The Kite Runner Essay Essay Example for Free

The Kite Runner Essay EssayIn bridge playering with strategical fancyning, I think that this would deal with the way an cheek trys to incorporate strategy in their decision making process. The correct strategy will allow the organization to programme a set of goals and also be able to achieve these goals. strategic course of studyning is how the organization tries to evolve their current status into where they feel they should be in the future. In part planning this is the type of planning that is by the book. Routine meaning by the book and following all the procedures with no actual goals and no mention of the future. The differences between the two planning systems is that one only follows the rules and the other thinks outside the box by thinking about the future of the organization. An example of strategic planning, is when an organization starts with having a mission by coming up with the organizations strengths and weaknesses.The plan has to have an outcome that lea ds the organization into the future (my strategic plan. com). An example of a routine plan would be a book list of instructions and it is mapped out and the first thing they will do is try to find certain goals to course the company forward to the next level but is non worried about the future of the organization. When an organization does not use strategic planning than the organization will not be able to control their futures and be stuck following a routine approach.If an organization does not have a strategic plan they will only be able to address the immediate problems and this is a form of crisis management. When an organization has a strategic plan, the organization becomes more proactive in achieving their goals instead of reactive. When an organization is reactive they are following the set of guidelines of a routine. When an organization has a strategic plan but it is poor it is really similar not having one at all.The organization that has a poor strategic planning sy stem is not on a correct track and when the plan was implemented it was done incorrectly. When the people of the organization implemented the plan not everyone bought into this plan this is one of the reasons why it is broken and it is poor. The only way to un-break or realize what is broken is to re-implement the plan to make sure that every person in the organization will buy into for the sake of the organizations future (Iowa State University, 1995-2013).The organization that does not have a strategic plan will not be able to make a future for their organization. When an organization thinks outside the box they vulgar are the organization will flourish in the long-run. The only problem with having a failing strategic plan is the fact that it could have been a good plan if all the members of the organization bought into it. Fixing a strategic plan is sometimes more difficult than actually rolling one out to your organization. References My Strategic Plan (2103).Researched the d ifference between routine planning and strategic plan. Found an article on what is the difference between a strategic plan and a business plan. Retrieved from website http//mystrategicplan. com/resources/what-is-the-difference-between-a-business-plan-and-a-strategic-plan/ Iowa State University (1995-2013). Researched what happens when an organization has a poor strategic plan. Retrieved from website http//smallbusiness. chron. com/difference-between-strategic-planning-shortterm-operational-planning-24227. html.

Shackled Women - Short Essay Essay Example for Free

Shackled Women Short Essay EssayIn western cultures, women consider themselves equal to men while in some(a) other parts of the world such as Africa and Asia, women are subjected to violence, sexual abuses, and exploitation by men that considered them as their legal or sexual property. Because usance and religion play a crucial role in the life of the people of these regions, women are forced to live according to their culture in consecrate for them to fit in the society. From murdered husbands in India, inhuman Islamic laws in Pakistan, to genital mutilation practice in Africa, these unjustifiable acts are virtually impossible to beg off because they all go against the moral principles and values of a civilized society. When a parent deliberately killed his daughter without having remorse because of financial reasons, the first thing that comes into cut-and-dried peoples mind is sorrow and grief. Because dowry is paid by the brides family in India, cruel and selfish husband s killed their second daughter in drift to avoid paying a second expensive dowry. Dowry in India can account for more than 50% of a household income. (Journeyman Pictures LTD, January 2001). For that reason, fathers murdered their distaff child. Even if a second female child makes it trough childhood, she may still have a marriage on the rocks if her dowry is not copious to satisfy her in-laws. It is very shocking and disturbing to know that these fathers are still doing it without impunity. The most outrageous of all is that the government of India is aware of these killings and does not take forceful measures to stop it. Because it is culturally right in India to do so, women can not oppose it to the risk of being physically abuse by their husbands.

History Essays Americas Involvement in the Vietnam War

History Essays Americas Involvement in the Vietnam state of warHow can we explain Americas involvement in the Vietnam warfare?To what extent did America prolong it wrong, terribly wrong?Americasofficial explanation for its involvement in the Vietnam warfare was the containmentof communism and the liberation of the Vietnamese people. As is unremarkably thecase when nations involve themselves in war, the reasons for it are not assimple as are made out. In this essay I will argue that the allied mastery in realness fight 2, the Cold War, and the national image, all played a part in Americasinvolvement in Vietnam. Robert McNamara, the then Secretary of Defence, wrotetwenty years after the war We were wrong, terribly wrong.So how did they get it wrong? The blanket answer is their failure to see thatvictory was highly unlikely and victory without massive exist was impossible.Repeated advice to that effect from their own military experts and others wentunheeded. The history of the Vi etnamese response to centuries of attack byother nations, the extent of their desire for indep endence and justice, and thegrass-root support for the iconic Ho Chi Minh and his motivated resistance causal agent were not taken into account. I will raise that these factors togetherwith courteous unrest at home and an unwillingness to lose introduce are why America gotit terribly wrong.World War 2ended in victory for allied forces with America emerging as a super provide. A newconfidence after pre-war recession found it extending its interests around theworld, with the aim of opening up global markets. At the same time, it was founderted to protecting those interests against the spread of Communism,predominantly from Russia and China, which might threaten their Capitalistaspirations. Buzzanco (1999, p.16) summarises the U.S. post war agendaTheUnited states had interests In Europe, Americans hoped to rebuild Britain,Germany, France, Italy, and other countries along Capitalist lines while alsousing those areas to prevent the Soviet Union from spreading Communism beyondEastern Europe, and in Asia, the Japanese, with American direction andaid, were being transformed into the foundation for Capitalist expansion andanti-Communism in Asia.Asself-proclaimed liberators of nations from p everywherety, and leading protagonists inthe Cold War conflict between Capitalism and Communism, the stage was set forAmerican intervention that would see military action for many years to come.The inevitability of this was seen by certain observers, who get that therewas but a short step between this containment constitution and an indiscriminateglobalism that could compel the United States to intervene militarily on behalfof weak puppet states in opposed areas of the world places, that is, likeVietnam. (Logevall, 1999, p.385).In the early1950s, the French occupation of Vietnamwas meeting fierce resistance from the Viet Minh,In response America began sending limited financial and military aid to theFrench occupying forces. By 1954, the occupation was virtu associate broken and theFrench hold on Vietnam was in dire straits. Conditions in Asia were seen ascritical by the U.S. leadership. France was requesting urgent Americanassistance, and the Chinese Communist Party was gaining increasing power inopposition to the U.S. friendly Chinese government of Jiang Jieshi. The Frenchsituation and the prospect of an independent Vietnam posed two major problemsfor America. Firstly, to withhold assistance from the French would be to risklosing a major ally in the Cold War. Secondly, an independent Vietnam left anopen door for the expansion of Chinese communism into Vietnam and a significantbarrier to U.S. economic development in Asia. In order to expect theseproblems, America began to increase financial aid to massive proportions, aswell as military hardware and advisors. At the same time an agreement inGenevaresulted in the partition of Vietnam into the northeastern a nd South sectors, to becontrolled by the Viet Minh and a nominal moderate power, respectively. Thisarrangement was to exist pending a re-unification election for Vietnam withintwo years.By 1955, America,unhappy with the status quo in Vietnam had installed a pro-Americananti-communistas governor of the Confederate sector. Diem subsequently proclaimed his sector asthe Republic of Vietnam. The South now became the central focus for the U.S.and with the inauguration of John F. Kennedy as U.S. President in 1961, cameincreased involvement. Kennedy, reluctant to commit to all out war in VietnamsaidWewill continue to assist Diem authorities them, but I dont think that thewar can be won unless the people support the labourHowever, Kennedywas dealing with other problems, and his solutions a lot went against the grainof more hawkish elements in Washington, which led to pressure on him. Hisdealings with the Russians and Cubaresulted in critics strongly advising that a stand needed to be tak en withwhich to assert the image of superpower and that the stand should be made inVietnam. Buzzanco (1999, p.65) writesoneof his closest advisors, suggested that clean-cut success in Vietnam coulderase the stain of the Bay of Pigs. In Saigon General Lionel McGarr, likewisenoted the uncontaminating Houses strong determination to stop the deterioration of USprestigeBy the time ofKennedys death in 1963, over 16,000 U.S. military advisors were deployed inSouth Vietnam, against increasing strikes by the Viet Minh from within SouthVietnam and from the North.Linden Johnson took over the presidency from Kennedy in1963, and vowed to continue the policy of involvement in Vietnam. In the sameyear resistance in South Vietnam increased significantly so that by 1964 thepossibility of the overthrow of the U.S. installed regime loomed large. Johnsonresponded with an escalation in U.S. involvement. By 1965, sustained, intensivebombing campaigns were being carried out on North Vietnam, and the numb er ofAmerican troops deployed in the South had risen to over 184,000, leavingthousands of American troops stone-dead along with thousands of Vietnamese troops andcivilians. This was despite the misgivings of leading senators who were agreedthatinsofaras Vietnam is concerned we are deeply enmeshed in a place where we ought not tobe that the situation is rapidly going out of control and every effort shouldbe made to extricate ourselves (Siff, 1999, p.40)The militaryalso were against escalation. The Commander of U.S. forces in Vietnam, GeneralWestmoreland expressed strong reservationsWestmorelandwas likewise reluctant to fight in Vietnam. In September 1964, the commanderdid not contemplate putting US troops into combat that would be amistake, because it is the Vietnameses wara purely military solution isnot possible (Buzzanco, p.74)By the end of1967, the number of U.S. troops deployed in Vietnam had reached half a million.Despite this, there was no sign of an American victory, and d espite increasingconviction among the military, senators, financial institutions and largeportions of the American public, there was no movement by its leadership toextricate the nation from a seemingly losing battle. The fear of Communism andlosing face in the eyes of the world left America locked into a no-winnightmare.The VietnameseNationalist forces, although sustaining heavier-than-air casualties throughout the war,constantly gained the upper hand and were always able to replace their losses.A major figure behind the success of their campaign for independence was Ho ChiMinh. Minh was inspired by the historic resistance of the Vietnamese peoplethroughout centuries of invasion by other nations. The Mongols, Chinese andFrench had all encountered fanatical opposition to occupation. Even if it tookyears, the Vietnamese fought doggedly to victory, and when World War 2 broughtanother occupation, this time by the Japanese, Ho Chi MinhLedan underground, communist-led resistance movemen t called the Viet Minh (theLeague for Vietnamese Independence) against the Japanese invaders Well-organised but under-funded the Viet Minh carried out a campaign ofterrorism and intelligence-gathering (Elliot, 1996, p.22).The Japanesesurrendered to allied troops in 1944 and the prospect of an independent Vietnamlooked possible. It was not to be though. The French re-established controlwith the help of the British and once again the Vietnamese found themselvesfighting for freedom. Over the next 30 years the Viet Minh (came to beknown as the Viet Cong in the South) proved to consist of soldiers andsupporters with high discipline, motivation and confidence in their quest forliberation from first the French and then the U.S. and its puppet regime.Those qualities and the avail of fighting in their own land and on theirown terrain were factors in their eventual ejection of America. In Ho Chi Minhand the Viet Minh, the AmericansWouldface a leader and organisation that seemed employ to t heir defeat and whocarefully and effectively used the images of rebellion that resonated deep inthe Vietnamese past (Edmonds, 1998, p.33).The Americanforces contrasted sharply with that of their enemy. Apart from having to fighta guerrilla war, for which they were not trained or experienced, on unknownterrain, civil unrest at home impacted deeply on morale and discipline. At theheight of the Vietnam War, America was seeing violent protest and massdemonstrations on civil rights issues. Martin Luther pouf was openly condemningthe Vietnam War along with other civil rights campaigners. A member of the StudentNonviolent Coordinating Committee Warnedblacks that when LBJ talks all that garbage about hes sending boys over thereto fight for the rights of coloured people, you ought to know thats a lie.Cause we live here with them, and they dont ever do a thing for us. Hewent on to describe the war as white people sending black people to makewar on yellow people to defend the land they stole from red people.(Buzzanco,p.206)The messageresonated with the thousands of black soldiers in Vietnam and contributed toracial division, often resulting in ghetto environments in which ethnic groupsswore allegiance only to themselves and rejected others. Further, a lack ofleadership conviction in the war caused by deep rifts in policy making and thedirection it should take, inevitably filtered down through the chain of commandto the white soldiers on the ground. Disillusionment in the cause for war, andexposure to the brutalities caused by it, hit morale hard, and drugs andalcohol use became dominant among troops. Capps (1991, p.34) writesWhatwas experienced was the harshness of war brutality, death, and atrocitywithout a comprehensive rationale to seal over the reality. The Vietnam Warprovided no transcendent meaning by which the national purpose could beinterpretedAmerican unwillingness to accept the prospect of defeatand loss of face continued after Johnson and throughout the Nix on presidency,keeping its troops in Vietnam until 1975.I have argued that the emergence of America from World War2, as a superpower with aspirations of global expansion and a dedication tooppose Communism wherever it deemed fit, led to its involvement in Vietnam. Arefusal to withdraw in the face of defeat, in order to maintain its image as asuperpower in the eyes of the world, and in fear of the Communist threat, meantan involvement that lasted over two decades. The last thirteen years of it cost58,000 American and at least 1.5 million Vietnamese lives, as well as thedestruction of millions of acres of land. By misjudging the resources of theVietnamese people, and disregarding the voice of its own people, the cost paidfailed to achieve the aims for Americas involvement and resulted in themgetting it Wrong, terribly wrong.BibliographyBuzzanco, R. (1999) Vietnam and the Transformation ofAmerican Life Oxford, Blackwell.Capps, W. (1991) The Vietnam Reader New York,Routledge.Edmonds, A. (1998) The War in Vietnam U.S.A.,Greenwood Press.Elliott, P. (1996) Vietnam Conflict and ControversyNew York, Arms Armour Press.Kissinger, H. (2003) Ending the Vietnam War NewYork, Simon Schuster.Logevall, F. (1999) Choosing WarCalifornia, University of California Press.Prados, J. (1995) The Hidden History of the Vietnam WarU.S.A., Ivan R. Dee.Siff, E. (1999) Why the Senate Slept U.S.A.,Praeger Publishers.

Language Reflecting Our Culture And Reality Cultural Studies Essay

Language Reflecting Our Culture And Reality Cultural Studies EssayLanguage is a system of symbols that allows members of a society to commune with one another. It is more than unspoilt a mean of communication. It can also be viewed as an important element in shaping our farming and the light of pragmatism. This paper bequeath emphasis on the kindred between phraseology, culture and earthly concern also how media and gender culture have influences on the relationship. With the help of various scholars view, we can analysis how words reflect our culture and reality.Linguists have studied the relationship between language and culture by the Sapir-Whorf hypothesis. It accounts the differences in language across culture. According to the hypothesis, language is a guide to social reality which state that language is attaching to the real world. Sapir-Whorf hypothesis indicates the strong relationships among culture, language and reality into a cohesive whole.The Sapir-Whorf hypo thesis shows that people distinguish the world through the cultural lense of language which can be easily understood with the diagram below.In other words, language acts like the lens on a camera in filtering reality, Language is the medium by which one views the world, culture, reality and thought. This example is best to illustrate the crux of the hypothesis reality for a culture is discoverable in its language.There ar two important aspects in the Sapir-Whorf hypothesis, they be expression and grammar and syntax of a language. Let me bring in a personal meet to state the above concept. I was an exchange student after graduating from secondary school and stayed in a host family in the United States. People in that location love to party and are addicted to alcohol. They get different words referring to different forms of alcohol, including liquor, brew, booze, wine, beer, drink, firewater, shooter, etc. The point of telling my experience is that these terms are rarely used in Hong Kong because we rarely encounter alcohol other than beer and wine.We can see that it has a particularly rich vocabulary for alcohol, which shows that it is an important thing in American culture.Culture is evident not only in the vocabulary barely also the grammar and syntax. I studied German during that exchange year, and found that the grammar and context is so different between Chinese and German. There are no articles, a, an, the counted with the noun in Chinese. In German, each noun must be categorized as either feminine or masculine with the collocation of the articles der, die, and das. This shows us that the grammatical gender is an essential part in German culture.However, there are arguments that against the Sapir-Whorf hypothesis, one is made by Fiona Cowie, There are in the grammar observations that apply to all languages these observations constitute what one calls general grammar. In examining this thought, some cultures and languages are related to each other and have similarities. It contradicts with the Sapir-Whorf hypothesis which states that all cultures see the world differently according to their language.In addition, Tomas Tsoi argued that language carries little tendency in our thinking, and it cannot constitute with what Sapir-Whorf has suggested to be habitual thought. His evidences are if language indeed reflects world view, there are totally different world views among the same linguistic group, plot of land people speaking different languages share similar world views. Besides, he also argues that how does a multilingual holds his world view if it is dependent on languages, because it will lead to contradiction.How do people come to envision the reality? The cultural environment that people grow up in can have move effects on how they interpret the world around them. This happens by way of different agents of socialization. Media is one of the important socialization in reinforcing the cultural environment and the percep tion of reality, but so are family, school and peers. Media showers society with languages and images everyday. These images are delivered to the public through a variety of mediums, such as television, radio, newspaper.Language is a underlying medium in the establishment of reality. Media act as a conduit in transmitting the image of reality. In other words, language reflects the culture and reality of its users. Media are never neutral for providing information. The images which we think depictions of reality are actually shaped, because they are filtered through media to the general public. The mass media acts as a translator and bridges the gap. Racism, evil and discrimination are all perpetrated through media discourse. This is why people need to have a high potential of media competence to decode what is being said.From the bear witness which is written by Ray Surette, he stated that the social construction of reality have influences on different individual. People construc t their social reality based upon their interaction with an objective reality with their first hand experiences. Thus, the information they receive from a cultures reality, such as language and the media create a inwrought reality that directs their social behavior.In urbanized societies, the mass media play a crucial role in the social construction of reality because knowledge of many social phenomena is obtained solely through the media. The mass media has become the dominant player in America. Furthermore, when other sources of knowledge are not available, the media play a great role in the construction and dissemination of social reality.In fact, media convey different ideologies. Under the influences of powerful groups, it is hard for media to strike balance between facts and different ideologies. Therefore, audiences should bear the responsibility to distinguish message that are being delivered.The concept of media literacy is found to overcome the distortion of the truth fr om the messages that are created by the media. It is a parade of accessing, analyzing, evaluating and creating messages in a wide variety of media modes, genres and forms. According to Jane Tallim, media literacyis the ability to sift through and analyze the messages that inform, entertain and sell to us every day. By actuate the concept of media literacy, people gain greater awareness of the potential for misrepresentation, especially through commericals and public relations techniques, and to understand the role of mass media in constructing views of reality.Moreover, media conveys a distinct message regarding gender and gender roles which leads us to the topic of language and gender. Males represent face-isms, their faces are shown more often than their bodies, which is associated with character and intellect. Since women are being objectitfication as a sex appeal product, females represent body-isms or partial-isms which is associated with weight and emotion.The topic of langu age and gender concerns in which men and women use their language differently and how the mental synthesis of language reflects or kick upstairss gender division within a society. All of us have different styles of communicating with other people. The styles that men and women use to communicate have been described as debate vs. relate, report-talk vs. rapport-talk, or competitive vs. cooperative. Men often seek straightforward solutions to problems whereas women tend to establish intimacy by discussing problems with the absolute frequency usage of tag questions.Dale Spender writes males, the dominant group, have constructed sexism and developed a language trap in their own interest. This makes the male in the superior localisation and lead to sexism in language. Men have made their world out of their reality, and women are forced to live with these centers. Another scholar, Shiela Rowbotham says If she enters mankind she loses herself to himshe represents a woman but he is man kind. Women lose their roles in society because they are considered to go along with the rest of mankind, instead of womankind.The Interpretation Act was an act that was passed in England in 1850 that simplified the language that was used in statutes, legally enabling he to be written instead of he or she. This Act was passed in recite to promote the primacy of the male. At that time, there were no women in Parliament to vote against this Act, so it was being passed. It constructed that females had to adhere to a male reality for the world.Spender suggests, In order for the women of today to make their own reality, they must understand how the creation of this world is accomplished. The way to accomplish the above thought is to explore the relationship between language, culture and reality. Therefore, gender equality is a reality many people would like to bring out and our language should reflect this. According to Spender, By changing our language we help change reality in a way that makes our language more accurate. If we change our language, we are to some extent manipulating the social reality. That is an ideology head and somehow a paradox of socially constructed realities. Our language and society reflect one another, it is important for us to recognize and respect change in the meaning and the acceptability of words.As a conclusion, the Sapir-Whorf Hypothesis has changed the way many people look at language. Elaine Chaika states Language and society are so intertwined that it is impossible to understand one without the other. There is no human society that does not depend on, is not shaped by, and does not itself shape language This statement best defines the relationship between languages, culture and reality. Language does not only shape the way reality is perceived but reality also shapes language.For my standpoint there is no sound system to reflect our culture and reality through language. Language does influence culture and perception of realit y but language does not command culture or reality.

An Introduction To Human Resource Development Management Essay

An Introduction To clement Resource Development Management EssayHRD is an emerging concept to come across in the midst of strategic and business-oriented knowledge from traditional learning and profit (Sambrook, 2004). HRD is generally foc put ond on three argonas in establishment, viz. formulation and development, line of achievement development and organisational development (Fenwick, 2004, p.193). match to McCarthy et al. (2003, p. 58), the purpose of HRD is to foster the bear upon of training in a company and to facilitate the organisational learning process.Despite with history of astir(predicate) fifteen year, HRD is remains as a vague and poorly defined concept (Garavan et al., 1999 Sambrook, 2004 Stewart, 2005), partly due to the difficulties in defining the scope for the concept and wishing of a unified definition (Garavan et al., 1999). The concept of HRD is interrelated with a wide range of disciplines such as economics, sociology, psychology, strategic charg e, leadership and adult male resource management (Stewart, 2005, p.91). Definitions are thitherfore varies with different perspectives considered by different authors (Garavan et al., 1999).Most HRD literatures are performance-oriented or learning-oriented as pointed out by Simmonds and Pederson (2003). For instance, Sambrook (2004, p.611) defines HRD as all those activities that sample to facilitate all forms of learning and development at all levels within organizations. On the other hand, Slotte et al. (2004, p.485) defines HRD as covering functions related primarily on training, career development, organizational development and look into and development in addition to other organizational HR functions where these are intended to foster learning capacity at all levels of the organization, to integrate learning culture into its overall business system and to promote the organizations effort to achieve high quality performance. match to Hatcher Kalra (cited in Hatcher 2003), HRD has been attacked for treating human as resources which to be manipulated or used to achieve organizational goal. The authors further argued that the HRD definition emphasis too much on resources while overlook dominance (Hatcher, 2003, p.1). According to the Hatcher (2003), there are potential in each employee which exceeds the economic value. Therefore, treating human as resources places them in a subservient and compliant position to organizational goals and limits our ability to be in harmony with nature (Hatcher, 2003, p.1).On the other hand, Sambrook (2004) added to the critiques of HRD by arguing that most HRD literatures generally emphasis on performance progeny and neglect the organizational issues concerning the marginalized populations. According to Bierema (2002, p.245), the issues of diversity, equality, power, heterosexism, discrimination, sexism, racism, or other issues of conquest in organizations are ignored by current HRD literatures. Bierema and Cseh (2003) further argued that these undiscussable issues are ignored still yet, consent signifi lowlifet stupors on both item-by-item and organization. To address such issues, Rigg et al. (2007) had argued that it is necessary to think HRD from a full of life stance. They argued that there is a need for comminuted turn in HRD (Rigg et al., 2007).2.0 Critical Approach to Human Resource DevelopmentBefore discussing on what is critical human resource development (CHRD), it is necessary to generalise the term critical. Antonacopoulou (cited in Fenwick, 2004, p. 195) defines critical as providing voice for the repressed and marginalized, exposing assumptions and values, revealing the use of power and control, and challenging inequalities and sacrifices made in the name of efficiency, in effect(p)ness, and profitability finished a self-reflexive critique of rhetoric, traditional, countenance, and objectivity. On the other hand, Burrell (cited in Sambrook, 2004, p. 614) suggested that cri tical theory is associated with challenging rational organizational practices and replacing them with more elected and emancipatory practices.The two definitions implies that existence critical mean to challenge unjust practices in the organization and to pursue a more democratic and justice practice. Hence, according to Kincheloe (cited in Fenwick, 2004, p.198), critical onrush to HRD is dedicated to change organizations and their HRD practices towards a more just, equitable, life-giving, and sustainable workplace.However, Francis (2007) argued that critical approach to HRD is not opposed to traditional HRD. In fact, it seeks to help practiti mavinrs and academics to better understand and certified of the ambiguities in current HRD (Francis, 2007). Besides, it in like manner seeks to demonstrate how inequalities and shift in power skunk affect the abilities to control the production, distribution and consumption of HRD practices and ultimately, the personal effects of these inequalities to the idiosyncratic development and participation of employees (Francis, 2007, p.84).After thought the meaning of critical in the context of HRD, then how to be critical in HRD? According to Antonacopoulou in his definition of critical, macrocosm critical can be achieved through self-critique on rhetoric, traditional, authority and objectivity. On the other hand, Burrell (2001) proposed that a critical approach should comprise of six components, viz. political, iconoclastic, epistemological, inquiring, suggestive and emancipatory (Burrell, 2001 p. 14-17). Sambrook (2009) applied Burrells framework in the HRD context and outlined the attributes that distinguish CHRD from traditional one, which presented as followPolitical. Burrell (2001) argued that political perspective of critical approach is to understand the use of power in an organization and how political forces in organization can shape or influence human life. Hence, CHRD seek to identify the key stakeholde rs and influencers of HRD and study their influence on the HRD activities (Sambrook, 2004 2009). Unlike traditional HRD where employees and trainees are suppressed and excluded from giving their conviction, CHRD aware of the need for the shift of power to allow traditional oppressed groups to have more freedom and voicing opportunities (Sambrook, 2004 2009).Iconoclastic. According to Burrell (2001, p.15), being critical involve breaking down the solidity of dominant imagery and icon. Therefore, CHRD attempts to challenge current erudition of HRD and seeks to identify the purpose underlying each HRD activities (Sambrook, 2009). HRD suppose to serve the purpose of employees development or merely focus on performance-outcome? Asking such fountainhead exit then lead to the exposure of weaknesses in current HRD activities which is performance-oriented (as argued by most critical HRD literatures) while the development of individual in organization is drop (Sambrook, 2009).Epistemolo gical. Sambrook (2004, 2009) argued that epistemological perspective is concerned with understanding of the foundations of HRD and the methodologies used in the tress of the knowledge about HRD. CHRD challenges currently dominant positivism and quantitative approaches in the construction of the knowledge about HRD and to adopt a more qualitative methods which will enable more in-depth study on the values, morality and ethics in HRD (Sambrook, 2009, p.66).Investigative. Burrell (2001) argued investigative perspective of critical approach try to challenge something that others have taken for granted. Being investigative in the context of HRD concerns with surfacing the social equality issues in organization which have been neglected in current research and practice of HRD (Sambrook, 2004). This maybe include an investigation of why certain groups of people having the priorities in receiving training than the others. Besides, investigative perspective can in any case include the inv estigation of the difference between what is HRD (in the eye of practitioners) and what actually been done by them (Sambrook, 2004).Revelatory. Burrell (2001, p.16) argued that, by attacking illusion, there can be a concomitant demonstration of what is illusion and what is truth. Given the difficulties and ambiguities in defining the term HRD, revelatory perspective of CHRD attempts to challenge current understanding of HRD in order to find the truth of HRD and to unified the different discourses which currently regarded as HRD (Sambrook, 2004 2009). However, Burrell (2001) argued that it is difficult to practice revelatory perspective as it is problematic to distinguish between illusion and truth.Emancipatory. According to Sambrook (2009, p. 67), there are arguments on whether HRD should serve the purpose of freeing employees from capitalist exploitation and employment degradation. However, Burrell (2001) argued that it is difficult to achieve emancipatory as organization system al ways involve control and the effect of power is unavoidable.From the above attributes, it is noted that these strands are interrelated (Sambrook, 2004). Sambrook (2009) argued that individual awareness of the attributes of CHRD is important for CHRD to be put into practice. In addition, individual antecedents such as understanding and acceptance of ones role, recognition of the boundaries of ones profession, political awareness, excellent communication skills, respect and trust are also essential for the success of CHRD (Sambrook, 2009, p.66). In addition to personal antecedent, organization antecedents that involved include organizational culture of participation, democracy, learning and personal development (Sambrook, 2009, p.66)3.0 Contributions of Critical Human Resource DevelopmentSambrook (2009) mentioned in her article Critical HRD a concept analysis that the practice of CHRD will result in a more democratic work production, improved ( working/learning) relationship, more h ard-hitting and relevant learning, enhanced move out of learning, improved creativity and productivity, and an acceptance of alternative approaches to knowing (Sambrook, 2009, p. 68).3.1 Political military positionContributions to one-on-oneAs mentioned above, political perspective of CHRD aware of the needs for the shift of power in an organization to allow traditionally oppressed groups to voice out their opinion. In line with that, Lowe (cited in Fenwick, 2004) argued that CHRD plays the mediating role to allow employees unions and management to collaborate in designing jobs, training and working characterise. He further argued that CHRD can help to call management push for tender HRM practices that undercut the union, could champion a people-centered agenda and help leverage management collaboration (Lowe cited in Fenwick, 2004).Besides, the shift of power also related to the concept of empowerment. Empowerment is the shift of decision making power to employees (Erstard, 1 997). According to Zeithamal Berry and Parasuraman (cited in Ravichandran, n.d., p.2), employee empowerment is proven to have positive impact on job satisfaction and reduces role stress. It is also suggested that empowered employees experience lesser job ambiguity and have quicker response to problem as they can avoid wasting time referring the problem to their superior (Singh cited in Ravichandran, n.d., p.2). In addition, empowered employees are also demonstrating greater commitment and loyalty to the organization (Greasley et al., 2008).Contribution to OrganizationEmployee empowerment as mentioned above also has its positive impacts on the organization effectiveness. According to Ladden (n.d.), empowerment can improve the productivity, decision making process and quality of service. The improvement of decision making process is due to the fact that decisions are made by employees who have the most appropriate information, expertness needed (Ladden, n.d.). Besides, empowered emplo yees will also likely to have greater commitment to the decision made, thus, enable product or customer problem to be dealt more quickly which in turn will have positive impact on productivity and customer service quality(Ladden, n.d.).3.2 Iconoclastic and Emancipatory PerspectiveContributions to someoneFrom the iconoclastic perspective, the breakdown of the dominant performance-oriented purpose of HRD activities and the recognition of true purpose of HRD will lead to individual development in an organization. Fenwick (2004) who examines the practices of CHRD in workplace suggested that one of the CHRD practices in organization takes in the form of emancipatory action learning where employees learns as a team and collaborate to solve a problem through level experimentation, critical opinion and communication. According to Lanahan and Maldonado (cited in Spence, 1998), action learning can help participants to solve problems more effectively compared with simple training and at the homogeneous time, develop leadership in them.Marquardt (2000) in his article action learning and leadership added to the point of leadership development by arguing that action learning can help improve individual effectiveness by developing good leadership attributes such as system thinking risk pickings and innovative openness and share decision making and become teachers, coach and mentor to others. Participants can develop system thinking skill through the process of asking new questions to gain better insight of a problem before coming out with its solution (Marquardt, 2000). This will in turn increase their ability to handle complex, seemingly unconnected aspects of organizational challenge (Marquardt, 2000).Besides, action learning can also increase the ability of participants to think in new ways rather than following the traditional route which will then improve their innovativeness and willingness to take risk (Marquardt, 2000). Furthermore, participants in action learni ng program can also learn to accept others opinion, learn from others perspective and to provide valuable feedback which will then help to create a culture of openness among participants and leaders are learning how to share their decision making power with others (Marquardt, 2000).Contributions to OrganizationYork et al. (cited in Spence, 1998) suggested that action learning can also help to facilitate the transfer of learning as participants are able to take immediate action, thus making changes to the practices in an organization. On the other hand, Alvesson and Willmott (cited in Fenwick, 2004, p. 203) argued that emancipatory action learning can help employees to develop critical assessment about unfair practices in organization and then helps to improve the organization through actions to address such issues.According to Fenwick (2004), another practice of CHRD is in the form of emancipatory stick out- a small cyphers aims at addressing a specific oppressive issue. Meyerson and Kolb (cited in Fenwick, 2004, p. 204) has conducted such project and found that the project can yield a fruitful result to initiate changes in organization. On the other hand, Tosey and Nugent (cited in Fenwick, 2004, p. 204) demonstrated another example showing critical inquiry-focused form of action learning help transform management team of a failing small manufacturing company to think creatively about strategy and change the way they related to one another to be more supportive, caring and challenging.Challenges in PracticeDespite the fruitful benefits of emancipatory action learning as mentioned above, Fenwick (2004) argued that the practice of the approach was proven to be difficult. Difficulties arise as emancipatory action learning should involve employees at the lower level of hierarchy and punitive actions from managers when the project failed to achieve expected result may caused further oppressed or violence of employees in the organization (Fenwick, 2004). Therefor e, to avoid that to be happened, Fournier and Grey (cited in Fenwick, 2004, p.203) argued that the target of emancipatory action learning should not be emphasized on performance outcome. Contrary, emancipatory action learning should emphasize on dimensions such as equality, truth, job condition and politics of knowledge legitimation that are embedded in problems of organizational bottleneck and communication blockages (Fenwick, 2004, p. 203).However, the non-performance intention is apparently contradict with the traditional business accusive that pursuing business performance, efficiency and productivity. Fenwick (2004) argued that performance is arguably the purpose of organizational existence and the original purpose of HRD is to enhance performance. The practice of CHRD that emphasize on promoting equality, fairness and emancipatory of employees condemned the hierarchical management of human learning and the productivity-driven purposes of business (Fenwick, 2004). This becom es a great challenge for practitioners in their efforts to adopt critical approach in HRD.3.3 Epistemological PerspectiveContributions to IndividualFrom the epistemological perspective, the challenge of the methodologies used in the construction of the knowledge about HRD is related to the concept of critical denunciation (Sambrook, 2009). According to Brookfield (1988), there are four major activities in critical reflection, viz. assumption analysis, contextual awareness, imaginative speculation and thoughtful skepticism.Van Woerkom (2004) who studies about the effects of critical reflection on HRD argued that critical reflection in HRD will helps to facilitate more effective learning of individual in an organization. Employees who engage in critical thinking are likely to display critical pondering behavior of reflecting, career awareness, experimenting, learning from mistakes, critical opinion sharing, invites others for feedback, and challenging groupthink (Van Woerkom, 2004, p. 187). The author argues that the adoption of critical reflective behavior has proven to have positive impacts on both the individual as well as organization. In the individual level, the adoption of critically reflective behavior will increase employees self-efficacy and participation in the workplace (Van Woerkom, 2004).The improvement in self-efficacy is due to the fact that employees need to have a certain dot of competency and risk-taking behavior to display critical reflective behavior in the workplace (Van Woerkom, 2004). They have to withstand social pressure and be critical sort of of following the traditional ways or practices (Van Woerkom, 2004). Van Woerkom (2004, p. 187) argued that critical reflective behavior not only allow employees to develop their own competences and to connect their working life to personal development, but it also enabled them to optimize or to critically analyze and try to change work practice. In addition, Van Woerkom (2004) further argued that employees who adopt critical reflective behavior are likely to have a steeper learning curve and this will have positive effect on their self-efficacy.On the other hand, the increase in participation is due to the fact that the adoption of critical reflective behavior requires employees to get involved in the organization and to understand the work practice at different level of organization as well as the scope to solve problem and learn from mistakes (Van Woerkom, 2004). According to Van Woerkom (2004), employees that display critical reflective work behavior are more often being invited to participate in organization.Contributions to OrganizationIn the organizational level, Van Woerkom (2004) had conducted investigation in two organizations (a textile painting factory and a forensic psychiatric clinic) and found that critically reflective behavior is effective to transform organization from Taylorism to a modern organization, with participating and self-managing workers (p. 187). Van Woerkom argued that to achieve this, employees have to reflect on their own current and future position in the organization and to reflect on their own behavior, instead of blaming others for mistakes (Woerkom, 2004, p. 187).Besides, the practices of challenging groupthink, ask for feedback, critical opinion sharing will likely to stimulate double intertwine learning in organization (Van Woerkom and Croon, 2008). According to Argyris (2002), Double-loop learning occurs when errors are corrected by changing the governing values and then the action. By practicing critical opinion sharing, ask for feedback and challenging groupthink, employees are able to share what they have learned with others, thereby facilitate the effectiveness of learning and working of the organization (Van Woerkom and Croon, 2008).Furthermore, Natale and Nicci (2006) in their research of critical thinking in organization pointed out that low level of conflict can help to stimulate the quality of dec ision making of a team. Therefore, conflict that resulted from critical thinking of individual in organization is useful to stimulate the performance of the organization (Natele and Nicci, 2006). However, the research also revealed that when conflict intensified, its positive effects will diminishes and team performance will deteriorates (Natele and Nicci, 2006).Challenges in PracticeDespite the benefits of practicing critical reflection in the workplace to both employees and organization, Sambrook (2009) argued that individual and organizational barriers may arise in the effort of organization to implement CHRD which caused by dogma, misunderstanding, and perceived threat of loss of power. Particularly, the implementation of CHRD requires the shift of power which will may causes authority or management to resist the adoption of CHRD because the fear of losing their power (Sambrook, 2009). Besides, Reynolds (cited in Rigg and Trehan, 2008, p.378) argued that dissonance resulted from challenging status quo and questioning their position may cause individual to resist engaging in critical thinking.4.0 ConclusionCurrent HRD is emphasis on the learning and performance while ignore the issues of diversity, equality, power, heterosexism, discrimination, sexism, racism, or other issues of oppression in organizations (Bierema, 2002, p. 245). Therefore, CHRD is emerged to address these issues. Sambrook (2009) using Burrells (2001) framework of six strands to a critical approach has constructed the attributes of CHRD, which are political, iconoclastic, epistemological, investigative, revelatory and emancipatory. Generally, critical perspective of HRD is about challenging modern practices, exposing assumptions, revealing illusion, and questioning tradition (Sambrook, 2004, p. 614) in the objective to create a more just, equitable, discrimination-free working environment and to contribute toward human capital development.CHRD facilitates more effective learning of indivi dual which will then increase the competencies and self-efficacy of individual (Van Woerkom, 2004). It is also argued that critical thinker in an organization are more often being invited to participate in the organization (Van Woerkom, 2004). Furthermore, the practice of CHRD can help individual to develop leadership as argued by Marquardt (2000). On the other hand, empowerment of employees helps to increase the productivity and responsiveness to problem while reducing the job ambiguity and work stress of employees (Ravichandran, n.d.).In organizational level, CHRD can facilitate double-loop learning which will help to change the practice of the organization (Van Woerkom and Croon, 2008). Besides, CHRD can also help to create a company with independent and participating workforce as suggested by Van Woerkom (2004). In addition, the effect of employee empowerment can also help to increase the productivity, service quality and decision making process as argued by Ladden (n.d.).Howeve r, the practice of CHRD will meet certain challenges in term of contradiction between the objective of CHRD and performance purpose of business objective (Fenwick, 2004) and the reluctance of individual to engage in the practice of CHRD (Sambrook, 2009). Therefore, Sambrook (2009) argued that organizational and individual antecedents as mentioned above are crucial for CHRD to be put into practice.(3532 words)

Leadership In Ancient Civilizations Essay -- essays research papers

During the period of the Roman Republic and the Roman Empire, distinguishable leaders exhibited different modal values of leadership and employed different political strategies. In addition, these leaders came to power and maintained their control in their own unique ways. Each leader seemed to have his own schedule, which set the tone for that era. Five declamatory leaders of this time period were Agricola, Augustus, Julius Caesar, and the brothers Tiberius and Gaius Gracchus. The point to be made with respect to these particular men is related to the obvious correlation between the nature of a leaders agenda and the impact of his reign. In the end, a rulers fate was dependent not on his agenda, but on style and strategy with which he pushed his agenda. Those leaders whose methods were completely altruistic were heralded as great leaders, while those with devious and/or unethical methods of pushing their agendas were hastily assassinated. first of all consider Tiberius Gracchus. It is imperative to analyze his style of leadership and his political strategies. During his term as tribune, Tiberius major goal was to pass a land reform visiting card. This bill was biased toward the masses. Tiberius tried fairly and squ arly to gain the support of the Roman senate, but this effort was to no avail. Tiberius then resorted to unfavorable tactics when he impeached another(prenominal) tribune, Octavius, the major opponent of Tiberius bill. Thus Tiberius willingly destroyed the long-held and quite favored notion of an immune tribune. However, this is what the common people wanted. Tiberius big err was blatantly opposing, gum olibanum disrespecting the Roman senate. As a result, the senate assassinated Tiberius. The lesson to be learned here is not that Tiberius agenda was constructed out of self-interest or greed. Tiberius simply wanted to facilitate the common people. However, Tiberius methods were not proper for that time in that place. And it is probable that Tiberius could easily have been persuaded to compromise. Thus, Tiberius downfall was not his agenda, but his style and political strategy.A different example of the same principle is summed up with the story of Tiberius younger brother, Gaius Gracchus. Gaius worked not to appease the senate, but to appease the people. Although this seems quite noble of him, it was still a mistake to oppose the senate. Granted, this notion is counter-intuitive. One wo... ...in accordance with the main point we have been discussing, he did so with a particular style and political strategy, so as not to offset social order. He ruled very subtly. He saw to it that he got what he wanted, yet he did so with such care that it was disguised as interest in providing for the good of the citizens. Therefore, Augustus reign supports the theory that a ruler can drive a selfish agenda, yet as long as the style and political strategy of the leader in question is favored by the people, then the leader can still b e considered a good ruler.Therefore, upon considering the lives of Tiberius and Gaius Gracchus, Julius Caesar, Agricola, and Augustus Caesar, it is clear that people in the Roman Republic and the Roman Empire considered a leaders particular actions more that his agenda when deciding whether or not a leader is worthy of being called great or being assassinated. Obviously, a leaders agenda and accomplishments are important factors, but we have seen with these five particular leaders that sometimes accomplishments do not matter. What matters greatly are the steps taken by a leader to obtain goals or satisfy certain needs.

Abortion: Pro-life! :: essays research papers

E very day, an overwhelming amount of human beings lives are terminated. The culprit unwanted pregnancies. Many woman are (not by choice), becoming expectant as a result of unsafe sex, rape, and other things. So what is one to do when they discover that theyre pregnant? They have some alternatives (1) have the kid and raise it (2) have the child, then give it up for adoption (3) get an abortion. Sadly, many women choose alternative three, unaware of what theyre getting themselves into. Abortion is very cruel to the baby and even harms the mother. It is murderThere are many different procedures for abortions, all gruesome and pain inflicting on the baby. Suction Aspiration (vacuum curettage) makes up for 98% of first trimester abortions. The cervix is first dilated. Then a suction tube with a sharp cutting edge is inserted which rips the baby to pieces. It then sucks appear all the remains. If the mother waits until the third trimester (when the baby is more developed), then she m ust have Partial Birth Abortion. Using Ultra-sound, the doctor grabs the babys legs and forces place all but the head. Scissors are then jammed into the back of the skull and opened, creating a larger hole. A suction tube sucks the brains out, causing the skull to collapse. Then the murdered baby is removed.Believe it or not, the mother is also harmed. In Suction Aspiration, if any tissue is left inside, itll become infected. For Methoxotrexate Injection, another type of abortion, Methoxotrexate can produce gravely side effects such as anemia, nausea, cancer, lung disease, and heavy bleeding. Just think of the mental trauma the mother is also feeling. She has the forever-guilty conscience of being responsible for her receive childs death. Many mothers say, "Ill regret it for the rest of my life.""I feel like crawling into a hole and dying," says another mother later the operation.A common argument is that abortion isnt murder because the baby isnt alive. But on the contrary life begins at conception. After only 18 days, the heart is formed, and after 20 the brain, spinal cord, and nervous system are developing. A mere four days later, the heart starts beating. Is abortion murder though? According to the Webster Dictionary, abortion is to terminate a pregnancy because the baby is not capable of living.