by Stewart and Chambles (2009) and the training and dissemination of cognitive behavior therapy for depression in adults: a preliminary competence and client outcomes by Simons et al. (2010). The search in the ProQuest database using the second search term resulted into 22727 hits with the first 20 article being the closest to the relevance of the chosen topic. The other three articles were chosen from this database

Comparison & Contrast on Romanticism and Realism literary movements Essay

Comparison & Contrast on Romanticism and Realism literary movements - Essay Example Consequently, as industrial revolution progressed, these poor working conditions raised a lot of concerns and people started to advocate for changes. Artists and writers were amongst the people who were championing for the changes (Dahiya 4). They responded to these conditions in many different ways and as a result, romanticism and realism artistic movements emerged. Romanticism movement originated from Europe in the mid of the 18th century and was concerned with emotions and imagination (Morris, 169). It opposed aristocratic social and political ideologies of the age of enlightenment and the scientific rationalization of nature (Mendelowitz 153). Romanticism was highly centered on visual arts, literature and music but had greater impacts education and natural history (Morris, 49). During the 18th century, romanticism was common and popular (Reynolds 81). However, in the second half of 19th century it lost its popularity and was overtaken by realism movement. Realism movement was bas ed on real life and unlike their immediate predecessors (romantics), the practitioners of realism sought to portray real life, both good and bad. They were far more interested in science and in civilization, and far less interested in nature and the occult. Realists, like Romantics, were very moral writers, but moral causes changed with the times as new conditions dictated new issues (Richardson 56). Both romanticism and realism gathered a lot of fame during the era of industrial revolution. However, it was realism that was more popular from mid 1800s on. Romanticism only dominated from mid 1700s to the mid 1800s (Dahiya 4). Romanticism artists and writers put passion and emotions in their work. The works created by these writers and artists often dealt with themes that bring hope and inspiration or reflected nature’s beauty (Ferber 15). The works were always based on nationalism, spirituality and mankind. The works of the romantic artists gave the people an escape from the p roblems and challenges that they faced during the industrial revolution (Reynolds 111). The works of literature that are usually associated with this movement are the poems of William Wordsworth and William Blake. Other works include Mary Shelley’s novel, Frankenstein, which was a story about a scientist who tried to create human but created a monster, Alexandre Dumas’s work, The Three Musketeers and Victor Hugo’s novel, The Hunchback of Notre Dame (Richardson 67). The works of realists were based on real life. The art and literature developed or made by realists exposed life as it was. They clearly pointed out the difficult living and working conditions that were eminent during the era of industrial revolution. Most of the writers and artists of realism were activists who used their works to reveal the evils of society in the hope that they would be reformed. Realists had hopes that their works would bring inspiration to the politicians and other people in powe r thus enable them make lasting changes in living and working conditions (Herman 11). The realists were also referred to as social critics since they used to criticize the society. In US, the realists were referred to as muckrakers since they raked the muck that was in the society. The criticism of the realist was always on specific cause such as child labor, living conditions and working conditions in industries. Realists’ literature writers created factious works but their plots were real. The most known realist author is Charles dickens who was a British